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The skills shortage is real. Here’s how to find the best people.

At all levels of seniority, the automotive and mobility industry is experiencing a skills shortage. There is a legitimate concern within the industry that businesses are fast becoming ill-equipped to capitalise on technological advances in electrification and digitalisation, resulting in spiralling wage inflation as competition for talent heats up. Here are some general principles and specific tips that Fleet Managers can follow to minimise these risks.

1. Make sure you are staying ahead of the curve 
The best way to combat a skills shortage is to make sure that your business is staying ahead of the curve when it comes to new technology. This means keeping on top of the latest advancements in electrification and digitalisation, and making sure that your employees are trained in these new technologies. By doing this, you will ensure that your business is able to take advantage of these new technologies as they become available, rather than being left behind by the competition.

2. Be willing to invest in training 
Another way to combat a skills shortage is to be willing to invest in training for your employees. This will help to ensure that they have the necessary skills to stay ahead of the competition and keep your business running smoothly. Training can be costly, but it is an investment that will pay off in the long run.

3. Hire from outside the industry 
If you are having trouble finding employees with the necessary skills within your particular industry, then you may need to look outside of the industry for candidates. There are many talented people out there who may not have any experience in the Fleet Management and automotive industry but who would be able to quickly learn the necessary skills. By hiring from outside of the industry, you will be able to find people who are a good fit for your business and who can help it to grow and succeed.

4. Leverage social media
Social media platforms like LinkedIn are excellent places to find candidates who may not be actively looking for a job in the automotive industry but would be open to hearing about an opportunity that piques their interest.

5. Get creative with job descriptions
Job descriptions for positions in the the Fleet Management industry can be dry and uninviting—which is likely contributing to the decline in interest from millennials and Gen Z’ers. To improve your chances of attracting top talent, make sure your job descriptions are clear, concise, and highlight the unique aspects of your company culture that make it an attractive place to work.

6. Offer competitive compensation and benefits
In order to attract top talent from other industries, you’ll need to offer competitive compensation and benefits packages. Consider offering things like tuition reimbursement, student loan repayment assistance, flexible work schedules, and paid parental leave—all things that can help your company stand out from others in the industry who may be vying for the same talent pool.

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