Fleet controllers, supply chain superintendents and customs brokers are three skills in demand in Australia’s logistics jobs market, according to Hays
Fleet controllers, supply chain superintendents and customs brokers are three skills in demand in Australia’s logistics jobs market, according to the latest Hays Quarterly Hotspots list of skills in demand.
The recruitment firm says fleet controllers, in particular, are in high demand given their critical nature to a business.
However, the long hours and uncompetitive salaries can make it difficult for employers to attract suitable talent, Hays notes.
Similarly, while permanent vacancies are on offer for supply chain superintendents, good quality candidates who hold the necessary tickets and relevant industry experience are in short supply.
“For instance, a beverage manufacturer and distributor needs candidates with similar industry experience, and will not consider candidates from other industries, like mining, due to the different speed of distribution,” the firm says.
Demand for customs brokers, meanwhile, is especially strong in Western Australia, where there are limited opportunities compared with eastern states, presenting retention challenges for employers.
Hays contends there is also a shortage of experienced candidates to fill transport/warehousing supervisor vacancies; as is the case for fly-in/fly-out supply officers, side-loader operators, heavy rigid drivers, crane operators and order pickers.
“In localised trends, the mining sector has recently picked up and, consequently, Western Australia has seen more project-specific contracts come through for inventory controllers on a temporary basis,” the firm says.
“Meanwhile, in the Northern Territory employers are banking on the dry season to secure new candidates who are moving to Darwin.”
Hays says employers continue to focus on temporary assignments when they recruit, although positions at the supervisor and above level are usually offered on a permanent basis.
“Most vacancies are reactive and are the result of contract wins,” the firm notes.
“It is also becoming common to engage a candidate in a three- to six-month temporary assignment before offering them a permanent role.”
And, the firm notes, the quality of available candidates is decreasing as the “top talent” secures roles.
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