Employers Survey Results

Transport & Logistics Deep Dive LSIP

In the course of our ongoing project, it has been imperative to continually engage and obtain feedback from Essex-based employers to ensure the relevance and applicability of our work to the local business community.

What steps do you take to recruit new staff?

The survey conducted revealed diverse approaches to staff recruitment.

36 respondents indicated that over a third of the participants favour word-of-mouth as their primary recruitment strategy. This traditional method remains popular due to its personal touch and trust factor among networks.

Simultaneously, another third of the businesses reported utilizing recruitment agencies to find new staff. Agencies are preferred for their professional service, wide reach, and expertise in matching suitable candidates to job roles.

The remaining businesses did not engage in active recruitment. These respondents identified themselves as small operations, where the current staff size suffices their operational needs, and thus, they have no immediate plans for expansion.

This highlights the varied recruitment practices that businesses employ, ranging from informal networks to professional services, tailored to their specific size and needs.


The survey identified key skills that would contribute to the enhancement of the workforce revealing a diverse range of competencies. The findings indicate a significant demand for practical skills, interpersonal abilities, and industry-specific knowledge.


Driving Licenses were the most frequently cited skill, with a particular emphasis on Heavy Goods Vehicle (HGV) licenses, categories 1 and 2. This skill is highly valued and is seen as essential for roles that involve transportation and logistics.

Proficiency in sales was identified as another critical skill. This encompasses the ability to engage with customers, understand their needs, and effectively communicate product value, thereby driving business growth.

Respondents highlighted the importance of industry-specific experience. This pertains to a deep understanding of the sector, its challenges, and opportunities, which is crucial for strategic decision-making and operational efficiency.

A substantial number of responses pointed to the necessity of soft skills. These include:

    • Methodical Approach: The capacity to systematically address tasks is highly regarded, particularly in roles that require attention to detail and precision.
    • Diversity in Collaboration: The ability to work with a variety of individuals, adapting to different working styles and fostering a collaborative environment.
    • Communication Abilities: Effective communication was underscored as a pivotal skill, enabling clear and concise exchanges of information, both internally within teams and externally with clients and stakeholders.


Answers to why business did not offer apprenticeships outlined two main reasons why a business might not engage in offering apprenticeships:

Age Requirement: The business requires workers to be 25 years old or older. This could be due to several factors, such as the need for a certain level of maturity, experience, or qualifications that younger individuals may not possess. As apprenticeships are often associated with younger workers who are starting their careers, the business might not see a fit for apprentices within their operations.

Funding Issues: The cost of running an apprenticeship program can be significant. It involves not just the wages of the apprentices but also the resources needed for training and mentorship. If a business finds it challenging to allocate funds for these programs or if they do not have access to subsidies or grants that can offset these costs, they might view apprenticeships as a financial burden.


When asked what type of work placement would add value to the business, the overwhelming response was admin/office-based roles and sales.