Fast-Moving Goods, Slow Hiring? Why Most Logistics Roles Stay Open Too Long
In a sector built on speed, it’s ironic how slow logistics hiring has become.
From warehouse coordinators to supply chain managers, logistics roles across fast-moving consumer goods (FMCG), manufacturing, and distribution are experiencing a hiring lag, and the consequences go far beyond missed deliveries.
The Disconnect Between Supply Chain Speed and Talent Acquisition
Today’s logistics industry moves in real-time. The customer wants next-day delivery, the operations team pushes for automation, and global disruptions can shift demand overnight.
Yet the hiring process for logistics roles is stuck in first gear.
Companies routinely take 30 to 60 days to fill roles that are critical to real-time execution. In some regions, these roles go unfilled for months, leading to operational strain, burnout, and a dip in service quality.
What’s Causing the Bottleneck?
- A Shrinking Talent Pool
The demand for logistics professionals has outpaced supply. Between digital transformation, the e-commerce boom, and AI integration, roles now require more technical skills than ever and far fewer candidates have the right blend of operational experience and digital fluency.
- Outdated Job Descriptions
Many organizations still treat logistics as a “back-end function,” failing to update job descriptions to reflect modern expectations like data analysis, automation tools, and sustainability compliance.
That mismatch leads to unqualified applicants or worse, no applicants at all.
- Slow Internal Processes
Too many companies still use multi-stage interviews, inconsistent vetting, and reactive hiring strategies. This doesn’t work when your competition is offering contracts within 7 days.
The Cost of Delay
Every unfilled logistics role leads to:
• Lost revenue due to supply chain delays
• Overtime expenses for current staff
• Higher turnover from operational fatigue
• Delayed digitization efforts when technical leads are missing
How to Fix It
1. Build a Talent Pipeline Before You Need It
Companies that wait until there’s a vacancy are already behind. At Hathaway Worldwide, we work with clients to identify future talent needs and quietly build passive pipelines in advance.
2. Benchmark Roles Accurately
Today’s logistics managers are tech-driven, data-aware, and globally conscious. Job descriptions should reflect this evolution and so should salary expectations.
3. Shorten the Hiring Funnel
Fewer steps = faster offers. Simplify interviews, pre-screen with case studies, and empower decision-makers to move quickly.
Final Thoughts
Logistics is the lifeline of modern business and yet, most companies still treat logistics hiring like an afterthought. It’s time to align talent strategy with operational urgency.
Hathaway Worldwide helps leading companies in FMCG, manufacturing, and global transport reduce time-to-hire by up to 40% through targeted outreach and role redefinition.
Because when the goods need to move fast, your hiring strategy can’t afford to move slow.
