- Young professionals within the supply chain industry want to do interesting work in a variety of settings and for career development and advancement, CSCMP reported last week, as a result of a survey of 300 members under 30 by CSCMP and Penske Logistics.
- Although high job satisfaction levels exist, young supply chain professionals are always on the lookout for a new opportunity. At least one-third (32%) said higher wages or new development opportunities could cause them to leave their current position, while 27% said a salary or benefits upgrade alone would be enough to lure them away. At the same time, that means more than two thirds of YPs in supply chain consider the quality of job and work environment to be enough to stay.
- Most unexpected was the news that YPs prefer traditional, face to face training, whether through task-based challenges completed at their own pace, or via advice from mentors. Online media was their least preferred method.
There's surprisingly good news from millennials working in the supply chain, no matter how tough it might seem to recruit them.
That's why supply chain companies should work harder to connect with millennials, and support their job growth and learning once on board. And, since the number of available jobs is predicted to hit 3.5 million by 2020, employers should start coaching future employees now. This also means that an expanded view of talent must take place, particularly when it comes to diversity within the workplace.
The good news is that roughly 81% of millennials already working in the supply chain not only call it a good career choice, but the majority (69%) would also recommend it to friends and acquaintances. Further, as work environment and culture are highly valued by young professionals, it's clear that technology positions are suited to the next generation of workers and vice versa. In addition, 80% like their bosses and co-workers.
This tells us that those companies that have successfully brought millennials into the manufacturing fold have a career motivated, mostly satisfied staff. Therefore, the extended efforts to recruit, such as establishing mentorships, advertising on mobile devices, and demonstrating the light years of progress made at formerly "uninteresting" factories is paying off. Let's hope it continues.