The light industrial and warehouse sectors have seen rapid growth and transformation over the past five years, driven by pandemic-related supply chain constraints, economic stimulus policies, and evolving global trade dynamics. As we enter 2025, these industries continue to expand, with a strong labor market and increasing demand for skilled workers. However, hiring challenges persist as workforce demographics shift, and employers must adapt their strategies to attract and retain talent in a competitive landscape.
This report explores key hiring trends, the rise of skills-based hiring, and how changing workforce expectations—especially among Millennials and Gen Z—are reshaping recruitment and retention strategies.
Key Industry Trends in 2025
Continued Growth & Demand for Workers: The warehouse and logistics sector has added hundreds of thousands of jobs since the pandemic, and demand remains strong as e-commerce and domestic manufacturing continue to expand. Light industrial roles, fueled by economic policies & response to pandemic supply-chain exposure, have also seen increased hiring in key regions across the U.S.
Shifting Workforce Demographics: The labor force in these industries is evolving, with a younger, more diverse workforce replacing retiring Baby Boomers. Gen Z and Millennials now make up the majority of new hires, bringing different expectations for work-life balance, job stability, and career growth.
Skills-Based Hiring on the Rise: Employers are moving away from traditional job requirements, such as years of experience or formal education, and prioritizing skills-based hiring. This trend is helping businesses fill roles faster while also expanding access to job opportunities for underrepresented workers.
Increased reliance upon staffing & temp agencies: While nowhere near the peak of the pandemic in terms of demand, many companies in these industries have had a continued reliance upon staffing and temp agencies to bridge the gap. This will continue for those who are unable to find alternatives to poor applicant quality from their recruitment marketing strategy.
Impact of Global Trade Policies: The potential reintroduction of tariffs and ongoing geopolitical instability are causing companies to rethink supply chain strategies. As businesses shift production and warehousing closer to home, demand for light industrial and logistics workers continues to grow.
Tactical Tips for Recruiting and Retention
1. Emphasize Skills-Based Hiring to Expand Your Talent Pool
Why It Matters: Many employers struggle to find workers who meet outdated job requirements. By focusing on transferable skills rather than experience, companies can hire faster and reduce unnecessary barriers to employment.
Examples of evolving skills by common roles:
Practical Steps:
Remove Unnecessary Experience Requirements: Instead of requiring “3+ years of experience,” specify the key competencies needed for the job.
Be Real: According to a recent report from Lightcast, “Over the past three years, the average job has seen one-third of its skills change.” - Have you updated your job descriptions and expectations accordingly?
Offer On-the-Job Training: Investing in training programs helps bridge skills gaps and improves retention rates.
2. Adapt to a Changing Workforce Demographic
Why It Matters: Millennials and Gen Z now make up the majority of new hires, and they have different expectations than previous generations. They prioritize flexibility, technology-driven workplaces, and clear career pathways.
Practical Steps:
Use Mobile-First Hiring Platforms: With 87% of Gen Z job seekers applying for jobs via smartphone, platforms like JobGet make it easier to reach them.
Offer Life-Work Balance: Flexible shifts, predictable schedules, and wellness benefits attract younger workers who value personal time.
Highlight Career Growth: Create transparent career paths so workers can see opportunities for advancement within your company.
3. Build an Employer Brand That Attracts the Right Candidates
Why It Matters: In a competitive job market, companies with strong employer brands attract higher-quality applicants. Workers are looking for stability, fair treatment, and a culture that values them.
Practical Steps:
Inspect Your Online Reputation: Poor employer ratings on job sites can deter high-quality candidates. Way too many employers fail to recognize that they have very unfavorable reviews on Indeed. And then they invest thousands of dollars per month in advertising next to that poor review. And then they struggle with poor-quality applicants.
Promote & lean into Employee Stories: Share real testimonials from workers about career growth and promote workplace culture through organic + appropriate short-form video content on social media.
Referral & Network Effect: Employees who refer new hires tend to bring in more reliable, high-performing workers. Quality candidates that come from social apps like JobGet are also likely to already be leveraging the network and can dramatically change your outcomes with organic referrals & word of mouth.
4. Provide Competitive Pay and Benefits
Why It Matters: Inflation and rising living costs mean workers are prioritizing pay transparency and financial stability when choosing jobs.
Practical Steps:
Be Transparent About Pay in Job Postings: Roles that display compensation get more applicants and higher-quality candidates.
Consider Same-Day Pay Options: Many workers prefer instant access to earnings rather than waiting for a biweekly paycheck.
Expand Benefits Beyond Health Insurance: Transportation stipends, childcare support, and mental health resources can make your company more attractive to top talent.
5. Prepare for a More Resilient Workforce Strategy
Why It Matters: Ongoing global supply chain uncertainties mean companies need to build resilient workforces that can adapt to rapid demand shifts.
Practical Steps:
Cross-Train Employees: Workers with multiple skill sets can be redeployed during supply chain fluctuations, reducing downtime.
Strengthen Employee Engagement: Higher engagement leads to lower turnover. Offer incentives for meeting performance goals and recognizing outstanding contributions.
Use Data to Optimize Workforce Planning: AI-driven workforce analytics can help predict hiring needs and optimize scheduling to reduce understaffing and overtime costs.
Looking Ahead: The Future of Hiring in Light Industrial & Warehouse Roles
The demand for warehouse and light industrial workers is expected to remain strong in 2025. However, employers who fail to adapt to new workforce expectations will struggle to attract and retain top talent. By embracing skills-based hiring, investing in employer branding, and leveraging technology to streamline hiring; companies can build resilient, engaged teams that drive long-term success.
"Companies that recognize the generational shift in the workforce and tailor their hiring strategies accordingly will be the ones best positioned for sustained growth," says an industry expert.
Looking for a smarter way to attract high-quality warehouse and light industrial talent? JobGet's AI-driven, app-first hiring platform helps you reach the next generation of workers quickly and efficiently.
Start hiring smarter today—schedule time with the JobGet team.
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