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.
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.
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.
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.
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:
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.
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.
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