With a robust talent pool available in cities like Munich, Zurich, and Vienna, hiring managers in the warehouse automation industry have an opportunity to tap into these growing hubs for skilled professionals. These cities are becoming hotspots for automation expertise, where the number of professionals exceeds available job opportunities, creating a surplus of talent. But what does this mean for your hiring strategy? In this blog, Consultant James Disney walks you through ways in which you can optimize your European hiring strategy to suit the talent pool.

 

 

The statistics

Looking at LinkedIn Talent Insights, we can see the talent pool of 31,575 professionals within the warehouse automation industry across these hubs: Munich, Zurich, Gothenburg, Vienna, and Stuttgart. This talent pool has increased 81% over the last 12 months, indicating a significant growth in demand for skilled professionals in warehouse automation within these key European hubs.

4,698 of these professionals have changed jobs over the past 12 months, suggesting a competitive job market within the industry. This turnover rate reflects the growing demand for specialized skills and the increasing mobility of talent, as these professionals seek new opportunities in response to evolving industry trends and advancements in technology. Companies will need to focus on not only attracting this talent but also offering career growth, innovation-driven projects, and competitive benefits to retain these skilled professionals in an increasingly competitive landscape.

LinkedIn Talent Insights sources job data from over 40,000 sources, and suggests that only 708 open roles match our search criteria. With only 708 open roles matching the search criteria, companies in this space may face challenges in filling critical positions, particularly as the sector continues to grow and evolve.

 

demand talent warehouse automation stats

 

So, how can you adjust your hiring strategy?

With a surplus of skilled professionals in the industry, established companies can strategically consider these European cities for new offices, innovation centers, or specialized teams.

Since these cities host concentrated pools of talent, remote work or hybrid roles based in these areas could offer a cost-effective solution for companies located elsewhere. This approach helps access skilled workers without requiring a physical relocation.

The concentration of talent without matching job opportunities indicates a potential rise in reskilling and upskilling programs. Think about collaborating with local institutions to nurture specialized skills in areas like robotics, AI-driven logistics, and process automation.

 

 

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