- 60% of logistics jobs are undergoing AI and robotics transformation, but 7 in 10 workers are left behind - only 28% report access to training
- 3 in 4 logistics companies report acute worker shortages, a challenge that goes beyond the holiday season.
- Companies are frontloading talent with permanent job postings climbing 16% ahead of Black Friday and the holiday rush, yet this short-term staffing spree still fails to address structural talent shortage.
- Fewer than half of logistics workers (46%) feel fairly paid. This highlights the growing disconnect between strong employer hiring activity and workers’ perceptions of reward and recognition.
New data from Randstad reveals that logistics hiring has rebounded sharply following a slowdown earlier this year, as companies gear up for Black Friday and the festive season. Worldwide, permanent job postings have risen 16% year-on-year, from a low of 396,000 in June to 461,000 by September, recording steady month-on-month growth of 4–8% through the summer. Similarly, in the US for example, job postings for temporary warehouse logistics workers grew by over 150% over the last two years. This sustained surge suggests that the challenge of finding talent has increased.
However, this hiring rebound masks a systemic talent crisis: 3 in 4 logistics organizations (76%) report facing acute talent shortages that go beyond the holiday season. There’s an urgency to attract and retain workers to address long-term talent scarcity, as well as meet demand ahead of the busiest period of the year.
Compounding systemic scarcity is a significant skills gap: while 60% of logistics roles are expected to change through AI and automation, only 28% of talent report access to training and upskilling opportunities. As a result, upskilling hasn’t caught up with the digital transformation, leaving many workers feeling unprepared for the demands of changing modern logistics technology.
The growing demand for talent also reflects the continued expansion and complexity of e-commerce, which requires larger, more sophisticated fulfillment networks year-round, not just during peak seasons. Across advanced economies, employers can’t find enough skilled hands. This resurgence underscores a wider revolution of blue collar work outside of seasonal demand.
the fairness and future-ready gaps: the logistics sector crisis.
The pace of digital transformation and automation is quicker than the sector’s workforce development. This is critical to address as our research reveals significant changes across roles in the sector.
For example, the role of a Warehouse Operator is rapidly shifting from manual picking and packing to supervising complex robotic systems, requiring new skills in data interpretation and exception management. Similarly, the Truck Driver is moving away from basic navigation to overseeing semi-autonomous convoys and working with AI-optimized routes, underscoring the shift toward a more digital operational future.
Talent is calling for greater opportunities to develop and progress, with nearly a third (30%) saying they would leave their current role due to a lack of career advancement. This signals a clear demand for structured pathways and skills investment.
Talent is calling for greater opportunities to develop and progress, with nearly a third (30%) saying they would leave their current role due to a lack of career advancement. This signals a clear demand for structured pathways and skills investment.
At the same time, the skills challenge is compounded by workers feeling undervalued, despite growing demand for talent in this sector. According to Randstad’s Workmonitor 2025 data, pay and flexibility in terms of working hours are the biggest motivator for talent in logistics, yet fewer than half (46%) feel they are paid fairly for the work they do, and almost half (49%) have left previous jobs due to inadequate wages.
While more than half (55%) of logistics professionals entered the sector because of job availability, this data shows workers now expect more than just employment. They’re looking for fair pay, flexibility and clear career progression opportunities - areas where employers have a major opportunity to differentiate themselves in a competitive market.
Sander van ‘t Noordende, Randstad CEO, commented:
"We see a massive wake-up call in logistics. This isn't just about finding more drivers or pickers for the holidays; it's about structural changes. The worker who used to lift boxes now has to run more complex systems. We're telling workers their job is going digital, but then they’re offered limited access to training - less than 3 in 10 get it. It’s time for employers to play catch up and invest in the huge potential of blue collar talent. We can no longer run a 21st-century supply chain with a 20th-century mindset."
about randstad.
Randstad is a global talent leader with the vision to be the world’s most equitable and specialized talent company. As a partner for talent and through our four specializations - Operational, Professional, Digital and Enterprise - we provide clients with the high-quality, diverse and agile workforces that they need to succeed in a talent scarce world. We help people secure meaningful roles, develop relevant skills and find purpose and belonging in their workplace. Through the value we create, we are committed to a better and more sustainable future for all.
Headquartered in the Netherlands, Randstad operates in 39 markets and has approximately 40,000 employees. In 2024, we supported over 1.7 million talent to find work and generated a revenue of € 24.1 billion. Randstad N.V. is listed on the Euronext Amsterdam.
For more information, see www.randstad.com.
about Workmonitor.
The Randstad Workmonitor, now in its 22nd year, explores the views of working people in 35 markets across Europe, Asia-Pacific and the Americas. It aims to provide an inside look at their attitudes, ambitions and expectations as the world of work continues to transform.
It is conducted online among respondents aged 18–67 who are either employed for at least 24 hours per week, sole traders, or unemployed but considering looking for a job in the future. The minimum sample size is 500 interviews per market. Evalueserve is used for sampling purposes.
The survey was conducted between October 7 and November 6, 2024 among over 26,000 workers in Argentina, Australia, Austria, Belgium, Brazil, Canada, Chile, China, Czech Republic, Denmark, France, Germany, Greece, Hong Kong SAR, Hungary, India, Italy, Japan, Luxembourg, Malaysia, Mexico, the Netherlands, New Zealand, Norway, Poland, Portugal, Romania, Singapore, Spain, Sweden, Switzerland, Türkiye, the United Kingdom, the United States and Uruguay.