by Fronetics | Jul 16, 2014 | Blog, Manufacturing & Distribution, Marketing, Social Media, Strategy, Supply Chain, Talent, Warehousing & Materials Handling
According to the 2013 CareerBuilder Candidate Behavior Study, job seekers looking for a position with the manufacturing, transportation, and warehousing industries are using the internet and social media not only to look for jobs, but also to research companies within these industries.
Candidates use the internet and social media throughout their job search
The CareerBuilder study looked at the behavior of candidates throughout the four phases of their job search (orientation, consideration, action, and engagement) and found that the internet and social media were used throughout each of the phases. (See Figure 1 for a definition of each of the four phases.)
Figure 1: The four phases of the the job search
Source: 2013 CareerBuilder Candidate Behavior Study
Job seekers in the orientation and consideration phases have not yet applied for a job at your company. Instead they are assessing the market, learning about an industry, and learning about companies within the industry. These stages are very much knowledge seeking phases for the candidate. Companies who are positioned right can attract great talent during these phases. However, companies who do not have a strong online presence and who do not participate in social media will not catch the eye of job seekers. Think of it as speed dating – you only have a short period of time to make an impression. According to the Neilson Norman Group you have 10 to 20 seconds to make that great impression. If you don’t make a great impression during those few seconds the user will navigate away from your website. Therefore you need to make sure that your website is visually engaging, easy to navigate, and contains quality and informative content.
When a candidate reaches the action stage they not only apply to jobs, they also conduct more in-depth research about a company, and form opinions based on the application experience. Candidates are not afraid to share their experience with the application process. Fifty percent of candidates share bad experiences with others and 64 percent share positive experiences.
In the engagement stage candidates interact with employers, interview for positions, and consider offers. Ninety-one percent of candidates believe employment brand plays a role in their decision whether or not to apply – therefore it is at this stage where your company’s online presence and participation in social media pays off.
How do candidates looking for a position within the manufacturing, transportation, and warehousing industries approach their job search? Let’s look.
Manufacturing industry
As shown in Figure 2, within the orientation stage, 85 percent of candidates looking for a job within the manufacturing industry turned to Google and 75 used a job board. In the consideration stage 83 percent used a company’s career site and 65 percent used social media to learn more about the company.
In the action stage 67 percent of candidates reported that they conducted additional research on an employer. In this stage only 14 percent of candidates reported employers in the manufacturing industry to be responsive.
Finally, looking at the final stage of the candidate’s journey, 67 percent reported that they felt the employer brand to be important.
Figure 2: The four phases of the job search; manufacturing industry
Source: 2013 CareerBuilder Candidate Behavior Study
Transportation and warehousing industries
Figure 3 shows that within the orientation stage 86 percent of candidates looking for a job within the transportation and warehousing industries turned to Google and 71 percent used a job board. In the consideration stage 87 percent used a company’s career site and 64 percent used social media to learn more about the company.
In the action stage 65 percent of candidates reported that they conducted additional research on an employer. In this stage only 15 percent of candidates reported employers to be responsive.
In the engagement phase, 75 percent of candidates reported that they felt the employer brand to be important.
Figure 3: The four phases of the job search; manufacturing industry
Source: 2013 CareerBuilder Candidate Behavior Study
In the end
Candidates looking for jobs within the manufacturing, transportation, and warehousing industries are using the internet and social media. They are researching these industries and researching companies within these industries. They are forming opinions, acting on these opinions, and sharing their opinions with others.
If the manufacturing, transportation, and warehousing industries want to attract great talent and retain their interest throughout a candidate’s job search they need to invest in their online presence and become active in social media.
by Fronetics | Jul 16, 2014 | Blog, Manufacturing & Distribution, Marketing, Social Media, Strategy, Supply Chain, Talent, Warehousing & Materials Handling
According to the 2013 CareerBuilder Candidate Behavior Study, job seekers looking for a position with the manufacturing, transportation, and warehousing industries are using the internet and social media not only to look for jobs, but also to research companies within these industries.
Candidates use the internet and social media throughout their job search
The CareerBuilder study looked at the behavior of candidates throughout the four phases of their job search (orientation, consideration, action, and engagement) and found that the internet and social media were used throughout each of the phases. (See Figure 1 for a definition of each of the four phases.)
Figure 1: The four phases of the the job search
Source: 2013 CareerBuilder Candidate Behavior Study
Job seekers in the orientation and consideration phases have not yet applied for a job at your company. Instead they are assessing the market, learning about an industry, and learning about companies within the industry. These stages are very much knowledge seeking phases for the candidate. Companies who are positioned right can attract great talent during these phases. However, companies who do not have a strong online presence and who do not participate in social media will not catch the eye of job seekers. Think of it as speed dating – you only have a short period of time to make an impression. According to the Neilson Norman Group you have 10 to 20 seconds to make that great impression. If you don’t make a great impression during those few seconds the user will navigate away from your website. Therefore you need to make sure that your website is visually engaging, easy to navigate, and contains quality and informative content.
When a candidate reaches the action stage they not only apply to jobs, they also conduct more in-depth research about a company, and form opinions based on the application experience. Candidates are not afraid to share their experience with the application process. Fifty percent of candidates share bad experiences with others and 64 percent share positive experiences.
In the engagement stage candidates interact with employers, interview for positions, and consider offers. Ninety-one percent of candidates believe employment brand plays a role in their decision whether or not to apply – therefore it is at this stage where your company’s online presence and participation in social media pays off.
How do candidates looking for a position within the manufacturing, transportation, and warehousing industries approach their job search? Let’s look.
Manufacturing industry
As shown in Figure 2, within the orientation stage, 85 percent of candidates looking for a job within the manufacturing industry turned to Google and 75 used a job board. In the consideration stage 83 percent used a company’s career site and 65 percent used social media to learn more about the company.
In the action stage 67 percent of candidates reported that they conducted additional research on an employer. In this stage only 14 percent of candidates reported employers in the manufacturing industry to be responsive.
Finally, looking at the final stage of the candidate’s journey, 67 percent reported that they felt the employer brand to be important.
Figure 2: The four phases of the job search; manufacturing industry
Source: 2013 CareerBuilder Candidate Behavior Study
Transportation and warehousing industries
Figure 3 shows that within the orientation stage 86 percent of candidates looking for a job within the transportation and warehousing industries turned to Google and 71 percent used a job board. In the consideration stage 87 percent used a company’s career site and 64 percent used social media to learn more about the company.
In the action stage 65 percent of candidates reported that they conducted additional research on an employer. In this stage only 15 percent of candidates reported employers to be responsive.
In the engagement phase, 75 percent of candidates reported that they felt the employer brand to be important.
Figure 3: The four phases of the job search; manufacturing industry
Source: 2013 CareerBuilder Candidate Behavior Study
In the end
Candidates looking for jobs within the manufacturing, transportation, and warehousing industries are using the internet and social media. They are researching these industries and researching companies within these industries. They are forming opinions, acting on these opinions, and sharing their opinions with others.
If the manufacturing, transportation, and warehousing industries want to attract great talent and retain their interest throughout a candidate’s job search they need to invest in their online presence and become active in social media.
by Fronetics | Jul 7, 2014 | Blog, Strategy, Supply Chain, Talent
According to Supply Chain Insights 60 percent of companies within the supply chain industry have job openings and 51 percent of companies are seeing an increase in turnover of supply chain leaders. This is now. Looking ahead, the Bureau of Labor and Statistics predicts that the number of logistics jobs are expected to grow by 22 percent by 2022 – nearly double the rate of other professions.
The shortage of supply chain talent is generally attributed to a skills gap. Specifically, that graduates with undergraduate and graduate degrees in supply chain management are not adequately prepared for supply chain jobs, and that professionals within the supply chain do not have the skill set necessary to take on management roles.
Thought leaders including Lora Cecere and David Widdifield have offered viable strategies to address the skills gap. That being said, focusing on education and training, employee retention and growth, and rethinking the talent pool itself does not address the bigger issue – the supply chain industry just isn’t perceived as sexy.
Bob Trebilcock captures this sentiment perfectly in a recent piece in the Supply Chain Management Review:
Admit it. You go to a party and someone asks you what you do for a living. You want to say: Hey, I’m the bass player for Metallica or I’m a transplant surgeon or I’m a skydiving instructor. Something with a Wow factor. Instead, a little sheepishly, with averted eyes, you say: Oh, I work in the supply chain.
Here’s the thing – the supply chain industry is perceived by those outside the industry as having no “wow” factor whatsoever. If the supply chain industry is going to attract new and qualified talent, it needs a face lift. It is time for the supply chain industry to rebrand itself.
If the supply chain industry wants to fill open positions with great talent it needs to change its image. Companies within the industry can start by redesigning their website and by becoming active in social media. Companies can also rethink their recruiting materials and talking points.
What is it that makes (or could make) the supply chain sexy? What can the supply chain industry offer great talent? How can the supply chain better showcase the supply chain of today?
If the supply chain industry can successfully rebrand itself, great talent will not dismiss the supply chain industry, instead it will come pounding at the door.
by Fronetics | Jul 7, 2014 | Blog, Strategy, Supply Chain, Talent
According to Supply Chain Insights 60 percent of companies within the supply chain industry have job openings and 51 percent of companies are seeing an increase in turnover of supply chain leaders. This is now. Looking ahead, the Bureau of Labor and Statistics predicts that the number of logistics jobs are expected to grow by 22 percent by 2022 – nearly double the rate of other professions.
The shortage of supply chain talent is generally attributed to a skills gap. Specifically, that graduates with undergraduate and graduate degrees in supply chain management are not adequately prepared for supply chain jobs, and that professionals within the supply chain do not have the skill set necessary to take on management roles.
Thought leaders including Lora Cecere and David Widdifield have offered viable strategies to address the skills gap. That being said, focusing on education and training, employee retention and growth, and rethinking the talent pool itself does not address the bigger issue – the supply chain industry just isn’t perceived as sexy.
Bob Trebilcock captures this sentiment perfectly in a recent piece in the Supply Chain Management Review:
Admit it. You go to a party and someone asks you what you do for a living. You want to say: Hey, I’m the bass player for Metallica or I’m a transplant surgeon or I’m a skydiving instructor. Something with a Wow factor. Instead, a little sheepishly, with averted eyes, you say: Oh, I work in the supply chain.
Here’s the thing – the supply chain industry is perceived by those outside the industry as having no “wow” factor whatsoever. If the supply chain industry is going to attract new and qualified talent, it needs a face lift. It is time for the supply chain industry to rebrand itself.
If the supply chain industry wants to fill open positions with great talent it needs to change its image. Companies within the industry can start by redesigning their website and by becoming active in social media. Companies can also rethink their recruiting materials and talking points.
What is it that makes (or could make) the supply chain sexy? What can the supply chain industry offer great talent? How can the supply chain better showcase the supply chain of today?
If the supply chain industry can successfully rebrand itself, great talent will not dismiss the supply chain industry, instead it will come pounding at the door.
by Fronetics | Mar 24, 2014 | Blog, Marketing, Social Media
3PL provider Coyote Logistics is one of the fastest growing companies in North America. The company’s incredible growth (five-year growth: 3,585 percent) and tenacious spirit has not gone unnoticed. Forbes included Coyote in its list of Most Promising American Companies; Supply & Demand Chain Executive listed Jeff Silver, Coyote CEO, as one of their “Pros to Know;” and the company was listed as one of the best places to work by the Chicago Tribune.
There are undoubtedly many factors that have contributed to the success of the company. Coyote’s approach to social media is likely one of the company’s keys to success.
Coyote is a customer-centric company that is creative and pushes boundaries in its effort to “offer the best 3PL experience ever.” Go to Coyote’s webpage and you’ll see that it oozes the company’s culture and mission. Likewise, the company’s LinkedIn, Twitter, Facebook, and YouTube channel exemplify the company’s commitment to their culture, customers, and mission.
Coyote has leveraged social media. The company uses social media to engage with customers, to provide information about the company and the industry, and to find great talent. Coyote’s approach has personalized the company – making it stand out from competitors. The level of engagement has also helped to create relationships – relationships that are essential to growth, especially in the B2B environment.
According to Ron Faris, co-founder and CEO of a new Virgin start-up company, “Social conversation is the only way small brands can get an edge on the big boys.” Why? Faris points to the three ingredients of brand affinity: rational, cultural, and emotional. According to Faris, the rational space is where the big boys play, and the he cultural and emotional space is where there is opportunity for the small brands. More specifically, when a company focuses on the cultural and emotional it is able to capture a customer’s interest not because of what is on sale, but by being bold and engaging.
Faris writes: “Goliath will always have the luxury of being omni-present in the consumer’s field of vision. But Goliath is not nimble. And to truly win a crowd, you need to pivot to tell the right stories they want to hear at the right time.”
If you’d like to learn more about social media and what it can do for your business, get in touch. Fronetics Strategic Advisors works with companies in the logistics and supply chain industries to acquire new customers and grow their businesses by penetrating new markets and deepening their presence and impact in existing markets.
A version of this article also appeared on DC Velocity.
