TRAINING\\\ >> 26


I have hands- on customs


experience through my job, I find that studying at the same time has provided a much clearer picture of the correct procedures and guidelines.” Equipping key staff with the


skills needed to do their jobs properly seems a no-brainer – especially when their roles will be


Issue 8 2019 - Freight Business Journal


the ones initially most affected by Brexit. With more and more UK businesses sending goods all over the world, and with international supply chains becoming increasingly complex, businesses really need to be ensuring that the people who look aſter their Customs


regime know what


they’re doing. Arne Mielken, young


president at the Institute of Export & International Trade, said: “Employees oſten fall into such a role by accident or get dumped with customs clearance responsibilities as part of a wider job, oſten without proper training or deeper understanding. This is a problem. In today’s global world customs managers cannot be an aſterthought.”


Training is an investment for the future, says industry recruiter


The UK’s largest independent freight forwarder, Davies Turner, has run its own very successful annual training scheme for ten years, during which time it has recruited almost 100 people. Moreover, over half of them still remain in the company, with some former trainees continuing to work with Davies Turner in management and senior management positions. Davies Turner’s scheme takes


two years to complete and runs mostly in-house although it does include the BIFA multimodal course halfway through. Trainees spend time and learn about all parts of the business covering all modes of transport so the more specialised


Freight Forwarding


Apprenticeship is not an ideal fit for the current needs of the Davies Turner business, even though Davies Turner’s human resources business partner was part of the Trailblazer Group which put together the Apprenticeship. Many of the businesses in the Trailblazer Group were single-


mode transport companies, and it was therefore decided to create an apprenticeship module for each mode of transport. Apprentices gain core knowledge skills under the Freight Forwarding Apprenticeship, but they then have to choose one of three pathways (Air Freight, Ocean Freight or Road Freight) to reflect the focus of their employer’s operations. However, Davies Turner does


on occasion recruit trainees in a specific department, so the Freight Forwarding Apprenticeship is an option for this type of candidate. Most of Davies Turner’s


applicants are graduates; it rarely recruits school-leavers, and when it does they tend to be those who have passed their A Levels and are educated to a high standard. But, says chairman of the Davies Turner Group, Philip Stephenson: “We do oſten notice basic grammatical errors on CVs and in application forms.” Like many other companies,


Davies Turner has noted “a greater competitive challenge in recruiting warehouse operatives, particularly in areas and regions which have become employment hotspots for our industry”.


Employers failing to train for Brexit, says survey


Most logistics professionals are not being offered opportunities for training and development within their current organisation, despite the demand for specialist skills resulting from Brexit, according a report by recruitment consultancy, WR Logistics The survey of 8,784


employees including freight forwarders, transport planners and customs coordinators, found that only 34% respondents believe there are opportunities to learn and grow with their current employer, with only 41% saying they receive sufficient training to do a good job.


WR Logistics says that the


findings come at a time when demand for customs experts is booming as businesses seek to ensure compliance post-Brexit. Director, Lewis Richards,


said: “The employers we work with are currently crying out for professionals with a well-rounded knowledge of customs tariffs and systems, with some looking to mitigate potential risk post-Brexit, and others taking advantage of widespread uncertainty to grow their businesses. Meanwhile, the existing workforce is demonstrating a distinct appetite


for training


opportunities and professional advancement. “Our research suggests


there is a clear opportunity here for transport and logistics companies to upskill existing employees to meet future business needs. While a proven track record with customs and compliance is top of the wish list for many businesses in the sector, the most strategic companies are sharing knowledge and developing skills internally. In doing so, they are not only helping to bridge talent gaps, but also ensuring that loyal employees are offered the chance to excel professionally.”


For many companies, apprenticeships can be an excellent way to attract young people into their businesses and to offer the chance to learn and to progress their careers. But having made this commitment, it’s important that they have the time and systems as well as the manpower to train their apprentices whilst managing their day-to-day business, says Chas Dowton, director of First Choice Staff (FCS). FCS is a leading recruiter


in the freight and logistics industry and has specialised in the sector for over 27 years. The company recruits for all levels of employment in the industry, including executives for both permanent and temporary posts. Dowton says: “We strongly


promote trainees in the freight and logistics sector because it’s essential that the industry has a growing pipeline of new talent. We need to not only bring people into the industry - we also have to retain them, and ensure they see the industry as a long-term career choice. A career in freight and logistics offers excellent longevity because supply chains are a 24/7 business and people will always need to move cargo all year round. As a specialist recruiter in the industry, we also have an important role to play in the way we promote it and act as a role model for it when we are engaging with candidates at all levels.” He says that the biggest


challenge for freight and logistics is competing with every other industry for the best talent. Obviously, salary packages must be competitive, but that isn’t the only factor jobseekers take into consideration. Career progression opportunities are important as is flexibility on the part of the employer. A good working


environment


will also influence a candidate’s decision, whether the aesthetics of the workplace or the people culture. If someone picks up on a blame culture or a lot of office politics in the workplace, they’re unlikely to want to join or stay with a company. He adds: “Certainly, the clients we work with seem to


have found a good balance and they also take the time to ensure new recruits get


the


focus and support they need in those critical early weeks. I’ve been in freight recruitment since 1979 and before this I worked in the industry in an operations role. It’s important to understand the industry you’re recruiting for and to have knowledge of the various roles and responsibilities in order to successfully identify the best candidates for specific vacancies.”


The personal touch


General online job boards have replaced adverts in newspapers but most candidates and clients FCS works with still value working with a specialist person and agency and not just a piece of technology. Confidentiality is a big part of this because one of the main issues for candidates is that when they upload their CVs and personal details onto numerous job boards, their information is being automatically emailed to any number of job alerts, whether they fit the requirements


for


a job or not. That’s not only unproductive for the candidate, it is very time-consuming and frustrating for employers. FCS qualifies every


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“Having this regional coverage is especially helpful to us and our clients because it matches their own UK networks. And, as freight industry specialists, we also offer other services such as compliance reference checks for aviation security, DB checks and forklift training.” Given the peaks and troughs


in the freight industry, it’s often said that companies are too quick to cut staff numbers and lose a lot of experience and expertise by taking a short- term view. But it isn’t always an easy decision: “The freight and logistics sector is very dynamic and is completely linked to the ebb and flow of world trade. When freight volumes are down – as they have been in 2019 after two very good years - companies react and are often forced to reduce their staff numbers, particularly in admin, sales and management roles. This year we’ve seen some companies recruiting more trainees to keep their salary levels and headcount down but when the market volumes recover – as they will – they will be looking to recruit again. Sadly, in the meantime, they often lose people with a lot of experience, who they helped to develop, but in an industry well-known for its low margins, when there is a sustained downturn in business, they have to react quickly and often take tough decisions.” Freight is often among the


first sectors to see a downturn coming but


also the first to


candidate and matches their requirements, experience and qualifications to find the most suitable


job opportunities,


only putting them forward for interview if it is confident that clients will see them as a credible potential employee. “You


can’t build any trust


in recruitment if you earn a reputation for wasting someone’s time,” says Dowton. FCS has a large database built


up over 27 years and a sizeable advertising budget to help attract the right candidates, plus five branch locations to meet and help candidates and clients.


see an upturn as volumes return, starting with more demand for temps and then a natural progression to more permanent placements. Mergers and acquisitions in the forwarding industry also shake up the recruitment market and provide a lot of new opportunities. The temporary staff market


always benefits during periods when companies have cut back on permanent


staff or


when it’s unclear what the mid- term outlook is for the freight market, says Dowton. The temp market gives employers greater flexibility but finding enough candidates looking for temporary work is a challenge, especially during peaks in demand.


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