8 tips for government agencies hiring diverse students, grads for early career warehouse and logistics jobs

Government agencies should prioritize hiring diverse students and recent graduates for warehouse and logistics jobs by actively engaging with communities and educational institutions that serve underrepresented groups. Building partnerships with community colleges, vocational schools, and universities that have diverse student bodies can create a pipeline of talent. Additionally, participating in job fairs and offering internships or apprenticeships tailored to these communities can provide valuable hands-on experience while demonstrating a commitment to diversity.

Moreover, agencies should ensure their hiring practices are inclusive and free of bias. This can be achieved by using structured interviews, diverse hiring panels, and clearly defined job criteria that focus on skills and potential rather than solely on past experience. By creating a welcoming and supportive work environment, government agencies can better attract and retain diverse talent, ultimately leading to a more dynamic and effective workforce in warehouse and logistics roles.

In the quest to help government agencies in their efforts to hire a diverse range of early-career candidates to warehouse and logistics roles, we’ve gathered insights from eight CEOs and HR professionals. These insights range from rebranding the industry and investing in talent strategies to offering targeted scholarships and internships.

• Rebrand Industry and Invest in Talent Strategies
• Highlight Growth Mindset and Learning Opportunities
• Create Tailored Outreach and Training Programs
• Emphasize Community and Clear Advancement
• Showcase Facility Tours and Technology
• Partner with Community Organizations
• Develop Diverse Apprenticeship Programs
• Offer Targeted Scholarships and Internships

Rebrand Industry and Invest in Talent Strategies

I recommend a two-pronged approach. First, rebrand the industry. Highlight the dynamic, technology-driven nature of these positions. Showcase opportunities for growth, leadership, and skill development. This involves emphasizing the critical role these positions play in supporting the community and nation.

Second, invest in robust talent acquisition strategies. Partner with educational institutions to offer internships and apprenticeships. Use targeted recruitment campaigns on social media platforms popular with young adults. Most importantly, create a welcoming and inclusive workplace culture that values diversity and provides opportunities for advancement.

Adam Lenhart, Managing Partner, Optimum Supply Chain Recruiters

Highlight Growth Mindset and Learning Opportunities

Instill a growth mindset. Many early-career individuals and recent graduates are looking for a growth pathway. They want career advancement, pay raise opportunities, and the ability to upskill. Unfortunately, these benefits aren’t always associated with warehouse jobs.

When you’re clear that your agency is committed to long-term growth and on-the-job learning, the position seems more attractive. Many warehouses are already using AI and automation, so make sure the job description highlights the opportunity to learn and work with these technologies. The more you can prove that your agency is advancing to meet growing, diverse needs, the more attractive you’ll be to a growth-oriented population.

Landon Pyle, VP of Sales and Marketing, R&S Logistics

Create Tailored Outreach and Training Programs

My top recommendation for a government agency aiming to attract diverse, early-career individuals to warehouse and logistics positions is to create tailored outreach programs that directly engage with diverse communities and educational institutions. 

By building partnerships with vocational schools, community colleges, and universities that have strong ties to underrepresented groups, the agency can establish a pipeline for talent. These partnerships should include internships, apprenticeships, and on-the-job training opportunities that not only provide valuable work experience but also highlight the potential career growth within the logistics and warehouse sector.

Additionally, it’s important to promote these opportunities through channels that resonate with younger, diverse audiences. This might include leveraging social media platforms, hosting virtual career fairs, and engaging with community organizations. The messaging should emphasize the critical role that logistics and warehousing play in the economy and how these positions offer stable, rewarding career paths. Highlighting success stories of individuals from diverse backgrounds who have advanced within the industry can also be very compelling.

Finally, it’s crucial to ensure that the work environment is inclusive and supportive. This means providing mentorship programs, offering ongoing professional development, and creating a culture where diversity is valued and seen as a strength. When young professionals see that they can thrive in a welcoming, growth-oriented environment, they’re more likely to pursue and stay in these careers.

Dylan Rodrigues, Managing Director and Founder, Storage King SA

Emphasize Community and Clear Advancement

My take on this would be to emphasize the community aspect of warehouse and logistics roles, as they tend to be located in out-of-the-way locations where building a community with your peers is one of the major draws. Focus on this aspect in your campaigns, while also highlighting that this is an excellent growth opportunity that can provide you with skills you can use in other aspects of your career, without needing a great deal of experience to get started.

By offering clear advancement paths, continuous training, and leadership development programs, the agency can make warehouse and logistics careers more attractive to a diverse group of early-career professionals who are eager to build long-term careers.

Kate Kandefer, CEO, SEOwind

Showcase Facility Tours and Technology

For warehouse and logistics jobs, I’d suggest holding open houses or giving tours of your facilities. At PinProsPlus, we’ve brought in a diverse group of people by showing off our up-to-date manufacturing methods. Government agencies could do this, too. They could highlight how they use technology in their logistics work to appeal to tech-savvy people in their careers.

Bradley Fry, Owner, PinProsPlus

Partner with Community Organizations

I would suggest establishing partnerships with community organizations and vocational schools that serve underrepresented populations. These partnerships can be leveraged to host job fairs, workshops, and information sessions that specifically highlight the opportunities within the warehouse and logistics sectors. 

By bringing the industry to the community and offering resources like resume-building, interview preparation, and even transportation to training sites, the agency can break down barriers to entry and appeal to a more diverse group of candidates. This proactive, community-focused strategy promotes inclusivity, ensuring that government agencies build a workforce reflective of the diverse communities they serve.

Michael Hurwitz, CEO and Co-Founder, Careers in Government

Develop Diverse Apprenticeship Programs

I recommend developing apprenticeship programs that provide on-the-job training for individuals from diverse backgrounds, allowing them to earn while they learn. This is a great way to attract early-career individuals who may not have the traditional education or experience in warehouse and logistics, but are eager to learn and grow in the field.

Apprenticeship programs also provide an opportunity for diversity within the workplace by bringing in individuals from different backgrounds and perspectives. My best tip is to partner with educational institutions and community organizations to promote these apprenticeship programs and reach a wider pool of diverse candidates. This will attract more diverse applicants and help bridge the gap in representation within the industry.

I have seen that highlighting the potential for career growth and advancement within the warehouse and logistics field plays a role as a compelling factor for early-career individuals looking to enter the workforce. You can demonstrate that this is not just a job, but a fulfilling career path with room for growth and development through mentorship programs, leadership opportunities, and continued education.

Daniel Cook, HR / Marketing Executive, Mullen and Mullen

Offer Targeted Scholarships and Internships

Providing scholarships or internships exclusively for people interested in a career in logistics and warehousing is one of the best ways to attract talent. Create options for financial aid or practical training. These initiatives can be customized to assist a range of applicants, such as individuals from underrepresented groups or areas with low socioeconomic status.

Giving early-career individuals who might encounter entry-level barriers financial support and real-world experience opens up the profession to them. Furthermore, it signifies a commitment to funding the advancement of diverse talent.

Raising awareness of these programs and encouraging applications from a wide pool of candidates can be achieved by promoting them through focused outreach. This strategy develops a pool of competent workers who are prepared to make contributions to the warehousing and logistics industry, in addition to drawing in talent.

Adam Wood, Co-Founder, RevenueGeeks