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First of all, before you begin your search, you have to know what you’re looking for. If the candidates tick the following boxes, you’re bound to have successful hires.
Attention to detail
Workers need to be meticulous in their work to ensure that products are properly stored, packaged, and shipped. Attention to detail is also important for inventory management and record-keeping.
Physical stamina
Many warehouse and logistics jobs involve physical labor, such as lifting, carrying, and moving heavy objects. It’s beneficial if the candidates are able to perform these tasks safely and efficiently.
Technical skills
Many warehouses and logistics operations rely on technology, such as barcode scanners, inventory management systems, and transportation management software. Workers need to be comfortable using these tools and able to troubleshoot technical issues as they arise. Pick by Voice is also very common in the warehouse operator role. The operator wears a headset in which a voice tells the operator what to do next.
Communication skills
Good communication is essential to ensure that orders are processed correctly, and products are shipped on time. Workers need to be able to communicate effectively with their coworkers, managers, and customers. A strong sense of teamwork and wanting to collaborate are of important.
Problem-solving skills
Inevitably, problems and issues will arise in warehouse and logistics operations. These candidates need to be able to identify problems quickly and come up with creative solutions to keep operations running smoothly, which is especially valuable in smaller operations.
Time management skills
Being able to manage their time effectively to ensure that orders are processed on time and deadlines are met. Time management is also important for managing inventory and ensuring that products are stocked and ready for shipment.
Since these jobs tend to attract many applicants, it makes sense to approach the process from a volume perspective. You need to be able to both write a job ad that is extremely clear on the hard requirements to filter out those not meeting the basics and also be prepared to handle hundreds of applications a single out the ideal candidates effectively.
Develop a referral program! Referral programs can help you tap into the networks of your current employees and identify potential candidates who may not be actively looking for a new job. Offer incentives to employees who refer candidates who are ultimately hired, such as a cash bonus or extra vacation days. It’s good to be aware that these programs can easily lead to nepotism, which usually results in homogenous groups of people. Therefore it’s wise not to rely solely on referrals.
To handle the sheer amount of applications, it’s highly recommended to explore the opportunities with the new AI-driven generation of tools to take the next steps in terms of efficiency. To do so, you can implement a chatbot on your career page or job postings to ask pre-screening questions to potential candidates. Such interviews often take place in a chat interface and are conducted by the AI. You will teach the AI what you’re looking for in a candidate. Based on the responses, the AI will decide which talents you should move forward with. This can help you quickly identify candidates who meet your minimum qualifications and move them through the hiring process more efficiently. We do this at Hubert, so if you want to know more about the inner workings, reach out to us!
Another perk of using conversational AI is that you give everyone an equal shot at opportunity, independent of their past experiences if you so will. How? Because the interviews are text-based and you choose which criteria are the most important ones for the job, which doesn’t have to be a certain degree or prior experience. While experience and qualifications are important, it's also important to look for candidates who are a good cultural fit for your organization. Look for candidates who have a positive attitude, strong work ethic, and willingness to learn.
Social media platforms like LinkedIn, Instagram, and Twitter can be valuable tools for finding and engaging with potential candidates. Use social media to share job openings, post updates about your company culture, and connect with candidates who have relevant experience and skills. You should also use SoMe to publish your job ad in a social media ad. If you don’t have an in-house marketing team or content producers, hire someone that can create engaging ads and publish these on suitable platforms.
To attract top talent, it's important to offer competitive compensation and benefits packages. Research industry standards and consider offering bonuses, health insurance, retirement plans, and other incentives. If you have a great offer, make sure to make it stand out in your job ad.
Apart from these tips, be innovative. Where might these people be hanging out, both in the real world and online? Go where they are and make sure you are visible and have an attractive offer in place.