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Logistics recruitment is becoming increasingly difficult. You probably don’t know it yet, but you are in the middle of a talent war in logistics and supply chain management.

The transportation industry is working with a scarce pool of talent that is educated, qualified, and willing to work.

According to a survey conducted by PricewaterhouseCoopers (PWC), the largest professional services company in the world, logistics companies of all sizes are having issues recruiting talent. Finding candidates with a satisfactory skill set is a major issue throughout the industry.



Transportation & Logistics 2030 Volume 5: Winning the Talent Race


But how can leaders in the supply chain industry increase their chances of hiring top talent? Here are 3 logistics recruitment strategies that can help.


Recruiters and Staffing Agencies

If your company lacks the time, process, or skills to diligently define and execute an effective hiring process, then contracting out to a recruiting or staffing agency might be the way to go.

There are many recruiting and staffing agencies that focus on searching, screening, and hiring exclusively for the logistics industry. Doing a quick search for “logistics recruitment agencies” can result in hundreds of qualified agencies that can get you the right candidate for any position in your business.

These organizations come with databases of candidates already pre-screened to accelerate the recruitment process without affecting the quality of the hire. Some companies even offer you the ability to hire full time, part-time, fixed term and contract employees.

Some logistics recruitment agencies offer a guarantee on the hire. If during a specified time period the employee is not a good fit, they will look for a replacement at no extra cost to you.

Staffing agencies can get expensive but they will save you time, headaches, and money by avoiding mis-hires.


Hire from your Best Employees’ Personal Network

This a simple but powerful recruitment strategy that can pay high dividends.

Hiring from the personal network of your A-Players is one of the best and more effective approaches to bringing the right people to your company. For this, you must identify the A-Players within the company and establish a referral program with monetary compensation and other perks to incentivize your best employees to refer people like them to your company.

The effectiveness of this simple - but powerful - recruitment strategy lies in the fact that you will turn your best employees into recruiters, which will let you tap into a large pool of potential candidates.

Remember: good, smart, and hardworking people like to surround themselves with likeminded individuals.


Referral hires have greater job satisfaction and stay longer at companies – 46% stay over 1 year, 45% over 2 years and 47% over 3 years.

Why Employee Referrals are the Best Source of Hire


Hiring through you’re A-Players networks will increase your chances of hiring better personnel, shorten the logistics recruitment process, and for the most part have more satisfied employees and as a result, employees that stay longer with the company.


Define an Internal Hiring Process

Defining your own hiring process can be painful and time consuming, but is an excellent choice to make sure you get the right person in the right seat. The reason for this is simple: no one knows your business better than you and your team.

Easy it is not. Defining your own hiring process will take a lot of personal education, time and trials if you want to get it right. There are many excellent resources available on how to go about it. Some of the most well known books include:

An internal hiring process for small and mid-size logistics organizations must be comprehensive, but still simple enough without losing its effectiveness.

At the very center of your process needs to exist the most important foundation of effective hiring: Hire the right person for the right seat. Always remember that the right employee is not just someone with the required skills to successfully execute the job. It is also someone that fits into your company culture – attitude and personality.

The next step is to outline an effective hiring process that is simple, but personalized to the core of who your company is. 


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