Let’s be honest. The “post and pray” method is broken, especially in Supply Chain & Logistics. The candidates you need—the ones who can truly manage complex logistics or lead your warehouse—already have jobs.
They’re not looking at your job ads.
So, what can you do when the talent pool feels empty? You need to shift your approach.
1. Become a Hunter, Not a Poster.
Stop waiting for applications. The best people are passive. Your new job is to find them. This means spending less time sifting through LinkedIn Easy Apply and more time using smart search to identify and map out who’s doing great work at other companies. It’s proactive, not reactive.
2. Lead with Discretion.
A top-performing Logistics Manager won’t risk their current position by publicly responding to a recruiter. Your outreach needs to be highly personal and completely confidential. Frame your first message as a valuable opportunity, not a transaction. You have to build trust before you can talk about a job.
3. Look Beyond the CV to De-Risk the Hire.
A CV lists skills and job history. It doesn’t tell you how someone leads under pressure or if they’ll clash with your team’s culture.
- Use reference checks to get a clear, honest picture of their past performance from a neutral third party.
- Use personality insights as a conversation starter to understand their working style, not as a pass/fail test.
This combined approach helps you see the whole person, drastically reducing the risk of a costly mis-hire.
4. Sell the Problem, Not the Benefits.
Forget the generic “we offer a great culture” line. The best talent is motivated by impact. Your first message should be about a critical business challenge—a bottleneck in the supply chain, an expansion project, an inventory puzzle. You’re not filling a vacancy; you’re inviting them to solve a mission-critical problem.
In this market, success isn’t about getting more applicants. It’s about precisely finding and convincing the one person who can actually do the job.
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