​Finding the right person for a freight and logistics role isn't always straightforward.

Many employers begin by creating a list of technical requirements. Experience with CargoWise, knowledge of Customs procedures, import or export documentation, dangerous goods, or specific industry sectors often become the focus of the hiring process.

These skills certainly matter.

However, after more than 25 years recruiting exclusively within the freight and logistics industry, I've found that technical capability alone rarely predicts long-term success.

Some of the best hires I've seen weren't necessarily the people who ticked every box on paper.

They were the people who demonstrated the right strengths.

Technical skills can often be developed through training and experience.

The human strengths that underpin long-term success are much harder to teach.

Are you hiring for today's role or tomorrow's employee?

One of the biggest hiring mistakes I see is recruiting only for the immediate vacancy.

It's understandable.

There is work to be done.

The team needs support.

You need someone who can contribute quickly.

But the best hiring decisions also consider the future.

Will this person continue learning?

Can they adapt as the business grows?

Will they build strong relationships with customers and colleagues?

Can they solve problems independently?

These qualities often become far more valuable than whether someone has experience using a particular system.

Curiosity creates better employees

One of the strongest indicators of future success is curiosity.

Curious employees don't simply complete tasks.

They want to understand why something works.

They ask questions.

They look for better ways of doing things.

In freight and logistics, where regulations, technology and customer expectations continually evolve, curiosity becomes a competitive advantage.

Technical knowledge can become outdated.

A willingness to learn rarely does.

Communication is critical

Every shipment depends on communication.

Customers.

Warehouses.

Transport providers.

Shipping lines.

Customs brokers.

Internal teams.

The ability to communicate clearly can prevent small issues from becoming major problems.

When interviewing candidates, don't simply assess what they know.

Pay attention to how they explain situations.

Can they simplify complex information?

Do they listen carefully before responding?

Do they demonstrate empathy when discussing difficult situations?

Communication skills often influence customer satisfaction just as much as operational knowledge.

Problem solvers reduce risk

Freight rarely goes exactly to plan.

Flights are cancelled.

Documentation is incomplete.

Unexpected delays occur.

The strongest employees aren't those who never encounter problems.

They're the people who remain calm, assess the situation and work towards practical solutions.

When interviewing candidates, ask them about challenges they've faced.

The solution they describe is often more valuable than the problem itself.

Adaptability matters more than ever

The freight and logistics industry continues to evolve.

Artificial Intelligence is changing administrative tasks.

Automation is streamlining processes.

Customer expectations continue to shift.

Hiring people who embrace change rather than resist it gives businesses greater flexibility in the future.

Look for examples where candidates have learned new systems, taken on additional responsibilities or adapted to changing business needs.

Past behaviour often predicts future performance.

Attention to detail protects your business

In freight, small mistakes can have significant consequences.

Incorrect documentation.

Missing information.

Simple data entry errors.

Each has the potential to delay shipments, create unnecessary costs or impact customer relationships.

Attention to detail is therefore one of the most valuable strengths a candidate can possess.

Rather than asking whether someone has good attention to detail, explore examples that demonstrate it.

How do they check their work?

How do they minimise errors?

What processes have they introduced to improve accuracy?

Emotional intelligence builds strong teams

Technical ability is important.

Working effectively with people is equally valuable.

Freight can be a high-pressure environment where deadlines, customer expectations and operational challenges intersect daily.

Candidates with strong emotional intelligence communicate respectfully, manage pressure effectively and contribute positively to workplace culture.

These qualities become increasingly important as employees move into leadership positions.

Experience isn't always the best predictor

One of the most rewarding parts of recruitment is seeing someone exceed expectations.

Some of the best placements I've made weren't the candidates with the longest resumes.

They were the candidates who demonstrated the right attitude, curiosity and willingness to learn.

Experience remains important.

But potential should never be overlooked.

When businesses become too focused on finding someone who has done the exact same job before, they risk missing exceptional talent.

Looking beyond the resume

Resumes tell you what someone has done.

Interviews should help you understand who they are.

Ask questions that uncover how candidates think.

How they approach challenges.

How they communicate.

How they've learned from mistakes.

How they build relationships.

These strengths are often what determine whether someone becomes a good employee or an exceptional one.

Final thoughts

Technical skills will always play an important role in freight and logistics recruitment.

However, they're only part of the picture.

The organisations that consistently make strong hiring decisions look beyond technical capability.

They identify people who are curious, adaptable, communicate well, solve problems and contribute positively to their teams.

These are the strengths that help businesses navigate change, retain talented employees and build resilient organisations.

After more than 25 years recruiting within freight and logistics, I've found that while technical skills help someone secure a job, it's often their human strengths that determine how far they'll go.