14 tips for employers who are hiring early care…Entry Level Jobs | Internships for Students

Hiring early-career warehouse and logistics professionals isn’t just about filling roles—it’s about finding candidates who are reliable, detail-oriented, and thrive in fast-paced environments. Employers should look for individuals who’ve demonstrated a strong work ethic through part-time jobs, internships, or hands-on training programs.

While technical skills like inventory management or forklift operation are valuable, qualities like problem-solving, teamwork, and adaptability are what set great candidates apart. Providing comprehensive training, clear expectations, and opportunities for growth can help new hires quickly become productive team members. Foster a culture that values efficiency, safety, and continuous improvement, and you’ll build a workforce that keeps operations running smoothly and effectively.

We recently reached out to 14 hiring experts to ask them for their tips:

• Focus on Practical Skills and Work Ethic
• Prioritize Skill-Based Recruiting and Simplify Applications
• Implement Structured Hands-On Assessments
• Provide a Structured Onboarding Program
• Create Clearer Job Postings
• Test Problem-Solving Skills During Hiring
• Streamline and Humanize the Application Process
• Ask Candidates to Explain a Known Process
• Offer Paid Trial Shifts
• Recognize Small Signs of Attitude
• Provide Job Shadowing Opportunities
• Hire from Niche Logistics Groups
• Showcase Growth Opportunities
• Incorporate Your Company Culture

Focus on Practical Skills and Work Ethic

To improve the hiring process for early-career warehouse and logistics candidates, I would suggest focusing on practical skills and work ethic rather than just formal qualifications. In the seafood industry, it’s important to find candidates who can adapt to fast-paced environments and handle tasks efficiently. I recommend creating interview scenarios or assessments that allow candidates to demonstrate their ability to stay organized, manage inventory, and handle logistics challenges. 

Offering internships or entry-level programs can also be helpful. These opportunities give employers a chance to observe candidates in action before making a long-term commitment. They allow candidates to get hands-on experience while giving employers a clear view of their work ethic, reliability, and how they fit with the company culture. Taking these steps can lead to stronger hires who are more likely to succeed in the warehouse and logistics roles, helping to ensure smoother operations and better long-term outcomes for the business.

Angelo Conti, Supply Chain Manager, Maine Lobster Now

Prioritize Skill-Based Recruiting and Simplify Applications

Employers should prioritize skill-based recruiting and simplifying applications if they want to enhance their hiring procedure for early-career warehousing and logistics prospects. Although many applicants in this field may not have lengthy résumés, they do have excellent work ethics and relevant skills.

Make the application process easier by providing clear instructions and utilizing mobile-friendly platforms. Instead of relying only on experience, use hands-on tests, such as problem-solving exercises or mock warehouse situations, to gauge relevant skills.

Throughout the process, also draw attention to areas for improvement. Early-career applicants favor positions that provide credentials, training, and career progression opportunities. Make sure to include these benefits in both job listings and interviews.

Promoting positions and creating talent pipelines by interacting with local communities, educational institutions, or vocational programs can help improve recruitment success by drawing in driven candidates who are prepared to succeed in logistics positions.

Jayson Mehra, Managing Director, Enlighten Supply Pool

Implement Structured Hands-On Assessments

My key suggestion would be to implement structured hands-on assessments during the interview process. Rather than relying solely on traditional interviews, I recommend creating practical scenarios where candidates can demonstrate their potential. 

For example, have candidates participate in a simulated inventory organization task or work with basic warehouse management software in a test environment. This approach serves multiple purposes: it gives candidates a realistic preview of the job, reduces bias in the hiring process because you’re evaluating actual abilities, and helps identify candidates who have natural aptitude even if they lack extensive experience. 

At my previous company, we implemented this method and saw significant improvements in both the quality of hires and employee retention. Early-career candidates particularly appreciated getting a concrete sense of the role before accepting the position, and it helped us identify promising talent who might have been overlooked in a traditional interview setting.

Joe Spisak, CEO, Fulfill.com

Provide a Structured Onboarding Program

The best way to improve hiring for early-career warehouse and logistics candidates is to provide a structured onboarding program. Many of these hires come in with little to no experience, and if they do not get the right training and support early on, they might struggle to keep up. A strong onboarding process helps them get comfortable with the job faster and reduces turnover. 

Without a proper onboarding plan, new hires are usually thrown straight into the job with minimal guidance. This results in mistakes, frustration, and in some cases, safety risks. Warehouses and logistics roles require efficiency and precision, so employees need clear instructions on processes, expectations, and equipment use. If they are left to figure things out on their own, they are more likely to make errors or feel overwhelmed.

Daniel Vasilevski, Director & Owner, Bright Force Electrical

Create Clearer Job Postings

Improving the hiring process for entry-level candidates starts with creating clearer job postings. Many warehouse and logistics roles list vague or overly technical requirements that deter applicants who may be capable but inexperienced. Breaking down responsibilities into simple, actionable terms—such as “organize inventory shelves” instead of “manage supply chain processes”—makes roles more approachable and attractive to young job seekers. Pair this with examples of career growth within the organization to show a clear path forward.

To make this work, employers need to step into the candidate’s shoes and think about how the job description reflects the day-to-day experience. Clarity, combined with opportunities for training and advancement, ensures candidates see a future in the role, not just a temporary job.

Jehann Biggs, President & Owner, In2Green

Test Problem-Solving Skills During Hiring

I believe testing problem-solving skills during hiring leads to better long-term employees. In warehouse and logistics roles, mistakes happen—orders get mixed up, equipment malfunctions, or shipments arrive damaged. In my experience, how a candidate reacts when things go wrong says more about their potential than a polished interview answer.

A simple way to assess this is by presenting a real-world problem during the hiring process, like asking how they would handle receiving the wrong inventory or dealing with a missing shipment. The best candidates do not freeze or give vague answers. Instead, they walk through a clear, logical response.

On one occasion, a candidate with no industry experience suggested double-checking all incoming inventory against past order records, which was a smart and practical approach. That kind of thinking makes a real difference in fast-paced environments.

Benjamin Tom, Digital Marketing Expert and Utility Specialist, Electricity Monster

Streamline and Humanize the Application Process

I’d suggest that employers looking to improve their hiring process for early-career warehouse and logistics candidates should focus on streamlining and humanizing their approach.

One of the most common challenges I’ve seen in this space is the reliance on lengthy, outdated application processes that can deter motivated candidates. Early-career applicants, especially in fast-moving industries like logistics, are often eager to start work quickly but can feel disheartened by unnecessary delays. Simplifying your application process—whether through mobile-friendly platforms, fewer steps, or quick-turnaround interviews—can make a big difference.

We implemented a practice of structured, yet conversational, interviews. Instead of grilling candidates about every line on their resume, we focus on uncovering their motivations, goals, and willingness to learn. For example, I once spoke with a candidate whose background was in retail, but they had a passion for efficiency and organization. By digging deeper, we realized their skills were perfectly transferable to a warehouse setting. That candidate ended up excelling in their role.

Harvey Jutton, CEO & Founder, HJ Recruitment

Ask Candidates to Explain a Known Process

One hiring strategy has helped us find employees who stay engaged and grow within the company. We ask candidates to explain a process they know well. It does not have to relate to warehouse work. Some describe making a cup of tea, fixing a bike, or setting up a cell phone.

The way they break down steps and communicate shows how they think. Someone who explains clearly, in a logical order, usually follows instructions well and works efficiently. This approach highlights practical problem-solving skills without needing industry experience. The best hires often come from those who organize their thoughts and communicate them in a way that makes sense.

Dimitri Zobnin, Managing Director, House of Enki

Offer Paid Trial Shifts

I believe the best way to improve the hiring process is to let candidates experience the job before making a decision. In fact, we started offering paid trial shifts where applicants work a half-day alongside experienced staff. This small change reduced early turnover by 28% because candidates saw exactly what the role involved before committing. It also helped us spot reliable hires faster since we could see their work ethic in action. A short trial shift saves weeks of wasted onboarding time on candidates who might quit once they see the job in practice.

Honestly, this approach has made hiring far more efficient. Sometimes, a strong resume does not translate to reliability on the job, and a quick trial shift reveals far more than an interview ever could.

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

Recognize Small Signs of Attitude

Recognizing small signs of attitude during hiring prevents bigger issues later. Warehouse work can be repetitive, and employees who bring a positive mindset tend to handle the daily grind much better. Personally, I watch how candidates interact with others during the hiring process. Someone who makes eye contact, listens carefully, and stays engaged during a warehouse tour is usually more reliable than someone who seems uninterested or distracted. 

I actually remember one case where a candidate who asked questions about safety procedures and shift expectations ended up becoming one of the most dependable hires. Those little details often predict who will take the job seriously and who might quit after a few weeks.

Barbara Robinson, Marketing Manager, Weather Solve

Provide Job Shadowing Opportunities

Offering job shadowing opportunities can provide both employers and candidates with a clearer understanding of the role. Letting potential hires shadow experienced workers for a day gives them a firsthand look at the responsibilities and challenges they’ll face. It’s a great way to see if they’re genuinely interested and whether they can adapt to the work environment. This experience allows candidates to ask questions and get a feel for the job before making a commitment.

From an employer’s perspective, it’s also a valuable opportunity to assess a candidate’s work ethic and ability to fit into the team. Job shadowing helps both parties make more informed decisions, improving long-term job satisfaction.

Matt Wouldes, Founder, Land & Sea NZ

Hire from Niche Logistics Groups

Consider hiring from niche logistics groups. Most general job boards attract generic candidates, most of whom may not be ideal for your business. Employers should focus on niche logistics groups to improve their hiring outcomes. These groups have people with a real interest in logistics. They know industry trends and are looking for employment. This means better assurance of the onboarding process and retention of employees, hence, better hiring costs. You will also get a pool of talent who most likely excel in their fields even before entering into the most crowded mainstream job market.

Jacky Fischer, CEO, 3 Men Movers

Showcase Growth Opportunities

One suggestion for employers looking to improve their hiring process for early-career warehouse and logistics candidates is to focus on clear communication and showcasing growth opportunities. Many early-career candidates are looking for more than just a paycheck—they want to understand how they can grow within the company.

Start by creating job descriptions that clearly outline expectations, required skills, and any available training programs. During interviews, highlight pathways for advancement, such as certifications, leadership opportunities, or skills development programs. Additionally, consider simplifying the application process by removing unnecessary barriers, such as requiring extensive experience for entry-level roles.

By emphasizing a supportive and transparent environment, you’ll attract candidates who are eager to learn and grow, which ultimately leads to a more motivated and committed workforce.

Cameron Barsanti, Owner, Paradise Storage

Incorporate Your Company Culture

You can incorporate your company culture into the hiring process. Start with an engaging, transparent website and job page that authentically represent your organizational values. Ensure job descriptions are clear, compelling, and reflective of your unique workplace environment. First impressions matter a lot, so make sure not to give your candidate any reason to be dissuaded from applying.

Create an inviting environment. Send them a welcome message with important information such as what to expect before they arrive, where to park or what entrance to use, suggestions on what to wear or bring with them, and the details of the person they will meet. This personalized communication will set clear expectations from the start.

Mina Daryoushfar, President & CEO, Rug Source