Supply chain - what's new in the industry?

2022 was another year (like previous years) that “belonged” to the logistics industry. The realization of existing and new investments, the development of distribution centres and the gradual shift of production from Asia to Europe have a positive impact on the TSL sector. On the other hand, a slowdown in all areas of this market is forecast due to the decline in global GDP. Challenges to the global economy include supply chain disruptions due to war, rising energy prices and labour shortages, which are creating uncertainty in the logistics sector.

This year we expect to see an increase in supply chain vacancies, despite the increasing digitalisation and automation of logistics processes. Employers continue to experience a shortage of candidates in key areas, such as warehouse operations, where logistics specialists and forklift operators are most in demand. There is also a significant talent shortage of drivers, so we can expect continued demand for these positions. Managers and sales staff are also in demand, particularly those with experience of launching and running TSL projects. We are still looking for people mainly from operational backgrounds with experience in managing complex transport and logistics processes.

The biggest talent shortages are in the shipping industry, air transport, rail transport or a combination of these. Employers are increasingly looking for experience and personalities that fit the company’s culture. While in the second and third quarters of the year we saw increased activity from candidates interested in changing careers, in the last quarter we have seen a slowdown in this activity and a more conservative approach. This is due to fears of fewer orders in the new workplace or as a result of the predicted global recession and the desire to secure their income. In the process of changing jobs, candidates pay particular attention to financial offers and stability. Flexible working hours, work-life balance and attention to each individual employee and their needs are also high on the list of expectations.

The most common reasons for leaving a job other than finances were a lack of development opportunities and a lack of flexible working hours. The list also included instability and the prospect of an economic downturn, professional burnout or the desire to prove oneself in a new organization.

Looking at trends in salaries, we see an increase in salaries, particularly in the first three quarters of 2022. The increase in salaries was mainly for specialised positions, more than 5 years of experience. We estimate this growth at 10-12% and it was mainly due to the economic situation in the country. In 2023, we estimate growth to be at 5-10%. Most employers have decided to revise their salary offers by spreading the salary increases over the past year. However, companies are trying to be balanced in their decisions and raise salaries only for their key positions - specialists and middle management. The counteroffer is already less frequent and represents up to 10% of the salary. These decisions depend mainly on the employer’s income.

Authors: Emilia Urban, Senior Permanent Placement Business Consultant, Tomasz Zabłocki, Recruitment Business Partner & Iwona Witkowicz, Permanent Placement Business Consultant