10 Expert Strategies for Hiring Early-Career Warehouse and Logistics Talent

There are significant short- and long-term benefits for employers who hire students, recent graduates, and others early in their careers for warehouse and logistics roles. We consulted 10 hiring experts to share their insights.

Build Partnerships with Community Colleges

Building genuine partnerships with community colleges and workforce development programs is the most effective way to hire at scale for these roles. Instead of relying on job ads, work directly with career counselors who can identify reliable and motivated students. This approach provides access to candidates with relevant coursework in supply chain management or logistics. Visiting campuses regularly and participating in career days helps build relationships, making warehouse work seen as a legitimate career path. Emphasize growth opportunities, such as advancing from associate to supervisor in 18-24 months, to boost retention rates, which can exceed 85% in the first year.

Tap into Disability Service Organizations

Partnering with organizations serving people with disabilities can yield impressive results. Companies report 50% lower turnover, 33% fewer safety incidents, and 25% higher productivity. Programs like Chicago's Aspire offer pre-screened candidates with training and paid internships at no cost to employers. This talent pool is often overlooked but provides dedicated workers who are more likely to stay and perform well.

Host On-Site Open Houses

Make roles visible and understandable by hosting on-site open houses or creating walk-through videos. This "show before you sell" approach helps candidates picture themselves in the job, reducing hesitation. Clearly outline what success looks like in the first 30 days and pair new hires with mentors to improve retention and team culture.

Implement Competency-Based Assessments

Use competency-based assessments to measure skills like attention to detail, problem-solving, and teamwork. This method identifies candidates with potential, even without prior experience, leading to fairer and faster hiring processes with reduced turnover.

Transform Physical Locations into Recruiting Sites

Utilize your physical locations, such as distribution centers and parking lots, for recruiting. Install job postings with QR codes, host hiring events, and offer referral incentives. This targets individuals already familiar with logistics work, capturing candidates in the right mindset and location.

Leverage Employee Referral Programs

Employee referral programs are highly effective in the closely-knit logistics industry. Offer incentives like cash bonuses or PTO to motivate current employees to refer reliable candidates. Referred hires often onboard faster, perform better, and stay longer due to their familiarity with the company.

Highlight Career Development Opportunities

Stress on-the-job training and clear career paths from the start. Showcasing opportunities for advancement helps candidates see a long-term future with your company, increasing commitment and retention.

Partner with Vocational Training Programs

Collaborate with vocational colleges and trade schools that specialize in logistics and warehouse safety. This ensures a steady stream of job-ready candidates with foundational skills, reducing onboarding time and improving hiring efficiency.

Balance Quality and Quantity in Hiring

While high-volume recruiting is necessary, don't overlook quality and culture fit. These factors are crucial for employee satisfaction, retention, and overall company success.

Utilize Facebook for Lead Generation

Reach candidates where they spend time by using Facebook for lead generation. Run ads with simple lead forms to collect basic information, then follow up to guide them through the application process. This low-pressure approach builds a strong pipeline quickly.