This month’s Freight People forum was another jam-packed event with the opportunity to hear from our brilliant industry experts on what transport operators can do to tackle the driver shortage.

Read down to learn what the key takeaways were.

Department of Work and Pensions (DWP) – link in with your local job centre

With the power, ease and speed of social media, our local Job Centres are often overlooked.  Alex Farkas from the DWP gave a most insightful presentation.  It is reassuring that Government has given instruction that transport and logistics must be included in the top 5 industries as a priority for addressing the skills shortage.   Alex recommended that operators contact their local Job Centre Plus who will be able to:

• Connect employers with appropriate sources of support across Government and with local delivery partners
• Help to recruit young people.
• Help you recruit and retain older workers – 50+
• Help increase confidence in recruiting and retaining people with disabilities.
• Help to address local skill shortages – sector based work academy, work experience, work trial.
• Include employers in Mentoring Circles, with the opportunity to match with a valuable future employee.

Find out how Job Centre Plus can help employers here

Government-funded and non profit making Road to Logistics is reaching out to a future workforce from a variety of sources:

• Long Term Unemployed
• Ex-Offenders
• Ex MOD Service personnel
• D&I focus – Females, BAME Groups, Neuro diverse

All training is fully funded and employer-led, including information days, supported selection, classroom-based training, and work experience.  Road to Logistics takes ownership of all training over a 5 – 6 week period.
Training is not limited to licence acquisition, but encompasses all aspects of preparation for employment, with wrap around support.

It is clear that this approach may appear to be more suited to the larger organisation.  However, Freight People is already looking into forming a consortium of operators.

Thank you Jennifer Swain for a most passionate and enlightening presentation.

Abbey Logistics

Abbey Logistics is leading the way when it comes to developing its workforce from within.

MD Dave Patten described how Abbey Logistics has created a portfolio of positive actions, including:

• Regular phone calls to check on driver welfare
• The odd sharing of a bacon butty
• Encouraging driver feedback
• Driver forums and events
• Paying for a coffee, via a barcode on the pay packet.
• Taking on drivers on a temp to perm basis
• In house class 2 to 1 training, with drivers paying back over a couple of years, but then having the training refunded should the driver remain in employment

There is a focus on retention.  Discussions with drivers have resulted in career development at the request of the driver, often including relocation or a change of division.

One of the most beneficial steps taken was the employment of an in house recruiter.  Whilst this was initially a temporary post, the success in reducing agency costs, which had already risen by 400%, meant that very quickly this became a full-time role.

Abbey is now looking at other measures to ensure staff retention including a bonus for long term service.

It was refreshing to hear from an agency with a focus on quality, compliance and service.  Driver Require invests in understanding the transport industry and its clients.

Company MD Kieran Smith shared advice on checking an agency’s compliance, including:

• Knowledge
• Capability
• Collaborative approach
• Systems
• Level of compliance
• Culture

Take the challenge and click here to ask the 5 awkward questions of your agency.

Why not join us for our next Forum on the 16th of November to tackle another industry hot topic.