14 Expert Strategies for High-Volume Hiring in Warehouse and Logistics Jobs

When hiring dozens or even hundreds of candidates for warehouse and logistics jobs, employers need a fast, scalable, and detail-oriented hiring strategy. These roles—such as pickers, packers, forklift operators, inventory specialists, and logistics coordinators—require physical stamina, reliability, and an ability to work in fast-paced environments with tight deadlines. Employers can streamline recruitment by using applicant tracking systems (ATS) to sort candidates based on shift availability, prior warehouse experience, and required certifications like forklift operation or OSHA compliance. Posting job ads on platforms like College Recruiter helps attract students and early career talent interested in hands-on work that often comes with flexible schedules and opportunities for advancement. Pre-employment assessments, including physical capability tests and accuracy-based simulations, can help quickly identify candidates who are ready to contribute on day one.

To manage high-volume hiring, companies can host open interview days, on-site job fairs, or virtual hiring events where candidates can move from application to offer in a single day. Group interviews and job simulations—such as order picking trials or packing speed tests—offer insight into candidates’ efficiency, teamwork, and attention to detail. Structured interviews with scenario-based questions can assess dependability, adaptability, and comfort working with logistics tech like barcode scanners and inventory management systems. Once hired, an organized onboarding process—including safety training, workflow orientation, and peer mentoring—ensures new employees are ready to meet production goals while maintaining a safe, efficient warehouse environment.

We reached out to 14 hiring experts to get their suggestions for employers who plan to hire dozens, hundreds, or even thousands of students, recent graduates, and others early in their careers for warehouse and logistics jobs.

• Focus on Performance-Based Screening
• Ensure Workplace Safety and Training
• Utilize Multilingual Hiring Tools
• Recognize and Reward Small Wins
• Implement Fair and Neutral Hiring Practices
• Invest in Task-Based Assessments
• Develop a Structured Interview Process
• Reduce Cognitive Overload During Interviews
• Include Job Previews in Hiring
• Create Buddy Systems for New Hires
• Assess Physical Fitness
• Foster Supportive Workplace Culture
• Offer Stability and Incentives
• Prioritize Background Checks