Finding qualified hires is already a challenge for many distributors – and it may get worse over the next decade, according to a recent report from The Conference Board. A majority of millennials are already in the workforce today, and the generation behind them is outnumbered by those preparing to retire in many regions.

“We are now in a period of unusually slow working-age population growth – nearly zero through 2030, according to the U.S. Census Bureau,” said Gad Levanon, director of macroeconomic research at The Conference Board and a co-author of the report. “The underlying demographic trends mean even delayed retirement and higher participation rates will do little to stop labor demand from far outstripping labor-force growth.”

The areas that will be most impacted, according to the report, are the Midwest and New England – areas with relatively low unemployment rates right now and smaller populations in the 3-17 age range (the next generation of workers) than other regions.

The wild card in these predictions is immigration. There's little agreement on what changes to immigration policy will look like in the next few years, with fierce debate in the current Congress and among presidential hopefuls. But reform that boosts visas for skilled workers and regularizes the status of undocumented residents could substantially mitigate projected labor shortages across the country.

What this means for distributors is that an already competitive labor market will likely get even more competitive. And preparing that incoming workforce for the industry may become more important than ever. Team up with college programs to help ensure that graduating students have the necessary skill sets for your company. (Read more in College Connection: Deepening the Relationship.)

Also make sure you're providing a workplace that these new employees will want to work in. Generation Z (an early label for the group to follow millennials) won't be as motivated by money, according to a survey from Robert Half and Enactus. They're motivated by stability and opportunity for advancement. They're willing to work hard, but they expect to be recognized and rewarded for it. They place the greatest priority on finding a company that can help them grow.

And an interesting shift with this generation: they may be digital natives, but texts and emails aren't their preferred workplace communication tools. Nearly three-quarters of respondents reported they would rather communicate with their colleagues face-to-face.