Transportation and Storage
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What the Data Says About the Transportation and Storage Industry’s Outlook
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Risk Factors
2.7
Labor Supply
Severe workforce shortages are affecting nearly every segment of this industry, especially in trucking, warehousing, and logistics coordination roles. An aging workforce, high turnover rates, and certifications as barriers to entry are driving urgency in the industry to focus on pathway creation and employee retention.
3.7
Labor Demand
Growth in e-commerce has dramatically increased demand for warehouse workers, delivery drivers, and logistics coordinators, especially in metropolitan areas. Demand will remain high to match consumer expectations, and the industry will need to compete aggressively for talent, especially in critical roles, to maintain efficiency and service quality.
3.4
Unemployment Rate
There is a moderate availability of general workers, but trucking, warehousing, and logistics require specific skills and safety certifications, causing a skills mismatch and limited transferability. Rural areas also face even more severe shortages for delivery and trucking especially. Reskilling and upskilling from other sectors is critical.
3.2
Disruptive Skills
The workforce struggles to adapt to new technologies in digital logistics, warehousing and distribution automation, and advanced data management, presenting significant skills gaps and tight competition among other sectors. However, upskilling in these areas can help relieve worker capacity and staffing pressures.
Methodology
Lightcast has conducted an in-depth analysis of 627 of Fortune 1000 companies across the globe to grade the threat that the shrinking labor force wil have across various industries. To note, the grades are not based upon anything that companies are doing wrong, but instead to demonstrate the external factors impacting the ability of industries to maintain a future-ready workforce in an Increasingly disruptive landscape.
Grading Definitions:
Workforce Readiness Outlook
Labor Supply Grade
The overall score for the top 15 (or fewer) markets. A high grade means that the markets have high volumes of workers, a low grade means that the markets have a comparatively low labor supply.
Demand Grade
Combination of the two scores for working age population and Fortune 1000 job postings and Key Competitor presence. A high grade means that, comparatively, the company is not in markets with a lot of other major consumers of talent.
Unemployment Rate Grade
The overall score for the top 15 (or fewer) markets. A high grade means that the markets have higher unemployment rates which will allow longer periods of hiring into the future without enormous pressure on wages. A low grade shows that the unemployment rate is already tight and cannot handle further hiring going forward.
Disruptive Skills
The balance of skills companies are exposed to that are both hard to tind and expensive to acquire. An imbalanced exposure means having either too many skills everyone wants to hire, or too lew skills that organizations will need to catch up to competitors tor.
Solving Transportation and Storage Workforce Management
Talent Analyst
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Deep, localized insights on workforce availability, skill gaps, and competition in real-time is essential to identify critical skills shortages, like those in logistics coordination and trucking, and enable effective hiring strategies. Data-informed decisions on reskilling and upskilling from adjacent industries help broaden the talent pool and address certification and skills mismatching. Mapping regional variances in supply and demand to strategically target urban and rural areas where recruitment challenges are more intense better optimizes regional workforce planning and retention.
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Talent Transform
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Strengthen recruiting and retention efforts by defining and mapping specific skills needed for critical roles and building detailed profiles of each role’s skill requirements. This highlights gaps within the current workforce and directs reskilling efforts in the right direction. Skill-based pathways can assist in creating more accessible entry points for new talent so candidates from other sectors or those without traditional certifications can gain competencies through targeted upskilling programs.
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