What does it take to be an employer of choice in logistics

Attracting and retaining the right talent in the logistics sector is all about putting together a compelling employee value proposition (EVP). EVP is the measure of everything that attracts candidates and makes them want to stay with you, including:

  • Salary and benefits
  • Perks and bonuses
  • Diversity and inclusion
  • Company culture

We recently surveyed 5,000 members of the UK workforce, including hundreds of employees in logistics and manufacturing jobs. In particular, we asked what they would want to see from potential employers, finding several notable trends – read on to learn more. 

What do logistics candidates want?

At Michael Page Logistics, we work closely with clients to help them develop an EVP that rewards employees and creates a welcoming working environment and a fair, inclusive company culture. 

To find out exactly what benefits and perks logistics professionals are looking for in 2023, we asked respondents to select the areas of most importance to them. Here were some of the most popular options:

1. Company Pension

Less than half of all respondents to our survey (46%) considered company pension contributions a top priority. Yet this compared with 59% of logistics workers and 55% of those employed in manufacturing.

2. Significant Bonuses

The opportunity to earn a substantial cash bonus was a priority for 32% of all sectors. However, 37% of logistics and 39% of manufacturing employees highlighted bonuses, suggesting that opportunities to generate on top of basic salary may be especially attractive to talent in these industries.

3. Private Medical Insurance

About a quarter of all respondents (27%) said they look for private medical insurance as a benefit when looking for new roles, but this figure climbed to 29% in logistics and 36% in manufacturing.

It's perhaps not surprising that those working in potentially physical jobs in manufacturing valued health insurance as a perk of the job. However, it's interesting to see the significantly higher value placed on bonuses and pension contributions across both industries.

At the same time, we continue to see that a competitive salary is absolutely key to attracting in-demand talent. For the latest salary benchmarks in the logistics space, download our 2023 Guide to Salaries and Hiring Strategy in Logistics today.

How employers in logistics can build their EVP 

Good work-life balance is increasingly important to logistics & manufacturing talent. While the difference was only small, we found both logistics (66%) and manufacturing (68%) respondents consider work-life balance more of a priority than the overall average of 64% across all sectors.

But what does this mean at a more granular level? We asked respondents to select their preferred work-life benefits – here are the results:

  • 28+ days of holiday (Selected by 63% logistics, 60% manufacturing, 52% all sectors)
  • Flexible/hybrid working (41% logistics, 44% manufacturing, 43% all sectors)
  • Buy and sell holiday scheme (17% logistics, 16% manufacturing, 16% all sectors)

The figures show that in general, annual leave entitlement is of greater importance for EVP in logistics and manufacturing, while other options like flexible working and flexible holiday schemes are as important to as they are for the wider UK workforce.

Ben Lyons, Senior Operating Director at Michael Page Logistics, commented: 

With demand for top talent remaining as strong as ever, it’s crucial for employers in the logistics space to develop a strong EVP. That means offering a strong overall reward package and an engaging environment for the workforce. We are also seeing that candidates increasingly value transparency when it comes to performance and career progression criteria. Hiring managers should be ready to highlight these strengths during the interview process.

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Why DE&I matters for EVP in logistics

The term diversity, equity and inclusion (DE&I) refers to several key issues related to equality in your workforce:

  • Diversity of different demographics and protected characteristics
  • Equity in terms of fair and equal treatment of all employees
  • Inclusion both in terms of accessibility and overall company culture

In practical terms, these issues can vary widely, from enabling employees with disabilities to attend the workplace and make an equal contribution from home, through to giving a voice to LGBTQ+ employees, as well as a range of other measures.

A desirable employer sees the employees not as numbers in a workforce, but as human beings and individuals. Recognising their value is an important part of an EVP in logistics.

In recent years, the UK government's Generation Logistics campaign has aimed to attract younger people into the profession, to tackle the issue of falling capacity as older logistics workers retire.

For logistics employers, the campaign – and the spotlight thrown on logistics during the pandemic and lockdown-driven shift to home delivery – has provided the ideal opportunity to start attracting and developing younger logistics talent.

Building a logistics talent pipeline

Logistics is a sector with continuing professional development and accreditation demands, and a lack of support from employers often leads those working in the industry to choose early retirement, rather than renewing their credentials when rules change.

By offering ongoing training to your employees, you can enhance your EVP, retain your most talented individuals, and ensure that they have the credentials and accreditation they need to provide value to your business.

At the same time, working with reputable logistics recruitment consultancies can continue to bring in new talent and provide you with a continuing pipeline of enthusiastic, qualified individuals suitable for roles at all levels.

What's next?

Whatever your talent needs, we have a team on hand to help. Our Page Consulting team specialises in workforce planning and helping organisations build their EVPs. When it comes to hiring, we have sales-specific teams operating across multiple levels of the job market: 

Michael Page for middle management roles.
Page Personnel for business/technical support and clerical roles. 
Page Executive for executive level roles. 
Page Outsourcing for custom volume hiring solutions.  

To discuss your hiring needs, get in touch

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