With 41% of the workforce considering leaving their employer this year[1], investing in people will be essential in overcoming recent recruitment issues facing the automotive industry, says Birmingham-based national vehicle movement and inspection firm, DMN Logistics.
Recruitment continues to plague the industry, particularly the vehicle logistics sector. Drivers have been enticed to home delivery-driving opportunities through incentives and higher salaries. The costs of becoming an HGV driver, plus the renowned issues such as anti-social hours, relatively low pay, poor driver facilities and lack of diversity, have added to the problem.
Those who have remained in the automotive sector but choose to leave for better pay or hours, are highly desirable candidates and in the best position to secure a higher salary at a different company because fully trained, skilled workers have become so few, they are in demand.
Nick Chadaway, managing director at DMN Logistics, said: “The industry continues to grow, despite current uncertainties, so we must treat our employees as the people that they are to retain and attract the right people.”
“The cost of an employee leaving is around 30% of their salary cost. This includes the cost to terminate, hire a replacement, vacancy and productivity costs. The best way to support any workforce is by investing in them.”
Prioritising an employees’ wellbeing is also crucial with 89%[2] of workers at companies that support wellbeing initiatives more likely to recommend their company as a good place to work. And build trust with your team members as many employees who plan to leave their jobs have low levels of trust in their company’s leadership.
Nick added: “The best way to retain employees is to offer competitive pay and benefits as 25% of people leave their jobs for higher pay. Providing professional development opportunities is also important as 94% of employees would stay at a company longer if the company invested in helping them to learn.
“There remains a shortage of vehicle delivery drivers at the moment, but by investing in the workforce, providing development opportunities, supporting their wellbeing and financial needs, you are more likely to retain staff and they are more likely to recommend and support you to recruit the right people.”
