Combating Staff Shortages: The Benefits of Targeting New Candidate Groups

In a nutshell: Why you shouldn't wait for candidates with perfectly linear CVs, and how recruiting from outside the industry can give your company's innovative power a real boost. As the saying goes: there are plenty more fish in the sea. 

The skilled labor shortage in the logistics industry has grown dramatically in recent years. This is particularly evident in the areas of truck drivers and warehouse logistics professionals, where thousands of positions remain unfilled every year. Companies face the challenge of finding qualified employees – or any employees at all. According to Statista (2024), as many as 47% of surveyed companies in the warehouse logistics sector reported that their business operations are being impacted by the shortage of skilled workers.  

Key Term: Transferable Skills 

In this candidate-driven market, companies cannot rely solely on trained candidates with straightforward career histories – they must also actively seek out potential employees in other industries. Why? Many professional fields come with transferable skills that can be applied seamlessly to the logistics sector. 

With a bit of courage, out-of-the-box thinking, and trained in-house staff who can act as buddies, the personnel shortage can be reduced. A look at the various industries and the potential talent they hold gives real cause for optimism. 

Industries That Expand the Candidate Pool for Logistics 

Employees from the following sectors often possess skills that translate readily to logistics roles. 

1.) Retail and Wholesale: 

• Shift and weekend work is nothing new  
• Strong soft skills developed through daily customer interaction 
• Routine experience handling product inventory, goods receipt, and storage 

2.) Production and Manufacturing: 

• Strong understanding of precision, quality control, and workplace safety 
• Familiarity with process workflows and working with automation technology  
• Focus on process optimization and efficiency 

3.) Transport and Delivery Services: 

• Optimized time management and route planning 
• Efficient execution of transport processes 

4.) Hospitality and Hotel Industry: 

• Speed and precision 
• Resilience under pressure and strong organizational skills 
• Leading teams within clearly defined processes and areas of responsibility 

5.) Event Management: 

• Managing diverse resources and processes under pressure  
• Adhering to tight schedules 

6.) Automotive Industry: 

• Knowledge of production logistics, material flow management, and quality control 

7.) Aviation and Airport Management: 

• Complex coordination of transport operations, strict safety requirements, and management of large volumes of goods  

By recruiting talent from these industries, logistics companies can access a broader talent pool and benefit from a wide range of valuable skills that are key to optimizing and improving the efficiency of their operations. 

When you take a closer look at the potential of employees from outside the industry and place a greater focus on fostering team diversity, a wealth of advantages opens up for companies:  

Poaching skilled workers from within the same industry and competing on hourly wages can be avoided. Larger talent pool and less competition – Check!  

Employees who have already worked across different industries tend to be more flexible and better equipped to adapt to change – for example, when new technologies are introduced or processes are restructured. Adaptability to change – Check! 

Employees from outside the industry bring fresh ways of thinking and problem-solving, contributing to the improvement of internal processes and driving innovative ideas. Teams can draw from a broader spectrum of solutions. Fresh perspectives and innovation – Check! 

A diverse team fosters an inclusive company culture in which different opinions and approaches are valued. Strengthening company culture – Check! 

When employees are hired from various industries, topics such as further training and upskilling must be deeply embedded in the organization. This learning culture leads, in the long run, to teams that not only meet the company's specific requirements but also grow and can be deployed in versatile ways. Increased flexibility and learning agility – Check! 

Competitiveness Through Diversity: Opportunities and Challenges Compared  

The advantages outlined above support the argument that recruiting employees from outside the industry is a strategic decision with the potential to enhance a company's competitiveness and capacity for innovation. Companies should remain open to applicants from other sectors who bring transferable skills and are willing to adapt those competencies to the demands of logistics. 

Of course, this approach also comes with challenges. Longer onboarding periods, gaps in specialist, technology, or process knowledge, higher training costs, initially lower efficiency, and potentially higher staff turnover are just a few of them. But do these drawbacks necessarily have to be accepted? Given the skilled labor shortage, isn't it the lesser evil to bring in unconventional talent rather than desperately waiting for the perfect all-in-one candidate? 

At the end of this article, however, we pose a provocative question: in the wake of expanding automation technology, will human resources continue to be needed to this extent? Yes, no, maybe – find out more here.

Looking for the right Solution for your logistics operations? Click here to visit the comparison platform that makes your search easier.