14 tips for employers hiring a lot of student, recent grads for early career, 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

Focus on Performance-Based Screening

I’ve been in meetings where people pushed to ‘just get someone in the door’ during peak season. Every time we did, it led to turnover, missed KPIs, and disruptions on the floor.

We turned things around by dropping cattle-call interviews and building a quick screening model based on real day-one performance indicators. Instead of relying on resumes or gut instinct, we used short, skills-based tests like stacking, scanning, and basic coordination tasks. The people who did well in those stuck around. Retention jumped 22% in two quarters. We didn’t overthink the process. We focused on what success actually looked like on the floor, not in the interview room.

Also, stop assuming being available means being reliable. When we started tracking attendance during the first two weeks, we quickly saw red flags like people skipping work or showing up late. A simple fix was to assign new hires a mentor on their first day. Not someone from HR, but a real lead operator who knew the job. It built accountability and gave them a reason to show up. That one change cut early turnover by a third.

Margarita Hakobyan, CEO and Founder of Movers Corp, MoversCorp

Ensure Workplace Safety and Training

When hiring a high volume of candidates for warehouse and logistics jobs, employers must ensure that safety remains the top priority. Given the physically demanding nature of these roles, rushing the hiring process without proper screening, onboarding, and training can lead to serious workplace injuries. Employers should invest in clear safety training, ensure compliance with OSHA regulations, and conduct regular equipment checks to minimize risks. A well-trained workforce not only reduces liability but also improves efficiency and employee retention.

From a legal standpoint, one major mistake employers make is misclassifying workers as independent contractors to avoid paying overtime and benefits. With high turnover in warehouse jobs, some businesses also fail to track hours accurately, leading to wage and hour disputes. Employers should ensure they are complying with federal and state labor laws, including providing fair wages, proper overtime pay, and adequate rest breaks. Cutting corners in these areas can result in costly lawsuits and damage to the company’s reputation.

Ed Hones, Attorney At Law, Hones Law Employment Lawyers PLLC

Utilize Multilingual Hiring Tools

With a significant portion of applicants for warehouse and logistics jobs likely to be non-native English speakers, it is important to make the process as accessible as possible. When employing a multilingual workforce, it helps to have job postings, application forms, and assessments translated into multiple languages, ensuring recruiters have the ability to translate and create video/visual-based information. 

When hiring non-English speakers at high volume, utilize AI to ensure fast screening of applications (and translations if needed) and even AI-automated video interviews.

Wendy Makinson, HR Manager, Joloda Hydraroll

Recognize and Reward Small Wins

Many warehouse jobs feel repetitive, so I make it a priority to recognize and reward small wins. Celebrating micro-achievements–like perfect attendance or hitting productivity goals–helps keep morale high and employees engaged. 

Simple gestures, such as a free meal or a public shout-out, make a big difference in making people feel valued. I’ve seen firsthand how these small rewards lead to better retention and a more motivated workforce. A positive work culture starts with making sure employees know their hard work is noticed and appreciated.

Lev Peker, CEO, CARiD

Implement Fair and Neutral Hiring Practices

Hiring high-volume candidates for warehouse and logistics jobs requires neutrality and fairness in the hiring process. From my experience in employment law, I emphasize using criteria that are not biased towards any group but are directly linked to job functions. A diverse candidate pool improves not only fairness but also the quality of candidates.

Promotion transparency can motivate and retain high-volume hires. During my practice, I’ve frequently advised that clear expectations and pathways for advancement based on performance create a more positive work environment. This approach helps employees see their future within the company, reducing turnover and motivating them to excel.

Implementing a zero-tolerance policy for discrimination is crucial as well. I’ve handled numerous cases where failure to enforce such policies led to legal repercussions for employers. Ensuring a safe, unbiased workplace fosters a culture where warehouse and logistics employees can thrive, ultimately improving efficiency and teamwork.

Nick Norris, Partner, Watson Norris, PLLC

Invest in Task-Based Assessments

High-volume hiring for warehouse and logistics jobs can easily lead to hasty, one-size-fits-all decisions that don’t address the specific needs of the role. Instead of focusing solely on resume qualifications, employers should invest in situational and task-based assessments to evaluate candidates’ real-time problem-solving skills and ability to perform under pressure. This aspect is often ignored in high-volume hiring, where speed is prioritized over quality.

For example, a company I worked with implemented simulation-based assessments where candidates were asked to complete tasks similar to what they would face on the job, like picking and packing under time constraints. A 2021 LinkedIn survey found that 50% of employers who implemented skill assessments during hiring saw a 25% reduction in turnover because they hired candidates with the right practical abilities, not just theoretical knowledge.

The tactic here is to assess how well candidates perform in a real-world scenario that mimics the job demands. This approach helps weed out those who may have the credentials but not the hands-on skills, ensuring you’re hiring the right fit for a physically demanding environment.

Robbin Schuchmann, Co-Founder / SEO Specialist, EOR Overview

Develop a Structured Interview Process

Employers need to develop a systematic and efficient interview process when they hire large numbers of candidates for warehouse and logistics positions. A structured interview process enables employers to evaluate candidates rapidly and effectively while maintaining high assessment standards. I have found that a standardized question set and targeted assessments for essential job skills like physical stamina and attention to detail allow for accurate evaluations of candidates even when the applicant pool is extensive.

By adopting this approach, you save time while preserving hiring consistency, enabling faster decisions with fewer hiring mistakes, which is vital for processing large candidate volumes.

James McNally, Managing Director, SDVH [Self Drive Vehicle Hire]

Reduce Cognitive Overload During Interviews

Focusing on reducing cognitive overload during the interview process can really make a difference when hiring a large number of candidates for warehouse and logistics positions. Instead of overwhelming candidates with dense applications and complex interview questions, simplify the process to focus on key skills and practical assessments that reflect their daily tasks. Use scenario-based assessments to simulate real-life situations they will face, such as organizing a shipment or using inventory management systems. This approach helps identify those who can quickly adapt to the job’s demands without getting bogged down in unnecessary complexities.

Another approach is to streamline communication during the hiring process. Ensure all communications are clear, prompt, and straightforward. Utilize digital tools like text or email updates to keep candidates informed about their application status. Quick and clear communication not only builds a good impression but also enhances candidate engagement and retention. Keeping the hiring process organized and transparent can significantly improve the candidate experience, leading to better hiring outcomes and reducing turnover in these high-volume roles.

Connor Butterworth, Founder, Marketing & Sales Expert, Southwestern Rugs Depot

Include Job Previews in Hiring

Do not treat speed as the metric that matters most. It is tempting when you are trying to fill thirty slots before the next shipment lands, but rushing leads to a revolving door of employees. We once slowed the hiring process by two days just to include a 15-minute trial shift. That single tweak dropped our three-month turnover rate from 42 percent to 18 percent. This is proof that a job preview saves time later.

You need people who can physically handle repetitive tasks for eight hours straight without compromising safety or quality. So test them for that. Not in a sterile interview chair, but on the floor. Put a box in front of them. Ask them to pack it, label it, and do it five times. If you are hiring in volume, you had better screen as if volume depends on execution–not on how quickly they answer a phone screen.

Louis Georgiou, Managing Director, Essential Workwear

Create Buddy Systems for New Hires

Do not ignore the social dynamics of a warehouse. High-volume hiring means lots of new faces coming in at once. That is your window to influence culture before it forms without you. Create buddy systems. Introduce peer mentors. Assign shift leads for every batch of five hires. It costs you nothing and delivers retention in ways that HR handbooks will never match.

The first week is where you win or lose loyalty. Most new hires will decide whether to stay within the first 72 hours. If they are confused, isolated, or overwhelmed, they leave. So if you are hiring 50, you better plan for 50 welcome experiences. Because chaos spreads faster than safety habits. Set the tone. Own the vibe.

Toni Norman, Senior Marketing Manager, Tingdene Residential Parks

Assess Physical Fitness

One thing employers should avoid when hiring high-volume candidates for warehouse and logistics jobs is neglecting to assess physical fitness.

I once learned about a company that needed to quickly fill a large number of warehouse positions. They focused on speed and hired candidates without properly evaluating their physical ability to handle the demands of the job, such as lifting heavy items or standing for long periods. As a result, some workers struggled to keep up, leading to slower operations and even injuries.

Employers should ensure candidates are physically prepared for the job by assessing their stamina and fitness. Proper screening can prevent future health issues and ensure smoother, safer warehouse operations.

Beau V., Marketing Manager, BijlesHuis

Foster Supportive Workplace Culture

When hiring high-volume candidates for warehouse and logistics jobs, one key approach is to foster a supportive and inclusive workplace culture. From my experience with Know Your Mind Consulting, ensuring employees feel valued and part of a team has a direct impact on their job satisfaction and retention. For instance, recognizing individual contributions, even in entry-level roles, can significantly improve morale and productivity.

A practical example is implementing flexible working arrangements to accommodate diverse personal needs, such as childcare or continuing education. This kind of flexibility not only attracts a broader talent pool but also reduces turnover, as evidenced in several organizations we’ve worked with, where turnover rates decreased by 20% after introducing flexible scheduling.

Additionally, promoting open communication channels between employees and management can help identify and address stressors that affect productivity. Regular feedback sessions where employees can freely discuss challenges and propose solutions can lead to innovative improvements in workflow and overall job satisfaction, which is crucial when scaling operations efficiently.

Dr. Rosanna Gilderthorp, Clinical Psychologist & Director, Know Your Mind Consulting

Offer Stability and Incentives

Don’t treat workers as if they are disposable. In high-volume warehouse and logistics hiring, turnover is the biggest headache—and it’s usually because companies focus on filling roles quickly instead of retaining good employees.

One smart move? Offer stability and incentives. Competitive pay, predictable schedules, and even small perks (such as attendance bonuses or referral incentives) go a long way. And for the sake of efficiency, streamline onboarding—nobody wants to wade through a week of paperwork before they even start the job. Hire wisely, treat workers well, and you won’t have to keep hiring for the same roles repeatedly.

Justin Belmont, Founder & CEO, Prose

Prioritize Background Checks

Prioritize background checks. Warehouse and logistics jobs involve handling high-value goods, making them vulnerable to theft. Verifying a candidate’s history helps spot red flags before they become a problem.

Go beyond basic screenings – talk to previous employers to check reliability and trustworthiness. Look for patterns like frequent short-term jobs or past incidents. A solid work history and good references matter as much as physical ability in these roles.

Alex Sarellas, Managing Partner & CEO, PAJ GPS