Globally the most competitive businesses, who attract top talent are in a constant recruiting posture.
Our reality is that ninety-five percent of organizations only begin the recruiting process when they have a need or when a position opens. Which means, recruiting for the best talent in transportation typically begins when it is already too late.
Today recruiting in transportation, for the most part, is still an afterthought versus a strategic part of the business. Consider professional athletic teams’. Scouts are watching videos, analyzing performance stats, going to games, wondering what each athlete could bring to the team if certain conditions exist. In other words, they are constantly understanding competitive situations and building a “roster” for each scenario.
Professional scouts/recruiters know where to pull the next shortstop, goalkeeper, or quarterback when their current one is struggling. Coaches or leaders certainly do not wait until someone quits, underperforms or the competitive landscape changes. Teams/organizations that “win”, beat the competition or remain relevant as an industry evolves are in a constant recruiting process. These leaders are constantly anticipating needs of the future business and developing an understanding of what skills are needed in the future business and begin building potential rosters.
In other words, leaders build depth charts with identified, internal and external, talent pools to ensure an evolving, relevant and competitive organization.