Finding and keeping the right people is one of the biggest challenges in global freight forwarding. Experienced teams are critical to industry success, from managing international trade regulations to coordinating complex operations. With a shrinking talent pool and rising competition for the brightest minds, businesses must focus on attracting new talent and supporting long-term freight careers. 

What is your business doing to address these challenges? From competitive pay and career development to creating a supportive workplace culture, attracting and retaining employees requires a thoughtful approach. Without the right strategies in place, it’s hard to stay competitive and meet the demands of the forwarding industry.

This guide will explore the recruitment and retention strategies businesses need to secure skilled teams and build long-term freight careers, helping to drive success in a sector that depends on its people.

The Hiring Stage: Attracting Talent

The freight forwarding industry faces a growing challenge in securing the workforce needed to manage complex operations. Recent data highlights the urgency: 76% of supply chain and logistics leaders across Europe, Canada, and the US report workforce shortages, with 37% describing them as severe. These shortages, driven by an ageing workforce, evolving skill needs, and competition from other industries, demand a shift in how businesses approach freight recruitment. 

In response, many companies have shifted their focus towards hiring entry-level candidates and career switchers. Many job postings requiring no prior experience have surged by 333%, reflecting efforts to bring fresh talent into the sector. 

However, filling vacancies is only part of the solution. To truly address the talent gap, organisations must show how these roles can grow into long-term freight forwarding careers, supported by clear development opportunities and a commitment to employee growth.

Recruitment Challenges in Freight Forwarding 

Freight forwarding businesses face several key barriers to attracting talent:

• An Ageing Workforce: Many experienced professionals are retiring, creating significant gaps in expertise that younger generations are not yet entering the field in sufficient numbers to fill.
• ‍Evolving Skill Requirements: Modern freight forwarding roles demand a combination of operational knowledge and digital proficiency, such as working with freight management tools and interpreting data.
• ‍Perception of the Industry: Freight forwarding is often seen as a high-pressure, transient field, making it seemingly less appealing to candidates looking for ‘stable’, rewarding careers.
• ‍Global Competition: With logistics professionals in high demand worldwide, businesses must work harder to stand out in a competitive hiring market.

These challenges highlight the need for targeted recruitment strategies that reflect the evolving demands of the sector and better communicate its long-term potential to candidates.

Creating Career Pathways 

Career progression is a powerful tool for attracting and retaining talent in freight forwarding. While the sector depends on experienced professionals, pathways from entry-level roles to leadership positions are not always clearly defined. Organisations must demonstrate how roles such as Import or Export Coordinators or Customs Clerks can evolve into positions like Operations Directors, Head of Customs Brokerage or regional Import/Export Managers, providing employees with a vision for their future in the industry.

Younger workers, in particular, seek transparency in career development. Offering structured progression plans, mentorship opportunities, and showcasing real success stories can highlight the organisation's commitment to its workforce. 

Offering Competitive Pay and Benefits 

As you might expect, compensation and benefits play a crucial role in attracting and retaining employees in freight forwarding. With roles requiring precision, resilience, and a deep understanding of global logistics, candidates expect pay and benefits that match the demands of the job. Recent studies show that 70% of Gen Z workers prioritise salary, while 62% of younger employees would leave their current role for better benefits.

It’s not just about offering competitive pay; freight forwarding businesses must go further to meet the expectations of today’s workforce. Candidates want transparency and rewards that align with their contributions. To achieve this, businesses can:

• Develop clear pay structures by conducting regular salary reviews tied to industry benchmarks and communicating how pay decisions are made.

• Incentivise performance with bonuses tied to measurable achievements, such as maintaining on-time delivery rates or improving shipment accuracy.

• Offer relevant benefits like health insurance, wellness programs, and flexible working options, which are particularly appealing in a high-demand sector.

• Support professional growth through training allowances, certifications, or career progression pathways, ensuring the industry attracts ambitious candidates.

Competitive pay and meaningful benefits show employees they are valued while directly addressing recruitment and retention challenges. In a sector as demanding as freight forwarding, this investment ensures businesses have the skilled, motivated teams they need to thrive.

Shifting Industry Perceptions 

Freight forwarding is a non-negotiable for global trade, yet misconceptions about the industry persist. Many potential candidates see it as operationally demanding and overlook its role in connecting markets and supporting supply chain solutions. These perceptions often deter young professionals who seek purpose, growth and long-term potential in their careers. 

Sustainability is one example of what today’s workforce values. A recent survey found that 61% of workers aged 18-34 want their employers to invest more in sustainability initiatives, compared to 51% of all employees. Highlighting efforts to reduce environmental impact, whether through green technologies or efficient routing practices, not only reflects a modern approach but resonates with the priorities of younger candidates.

To attract talent, freight forwarding businesses should also:

• Demonstrate the industry’s global impact, emphasising its role in keeping commerce moving and supporting international trade.

• Showcase career progression, providing clear examples of how entry-level roles can lead to leadership positions.

• Highlight meaningful work by focusing on the sector’s problem-solving role in global logistics and trade.

Reframing freight forwarding as a sector where freight careers can thrive helps attract a wider pool of candidates and appeals to those seeking lasting opportunities in the industry.

Building a Retention-Focused Culture

Attracting talent to the freight forwarding industry is just the beginning. Retention is what transforms new hires into long-term contributors, ensuring employees stay, grow, and thrive within your organisation. While some turnover is inevitable, businesses have significant opportunities to encourage loyalty and support employees in building lasting careers.

Following the pandemic and recent economic instability, many employees are rethinking what they want from their roles. Stability, growth opportunities, and support for personal well-being are now central to their decision to stay. For freight forwarding companies, focusing on these areas ensures employees remain engaged and ready to help meet the demands of a growing sector.

Why Retention Matters

Retention isn’t just about avoiding recruitment costs—it’s about securing the long-term stability that the freight forwarding sector depends on. High turnover disrupts operations, weakens client relationships, and drives up costs. Recruitment, onboarding, and training for specialised logistics staff require significant time and resources.

Long-serving employees bring value in ways that new hires simply cannot:

• Operational knowledge deepens over time, making processes smoother and reducing costly errors.

• Stronger client relationships come from consistent interactions, building trust and supporting growth.

• Lower costs come from reduced hiring needs, freeing resources to focus on training and development instead.

By investing in retention, businesses build teams that not only meet current demands but drive future growth.

Retention strategies for the freight forwarding sector

Retention is an ongoing challenge in freight forwarding, but it’s also an opportunity to build a more resilient and skilled workforce. Attracting talent is important, but retaining employees ensures operational continuity, reduces costs, and strengthens the foundation for long-term freight careers.

Let’s explore some practical areas to focus on, ensuring employees remain engaged and see freight forwarding as a career with long-term potential.

Promoting Stability 

Stability has become a top priority for workers across industries, but it’s particularly critical in freight forwarding, where global trade fluctuations and economic instability can impact operations. Over 77% of employees now prioritise job stability over salary or benefits when evaluating opportunities. For businesses, this means that offering reassurance about the company’s future is as important as providing competitive compensation.

In freight forwarding, where delays or mismanagement can have ripple effects throughout the supply chain, stable teams are essential. Communicating openly about market trends and the organisation’s resilience can build employee trust. By linking roles to the company’s growth strategy—such as how they contribute to optimising trade lanes or improving customs clearance efficiency—businesses can show employees their importance in achieving long-term goals.

Encouraging Growth and Development 

Employees stay with organisations that offer clear progression pathways. In the freight forwarding sector, where operational expertise is vital, creating opportunities for professional growth helps retain talent and bridge the skills gap. Without visible career pathways, employees—especially younger ones—may look elsewhere for progression opportunities.

Offering structured training programs and certifications for areas like digital logistics tools or regulatory compliance demonstrates a commitment to employee growth. Mentorship programs are another way to help newer employees develop, connecting them with experienced colleagues who can share practical insights. 

Supporting Work-Life Balance 

Work-life balance has become a deciding factor for employees considering whether to stay in their roles. Addressing these challenges is crucial for freight forwarding, where roles can involve long hours or physical demands. Work-life balance is becoming increasingly important, with 61% of workers stating they would reject a role that disrupts it. Meanwhile, 33% of logistics professionals report regularly working overtime, highlighting a key challenge within the sector.

Providing flexible options for roles like customer service or operations and ensuring consistent schedules for on-site staff can make a significant difference. Employee wellbeing programs, such as mental health support or ergonomic improvements, show employees they are valued not just for their output but as individuals. Supporting balance helps create a more satisfied and committed workforce.

Recognising and Retaining Expertise 

Freight forwarding relies heavily on experienced employees who understand the complexities of supply chains, customs processes, and client relationships. Losing this expertise disrupts workflows and weakens operational efficiency. Retaining these employees ensures continuity and helps businesses meet industry demands.

Recognising contributions is key to retention. Regular performance reviews, clear paths to leadership, and incentives like extended leave or tenure-based bonuses signal to employees that their expertise is valued. A culture that consistently acknowledges effort—especially during peak periods—helps strengthen loyalty and build cohesive teams for the future.

Final Thoughts: Driving Long-Term Careers in Freight Forwarding

Retention in freight forwarding is about creating a workplace where employees see long-term potential and feel supported in their growth. Addressing key challenges, such as the need for stability and transparent career development, helps staff feel more connected to their roles and the organisation. Offering competitive pay, opportunities for advancement, and a focus on work-life balance ensures employees can build fulfilling careers within the business.

For companies, prioritising retention means reducing turnover, maintaining operational expertise, and building teams that can manage the complexities of global logistics. By focusing on their workforce, businesses position themselves for stronger performance and a more sustainable future in the freight forwarding sector.

Need Support Finding and Retaining Freight Talent?

At Freight Appointments, we know how challenging it can be to build the right team in a competitive industry. That’s why we deliver recruitment solutions tailored to your needs, from identifying top candidates for critical roles to handling confidential searches with care. Our focus is on connecting you with professionals who are skilled and ready to build long-term careers with your organisation.

Get in touch today, and let us help you secure the freight forwarding talent to drive your success.