The consultation relates to skills policy in England only, and Logistics UK will be submitting a response to the consultation.
But with skills shortages still being talked about as a major issue for the sector, what is the situation, and why are apprenticeships so important in futureproofing the logistics workforce?
It is clear that the acute driver shortage may have eased slightly – Logistics UK’s analysis of official figures has highlighted that the number of HGV drivers in employment is estimated to have returned to the same level as Q2 2019, following a number of interventions by both government (eg Skills Bootcamps) and industry (eg increased wages). But while the acute phase of the driver shortage may have ended, in Q2 2019, there was still an estimated chronic shortfall of 60,000 drivers, with negligible numbers of HGV drivers now claiming Jobseeker’s Allowance. At the same time, other logistics roles remain difficult to recruit. HGV mechanics are now in short supply, with 95% of respondents to Logistics UK’s Logistics Performance Tracker survey experiencing problems attracting new recruits, up from 79% in the previous quarter. There are high levels of vacancies in warehousing and, while the number of van drivers working in the UK has increased slightly, the number claiming Jobseeker’s Allowance has fallen significantly – as with forklift drivers, who are also now in short supply.
ADDRESSING THE ISSUE
How should logistics operators address the ongoing issue of identifying new recruits to fill the gaps in the workforce? The industry-backed campaign, Generation Logistics, is addressing preconceptions about the sector, raising awareness of the industry among those who have previously never considered it as a career, as well as the vacancies on offer. But how is your business to employ new workers at a time when businesses are facing rising costs? Employing an apprentice could be the solution for many.
APPRENTICESHIPS EXPLAINED
So, what is an apprenticeship, and could it work for your business? Apprenticeships combine practical training in a job with studying towards a professional standard or qualification and give applicants the security of being able to learn while they earn, working alongside experienced staff and gaining job-specific skills.
76% of employers say that apprenticeships boost productivity, allowing those implementing a programme to tailor it to specific job roles or business needs. At the same time, apprentices can often provide better value, with increased loyalty, enthusiasm and motivation. Businesses like KPMG say apprentices bring ambition, a fresh perspective and an entrepreneurial spirit that a standard recruitment process rarely provides, and it is clear that the effective training which an apprentice receives on the job, as well as relationships built during the training process, can build bonds which encourage longer term loyalty to an employee.
Apprentices can be new or current employees, and must be paid at least the minimum wage. They should be allowed at least 20% of their normal working hours for training or study during the working week and learn work-appropriate skills. In return, funding is available for training and other outgoings to offset the costs to your business.
