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In an industry built on speed, it’s ironic how slow logistics hiring has become.

Across manufacturing, FMCG, and global freight, critical roles in logistics and supply chain often remain vacant for months. These aren’t roles that can wait; they’re the ones that keep operations moving.

But as automation ramps up and global expectations soar, companies are struggling to match supply chain speed with recruitment efficiency.

Let’s explore why and how to fix it.


The Urgency Mismatch

Modern logistics is no longer about moving goods from point A to point B. It’s about optimizing timing, tech, and transparency in real-time. But while technology is moving fast, hiring strategies remain stuck in the past.

Roles like:

  • Logistics analysts
  • Transport coordinators
  • Warehouse supervisors
  • Supply chain strategists

…are taking 45–90 days to fill. That’s a costly delay in an industry where every hour counts.


Why These Roles Stay Open Too Long

1. The Skills Shift

The logistics industry has evolved, but many hiring processes haven’t. Traditional job descriptions don’t reflect the digital skills now required, such as:

  • Inventory management platforms (like SAP, NetSuite)
  • AI-powered route planning
  • Sustainability compliance

This mismatch leads to underqualified applications or a complete lack of them.

2. Not Enough Pre-vetted Talent

Unlike tech or marketing, logistics doesn’t have massive online talent communities. And few companies are proactively building talent pipelines for supply chain positions.

Reactive hiring is the norm, but it’s no longer enough.

3. Too Many Internal Barriers

Hiring delays often stem from:

  • Overly long interview processes
  • Misaligned decision-makers
  • Budget sign-offs are dragging on for weeks

Companies that act fast win talent. Those that don’t, lose candidates to competitors who are ready to move.


Read our blog on why logistics leaders need a seat at the strategy table →


The Cost of Delay

For every day a logistics role remains unfilled, businesses face:

  • Disruptions in delivery timelines
  • Overburdened team members
  • Lowered customer satisfaction
  • Postponed digital integration

A single unfilled role can cascade into system-wide inefficiencies.


What Can You Do?

1. Build a Passive Talent Pool

Start identifying great candidates before the role opens. Collaborate with a firm like Hathaway Worldwide to discreetly identify and engage top logistics professionals.

2. Update the Role & Salary Benchmark

Ensure job ads reflect modern logistics functions, encompassing sustainability, automation, compliance, and customer experience. And match salaries to market demand.

3. Streamline the Hiring Process

Cut unnecessary interview rounds. Use pre-assessments. Have your offer process ready before the final candidate walks in.


Final Thoughts

Logistics may move fast, but most logistics hiring doesn’t. The good news? The gap is fixable.

At Hathaway Worldwide, we help clients accelerate their hiring timelines by 30–50% using targeted outreach, market mapping, and custom vetting tools.

Let’s help you move talent as fast as you move goods.

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