An important factor influencing the human capital side of our industry will be a lack of qualified and available talent as companies look to fill vacancies at all levels.
We’ve seen a growing trend of clients who are frustrated by the limited access to experienced applicants, and are therefore looking at other industries and sectors to identify proven leaders and high potential early career candidates. The desire is to cultivate a new talent pool and to drive positive cultural change by bringing in candidates with diverse backgrounds and new perspectives.
This effort to hire more creatively can be particularly time-consuming, and even risky, and is often outweighed by the need to meet urgent business requirements. When the sourcing and vetting process starts to take shape, hiring managers may begin to realize that their pressing need for direct, relevant experience may offset the desire to broaden the talent pool by pursuing people from outside of transportation.
Because of this immediate need, the shift often turns back to hiring candidates with the most specific, relevant experience, in order to help ensure the quickest possible ramp-up and shortest learning curve. But because of the talent vacuum, many positions remain vacant for long periods of time. A key factor in successful hiring is for companies to act quickly when appropriate talent is identified, and to consider that a reasonable boost in salary may be a necessary incentive.
It’s been a candidate’s market in recent years. The job market in transportation was very healthy in 2015, and with a number of positive economic signs pointing toward continued growth, we remain optimistic of that trend continuing in the coming year.
Susan Shey Dvonch, Managing Partner, Shey-Harding Associates Executive Recruiters