How do you hire and train import/export operations staff?

I believe the HR department must have developed a clear job description with specific criteria for desired skills and experiences. It depends of the scope of the work, industry, company goals, etc..

I suggest below points: 1) It is important that the person you hire should have done a diploma/ degree in EXIM managment Because Procedures, policies, terminologies & documents used in foreign trade is very different from domestic trade. 2) They should have basic knowlegde of english & must be tech savy 3) The Best way to provide Training is to make them aware of the working systems in organisation . Guide them & start alloting work / projects individually. Most important is to get their constructive feedback.

Define the roles and responsibility in the field of discourse. Identify the job KPI, know performance indicator. Consider the working experience to enable training the trainers on the job. Age bracket Etc....

As a working professional in the logistics industry, hiring managers or recruiters must identify key points or specific metrics as for the needs of the business organization. In some positions like import/export operators, candidate must possess the much needed qualifications. To name a few, he or she must hold a Degree in Customs Administration. This course is designed to tackle various international trades and customs regulations and prepare individuals to specific roles performing duties and taxes computation and identifying correct tariffs of import/export goods.

Communication skills and compliance to regulation is very important for export import staff due to most of their jobs are related to government. And a person who able to handle good administration is also become one of considerations to hire export import staff. It is better for you to hire the experience one due to export import need spesific skill espesially to determine materials specifications / HS code

Concerning sourcing talent, I just wanted to let you know that you're on point. Specialized job boards can attract folks already passionate about import/export. Networking remains a gem. A nod from someone you trust can outweigh a fancy CV. Specialized recruitment agencies can be lifesavers, filtering candidates effectively. Trade shows and webinars? Don't just go to close deals or learn; you might bump into your next star employee there. In summary, be strategic about where you look for talent, and keep your eyes peeled at industry events.

Dear Sir, I have an experience in the import and export business. If any service related to shipping and logistics please refer to my resume.

I believe we have to trust the new generation. I know the experienced staff have a crucial role in every company but adding young energy can boost our business rapidly. In that case, asking universities to recommend their best graduated ones is good idea.

In general, companies are very routine in their logistic processes. They know their products and have usual markets of origin and destination. When looking for a candidate for an international logistics position, the important thing is how they solve new challenges and unforeseen events that, normally, add to the urgency. Surely, education facilitates a proactive and calm attitude but, from experience, this depends mostly on the character of the person. It would be important to test the candidate by taking they out of their comfort zone and analyzing their abilities in a stressful situation. When working in a team, a balanced attitude is vital to maintain a good work environment.

During recruiting we have to notice the candidates that first you will have 3 month trial contract. In this period, we can refer diverse tasks in export / import process and get feedback what kind of careers would be suitable for our newcomer.

I agree that during the interview process, assess candidates' knowledge of import/export points that can be well-aligned with the role is the main point. Sometimes the company lose good candidates due to not bringing to the process one crew member that is the specialist in foreign trade area.

As for training your staff, you've got the right idea. Orientation lays the groundwork, familiarizing newbies with the company ethos. Then technical training comes in, tackling essential skills like software use and regulations. But it's the hands-on, day-to-day guidance, often from a mentor, that really makes the difference. It’s like having a seasoned guide in an unfamiliar terrain. And let’s not forget about continuous learning. Whether it’s through workshops, courses, or good old-fashioned books, keeping skills sharp is crucial in the ever-changing landscape of import/export ops. #TheCargoBlog

Teaching while working is most efficient way to train our staff. We have to put too much effort at the beginning to teach every items that we deal with in our business to our new team. I think this method has more efficiency.

Sometimes is not easy to offer a comprehensive training and using the services of an expert consultant can be helpful for a better onboard experience for a new employee in the Foreign Trade area.

Every company has their own policies and ways of doing the job. It's just one step of the road to find the right person for the job, the more crucial step is to make them apt to work inside the environment that the company provides. A clear and detailed training process is essential for any company that is hiring new talent.

In my opinion one of the best comprehensive trainings is direct participation in an export/import operation under the supervision of an experienced collegue.

Create a learning environment Hiring solely based on experience means no innovation in the industry. Hire people based on resilience, ask scenario based questions to determine/understand their ability to solve a problem/to think on their feet. Training people on the job is the best option. A fresh perspective may introduce better/quicker ways of doing things. Your current team are the subject matter experts. Involve them in creating documented processes which explain the concepts/examples. This document should be updated when new unique scenarios come up, which assists current employees and future employees. There is always something new to learn in imports/Exports, make it a journey!

Different and new perspectives enriches the framing. I agree that organisations should hire for energy, innovation and diversity and not purely for skill and expertise, that way there is a broader pool of competent people which will ultimately contribute to a healthier economy.

I think that the element of retention cannot be understated. Very often I hear that people can be replaced but it’s really not that simple. Also, rehiring in the form of offering new growth opportunities and challenges in the team in the form of lateral movements which can spark interest and motivate employees.

It is very important to define what exactly do you need, not only experience, degrees but also soft skills. In my opinion last one is very important in hiring process. Also to verify experience or criteria maybe you can discuss a case and request candidate how can be solved? After hiring it's very important candidate feels part of team and also must know in general way how each area of company works, knowing process, being training constantly with culture and way company works with it's process. Leader of team, in first instance, has to be involved in this process in order to transmit team neededs and what requires from new employee.

Muy importante conocer reglas y regulaciones de los países donde se exportará para evitar demoras en los trámites, la agilidad en los procesos logísticos estarán basados en el conocimiento de las reglas y regulaciones aduaneras de cada país donde llegarán las mercancías