Medium to Small Transportation / Logistics Companies ofter turn to Head Hunters
Larger transportation / logistics companies typically have human resources or their own internal recruiters who report to human resources. Medium to small transportation / logistics companies may use staffing companies to feed them hourly people and head hunters to find them sales people at all levels. The also use head hunters to find them ops exempt management people. There isn’t a clear division line drawn for this as there is blending of reasons and uses by transportation / logistics companies of all sizes.
No matter the unemployment rate, the degree of difficulty involved in finding top-tier talent remains the same. That was true before the Great Recession, and it’s true today. Their goals should be finding candidates who grade out in the top 10% of their peer group.
Actually, it could be argued that for companies attempting to find the candidates they need on their own, the difficulty is even greater. That’s because with as many job seekers as there are in the marketplace, those companies can quickly be overrun with resumes and applications.
As a result, it takes longer to find the candidates they want to interview and potentially hire, and by the time they do find them, those candidates are typically no longer available. Needless to say, that’s a misuse of time, energy, and resources.
On top of that, there’s the cost of keeping a position open for an inordinate amount of time, not to mention the cost of a bad hire. The cost of the latter is especially expensive, depending upon the position involved.
1. Time savings—As discussed above, a transportation company’s HR department can be overrun by resumes and applications, keeping it from making any substantial progress in its search for qualified candidates. Executive recruiters specializing in transportation and logistics, aka “head hunters”, take care of almost everything, meaning that company officials can devote more time to their everyday tasks, increasing their productivity.
2. More passive candidates, less active job seekers—While active job seekers aren’t necessarily bad, chances are good that passive candidates aren’t going to apply to online job postings. In fact, some of them aren’t even really looking for a new job. However, they would be open to considering a new opportunity . . . IF that opportunity was presented to them. Transportation and logistics executive recruiters know where these passive candidates are and how to present such opportunities.
3. A partner throughout the entire process—A quality transportation / logistics recruiting firm, like Crabtree & Eller, LLC, will partner with a company throughout the entire recruiting, interviewing, hiring, AND on-boarding process to ensure a successful hire is made. A recruiter’s work is far from done once the candidate accepts the company’s offer of employment. That makes the company’s job far easier to accomplish.
4. Eyes and ears within the industry and in the marketplace—Transportation and logistics recruiters work “in the trenches” day in and day out. They know what’s happening in the employment marketplace overall and their clients’ industry in particular. They know what the top talent is doing, and they know what the top companies are doing. This is all information to which companies want access, and they have access when they partner with a recruiting firm.
Many transportation / logistics companies’ partner with an experienced recruiting firm to find the candidates they want, and they do so for the reasons listed above. If you have an important position you need to fill or you want to stay more in tune with industry developments, align yourself with Crabtree and Eller, LLC. We handle transportation freight personnel in air, truck, ocean or rail or logistics (warehousing / distribution) in both operations and sales from entry level to C-Level.
Prior to co-founding Crabtree & Eller in 2004, Mark’s entire career was spent in Sales and Sales Management for Fortune 50 companies as both a direct employee and an independent distributor. He sold and distributed everything from disposable hospital and operating room commodities to devices for the operating room such as joint replacement implants and fracture management implants for Trauma. Mark has consistently ranked at the top of his peers, and was the recipient of many national awards. Working for large companies like Johnson & Johnson and Cardinal Health as well as owning and managing a small independent distributorship has given Mark a broad perspective and insight into Sales, Sales Management, Marketing, Client Services and the Distribution of Products.
