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Future-Proofing Logistics Teams: The Role of Soft Skills in Talent Development

Future-Proofing Logistics Teams: The Role of Soft Skills in Talent Development

Published on - 04/24/2024

Have you ever seen the supply chain and logistics talent market in this state of uncertainty and unpredictability before? We’re seeing it too. Workforce demands are evolving at lightning speed. Executives nationwide are throwing out productivity buzzwords like AI and automation. You find yourself reviewing resumes with a long checklist of technical requirements and still struggling to identify the right hire.

So how do organizations evolve human strategies to stay ahead of competitors? Is it too out of reach? Building a resilient team is more important than ever–and we’re here to tell you that it’s not the time to forget about soft skills. Here are four ways to future-proof logistics teams with soft skills.



1. Assess which logistics soft skills are important for your team


Ashley DuBois, CS Recruiting’s Director of Recruiting Services, and her team talk with dozens of hiring managers a week and have seen an uptick in soft skills requirements for logistics roles. In addition to screening candidates for technical skills, her team digs in deep with hiring teams to understand the valued interpersonal skills that will make the difference between a good candidate and a great one. 

Ashley recounts a recent story, “We recently helped a client backfill a role. The person they originally hired was a perfect fit on paper as far as the required niche industry experience, but they did not have the nuanced communication and leadership skills vital to lead the team and take them to the next level. It comes down to knowing how to read a room, being able to motivate, laying out clear instructions for team members, and more.”

So, what soft skills are highly valued by logistics leaders? Here are a few that come up frequently and why. 

  • Goal Setting. Hiring managers can support professional development but it can’t happen without employees owning and setting their own goals. 
  • Communication. There is no visibility or success in a supply chain without consistent and clear communication across teams. 
  • Conflict Resolution. The complexities of logistics mean conflict is inevitable. How do workers navigate these challenges?
  • Growth Mindset. Employees should think about business in new ways and not get too comfortable or stagnant. 
  • Critical Thinking. Logistics professionals are presented with nuanced problems daily. Can they solve these challenges with the organization’s best interest in mind?
  • Negotiation. Skilled negotiators help the organization manage costs, mitigate risks, and establish long-term client relationships. 
  • Emotional Intelligence. Empathy goes a long way when interacting with colleagues, customers, and vendors.

 

2. Ask the right questions in interviews. And make sure they’re asking the right questions too. 


Prioritize soft skills early on. These can’t be easily determined by reviewing a resume, so a hiring team should dedicate time during interviews to gauge sought-after interpersonal skills. 

Here are recommended interviewer questions our recruiters say will help assess soft skills. 

  • How do you like to collaborate with others?
  • Can you share a real-life example of when you fixed a communication issue with a colleague?
  • Tell me about a time when you were presented with a problem that you’ve never faced before. How did you solve it?
  • How did you overcome a situation in which a manager told you “no” even though it was something you were really passionate about?
  • Have you ever dealt with an upset customer? What did you do?

Another powerful way to evaluate soft skills in an interview is by paying attention to the types of questions the candidate asks you. A promising candidate will ask great questions–ones that indicate they are curious and truly understand the requirements of the role. 

Questions like the below will show an individual is ready to step into a role and exceed performance expectations.

  • What are the company’s current goals and how can I help you achieve them?
  • What are the biggest challenges your team faces every day?
  • How has your team evolved due to (insert recent event that impacted your field)?
  • How will I be supported if I am interested in professional development?
  • What is the leadership style of my manager and how should I provide them feedback?

 

3. Invest time and resources into developing and coaching soft skills. 

 

You’ve made the offer and you’re confident you have an employee who has what it takes to grow with your organization. What next? Spoiler alert: It doesn’t end at the interview stage. Charlie Saffro, CS Recruiting CEO, says, “Soft skills are the new currency. Companies are realizing that it's not just about experience, but also cultural fit. If candidates can continue to demonstrate reliability and are highly motivated, it makes all the difference in their growth.” If you want an employee who is eager to advance, then be ready to equip them with the tools to grow and improve. 

A few ways to invest in soft skills long after interviews are complete are:

  • Mentorship Programs. Pair up individuals with potential with tenured, high-performing teammates and ask them to meet regularly. It may make sense to match them up by career interests or perhaps by personality compatibility.
  • Leadership Courses. Work with your HR team to identify existing professional development resources. Webinars or online courses with leadership-focused content are great training tools.
  • Book or Podcast Club. Encourage high-performing employees to identify work-related books and/or podcasts on topics they are interested in. Schedule regular time for a group discussion. Ask us for a list of book recommendations–CS Recruiting has their own successful book club.

 

4. Educate and demonstrate to organization leaders the importance of soft skills in logistics.  


You may run into key decision-makers in your organization who don’t necessarily have soft skills high up on their priority list. Or perhaps they are interested but are eager to see how they’ve driven results. 

  • Make the most of quarterly or annual reviews. When presenting to leadership, dedicate time to highlight team accomplishments driven by strong soft skills. 
  • Tell the story behind the results. Give context to the reports you share with executives. Share the facts and stats but narrate the journey behind the results. Let your employees be the main characters in the stories.
  • Regular shout-outs make all the difference. Whatever your organization's main communication channel is (email, instant messaging, in-person meetings), be sure to celebrate your team’s recent wins. Be specific and personal. Here’s an example to consider: "Shoutout to (Insert Name) for not only delivering outstanding quality but providing clear, concise communication along the way. Your ability to navigate complicated problems is exceptional!”

The truth about soft skills in logistics organizations is that you can’t drive business forward without them. Given the complexities and surprises that come with the global supply chain, there will always need to be a human touch. Grow a team that has what it takes to outperform competitors and innovate. 

Ready to find the talent that can help you meet your business goals? Email us at info@cs-recruiting.com.