More than ever top talent is driving the transportation industry forward. That can prove to have some hiring challenges in today’s fast-paced market. Sometimes the demand for good talent is greater than the available supply in industries including parking and transportation. Top candidates are getting hired quickly, in as little as 10 days in some instances. A company’s recruitment process has to be relatively short or a competitor could hire that perfect candidate.
According to Elite Parking Managing Partner Ruben Perez-Sanchez, this competitive market drives a fast pace in the recruiting process.
“We try to streamline the hiring process as much as possible. If we have a good candidate that has the skill sets we need and great references, we want them on our team,” said Sanchez.
Millennials are also making up a large portion of the new recruits, at almost 35 percent of the total in most workplaces. Companies who can understand what millennials value, such as making positive contributions to society, having a sense of purpose and tech-savviness, will stay ahead of their competitors when it comes to recruitment.
Brand image is another major draw when it comes to the recruiting process. Getting brand awareness through press, word of mouth or on social media is key. A lack of brand awareness or weak social media presence can prevent companies recruiting the best candidates. Taking full advantage of websites, social media channels, and job networks can drive awareness and relay the message about a company’s work environment.
How to attract top talent
Attracting top talent starts out with creating an excellent company culture. A company’s principles guide should be made known to all employees. These principles could be things such as “People first,” “Care like an Owner,” “Know What You Don’t Know,” and “Think Simple and Scale.” Try to get passionate about team bonding with company events and activities.
The hiring future of transportation
It’s crucial that companies have a hiring process that is dedicated to finding candidates who are service-driven, creative problem solvers, and hard working. It takes both traditional and non-traditional methods to seek out these top candidates and keep them.
Many times the transportation and tech industries haven’t really represented the communities they serve, but times are changing.
“Communities that we serve are very diverse, so we need to make sure that our team can bring diverse ideas and experiences to the table. This helps our company partner with clients to solve the problems and meet the needs in their communities,” said Sanchez.
The hiring process
When deciding whether to hire someone, it’s helpful to identify candidates that may have less traditional backgrounds; they are sometimes able to add the greatest value with creative problem-solving skills. Broadening recruitment initiatives to individuals from industries such as banking, non-profits, the military, technology, and other sectors, can benefit a company’s workforce with team members who offer performance and potential over experience.
Lastly, it’s important to include individuals from various teams within an organization during the hiring process. They can provide exposure to many different roles, backgrounds and personalities that new teammates would encounter, and provide input into the hiring process.