The creation of new positions and roles, coupled with an increased focus on training, bodes well for the freight sector, which is increasingly embracing change. As the industry adapts to rapid technological advancements and shifts in market demands, the creation of new roles is a response to emerging needs, from tech-savvy logistics professionals to data analysts and customs experts.One of the notable developments in the sector is the growing trend of external training, with freight companies investing in paid-for programmes for their staff, according to Steff Boyd, managing director of Switch Recruit. “We’re seeing freight companies offering paid-for external training on a large scale. Given the limited time and resources, there’s a marked shift towards external training over in-house development.” This shift highlights the sector’s commitment to upskilling its workforce. Boyd also noted a significant trend in recruitment within the freight sector, particularly in Gauteng. “Many of our clients are creating new roles as they continue to grow post-Covid-19. Gauteng is seeing a boom in both new and replacement positions. However, in the coastal regions, job offerings are relatively stagnant, with companies mostly filling replacement roles.”According to Boyd, one of the challenges has been the limited ‘new blood’ entering the freight sector, especially outside of learnership and graduate programmes, which are only offered by a select few companies.She said there was a definite demand for skilled employees, particularly sales people in the freight sector. “It’s a highly pressurised and competitive role, so many candidates are trying to move away from sales when they can,” she explained. The situation has been exacerbated by the impact of Covid-19, with many candidates opting to emigrate or leave the industry altogether. As a result, companies are struggling to find the right talent to fill these crucial positions, adding to the ongoing challenge of workforce replenishment in the sector.“It’s currently a candidate’s market, with freight employers facing significant challenges in finding staff who stay with the company for extended periods. We’re seeing candidates jumping roles every one to three years on average.” She said this high turnover was compounded by the fact that candidates were being actively recruited on a large scale for new opportunities. “As a result, they have numerous options and the leverage to negotiate higher salaries, making retention even more difficult for employers in the sector.”Boyd told Freight News that Switch Recruit was increasing its focus on training significantly, particularly through its collaboration with the Federation of African Professional Staffing Organisations (Apso), on key industry issues such as restraints of trade. “Other focus areas include guiding candidates properly on fully understanding the terms and conditions outlined in their contracts and training to improve their interviewing skills.” LV
