Skills-based hiring in logistics: how HR can move beyond traditional requirements

Indeed Flex

28 August 2025

5 min read

Logistics operations are moving away from credential-based hiring, towards more skills-focused recruitment, with Harvard Business Review reporting a rise in roles posted without degree requirements. This transition addresses the sector’s persistent challenge of finding multi-skilled workers who can seamlessly move between picking, packing, inventory control, and transport planning, while maintaining the speed and accuracy that modern supply chains demand. By prioritising proven abilities over more traditional criteria, HR teams can access wider talent pools, reduce time-to-fill, and build more agile workforces capable of adapting to fluctuating demand.

Why traditional requirements fall short in logistics

Tight criteria, such as degree requirements or arbitrary years of experience, often exclude capable people from adjacent sectors — retail stockrooms, manufacturing lines, field service — who already perform near-identical tasks under time pressure. In a market where meeting service levels relies on hiring pace and reliability, this narrows your funnel unnecessarily.

The National Career Development Association notes that skills-based recruitment strategies open opportunities to non-degree talent, support diversity, and align more closely with employer needs in logistics and transportation.

As network demands and order profiles change, teams must rotate between inbound, outbound, and returns with confidence. Relying on a CV alone rarely predicts whether someone can move fluidly across zones or systems. Flexible staffing and skills-based hiring help organisations match workforce levels to real demand while accessing certifications and capabilities on tap. 

Define the skills that really drive performance in logistics roles

Align with Operations to identify the job-specific skills that underpin throughput and safety. Examples include:

  • WMS navigation across receiving, binning, picking, and dispatch
  • TMS basics and route sequencing
  • Handheld/RF scanner proficiency; pick-to-light familiarity
  • Forklift theory and practical (RTITB/ITSSAR)
  • Palletisation, load securing, and manual handling
  • Goods-in quality checks and cycle counting
  • Returns triage and disposition

Logistics is all about teamwork, so, beyond the technical stack, prioritise:

  • Clear communication, especially during shift handovers
  • Problem-solving when SKUs or labels don’t match
  • Situational awareness and safety-first judgement
  • Time management and consistency across shifts
  • Teamwork in cross-dock or multi-zone workflows
  • Adaptability to pick profiles, temperature zones, and seasonal spikes 

Create concise skill matrices per job family — warehouse operative, picker/packer, inventory controller, forklift driver, transport planner — weighted by impact on quality, safety, and throughput. This sets the foundation for precise job adverts and fair assessment.

Rewrite job descriptions to prioritise outcomes and skills 

Replace non-essential credentials with clearly observable abilities like ‘Demonstrated ability to achieve 95%+ pick accuracy using RF scanners across ambient/chilled zones’ or  ‘Competent in palletising and securing mixed loads with zero damage’.

Be clear on must-haves without inflating requirements: Right to Work checks, DBS where relevant, forklift certificates, COSHH awareness, food safety for ambient/chilled operations. Removing non-essential criteria helps nearby talent see themselves in the role and reduces drop-off.

Use practical assessments that predict on-the-job success

Build a fair, standardised toolkit that maps to the skills matrix:

  • Work-sample tests: pick-rate simulations using RF scanners and location codes
  • Scenario-based safety checks: manual handling, spill response, near-miss reporting
  • Forklift theory screen before practical verification
  • WMS navigation exercises for inbound/outbound flows
  • Transport planning tasks: route optimisation with time windows and load limits

For soft skills, use structured interviews and situational judgement tests that look at communication under pressure, teamwork in cross-dock operations, and problem-solving when labels or SKUs are wrong.

Offer reasonable adjustments, provide clear instructions, and test only what matters to the job. Record scoring criteria to support fairness and consistency across assessors and sites.

Use data to improve speed, quality, and retention

Anchor to a site-specific skills taxonomy and feed outcomes back into hiring and training:

  • Hiring: time-to-fill, pass rates on practical assessments
  • Operations: first-shift success, pick accuracy, on-time dispatch, incident rates
  • Retention: attendance, 30/90-day stay rates

This loop shows where micro-credentials or refreshers reduce early attrition and where assessment criteria need recalibration.

Open the funnel with non-traditional hiring methods and targeted sourcing

Practical ways to reach skilled, motivated candidates:

  • Trial shifts or job auditions, to showcase real work
  • Shift-based onboarding cohorts for quick mobilisation
  • Skills-bridge programmes that train retail stock associates on WMS fundamentals
  • Targeted outreach to veterans, career returners, and older workers ,with tailored assessments and training support

Digital adverts, apps, and niche logistics boards help you reach candidates with specific certifications or software proficiency. 

Build Vs buy: closing the skills gap through targeted training

Blend immediate hiring with structured upskilling. For example, hire forklift-certified talent for safety-critical shifts or upskill high-potential warehouse operatives into forklift or inventory control. There’s a direct link between investment in skills and career development and stronger retention. 

Governance, procurement alignment, and supplier enablement

To scale a skills-first approach:

  • Align HR, Operations, and Procurement on role profiles, skills matrices, and assessment rubrics
  • Update MSAs with skill taxonomy standards, verification checks (Right to Work, licences), and metrics tied to quality-of-hire, safety, and retention
  • Provide suppliers with detailed briefs, test formats, and pass/fail criteria to support consistency across agencies and sites

Shared dashboards and cadence reviews with suppliers keep service levels high and spending visible while preserving speed to deploy.

The future of logistics recruitment

Human skills rise as automation scales

With AI-supported scheduling, robotics, and digital twins changing task mix, people will focus more on exception handling, cross-functional coordination, and safety oversight. Research indicates soft skills remain indispensable and highly demanded across sectors including logistics. 

Key takeaways

Adopting a skills-based approach in logistics recruitment enables employers to tap into broader talent pools, improve retention, and ensure teams are equipped for the sector’s fast-changing demands. By focusing on practical abilities and aligning assessments, job descriptions, and supplier standards around clearly defined skills, organisations can streamline hiring and create a highly adaptable workforce. 

Unlock skills-based hiring with Indeed Flex

Open your logistics operation up to a wider pool of skilled, pre-verified workers and streamline your hiring process by partnering with Indeed Flex. Discover how you can implement a seamless, skills-focused recruitment strategy by exploring our workforce management solutions.

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