Overcoming Hiring Bottlenecks in Freight Forwarding with Arza’s Proven Sourcing Strategy

Hiring skilled professionals in the freight forwarding industry around the Lower Mainland presents unique challenges. Companies often face delays that affect operations, customer satisfaction, and overall efficiency. Identifying the top hiring bottlenecks and understanding how Arza’s sourcing and vetting process addresses these issues can help freight forwarders reduce vacancy days and fill critical roles faster.

Common Hiring Bottlenecks in Freight Forwarding

Freight forwarding in the Lower Mainland faces three main hiring challenges:

1. Limited Talent Pool for Specialized Roles

The logistics sector requires candidates with specific skills such as customs brokerage knowledge, import/export compliance, and experience with port operations. The local talent pool for these specialized roles is often small, making it difficult to find qualified candidates quickly.

2. Lengthy Screening and Vetting Processes

Due to the complexity of freight forwarding roles, companies must conduct thorough background checks, certification verification, and skills assessments. This process can extend the time-to-fill significantly, leaving critical positions vacant longer than desired.

3. High Turnover and Seasonal Demand Fluctuations

The freight industry experiences seasonal peaks and drops, which create fluctuating hiring needs. High turnover rates in some logistics roles add to the challenge, requiring companies to repeatedly source and onboard new employees under tight timelines.

How Arza’s Extra-Mile Sourcing and Vetting Reduces Time-to-Fill

Arza has developed a sourcing strategy tailored to the logistics sector’s unique demands. Their approach focuses on reducing vacancy days by addressing the bottlenecks head-on.

Deep Local Presence and Industry Knowledge

With 20 years of experience in the Lower Mainland, Arza understands the local market dynamics and the specific skills freight forwarders need. This insight allows them to target the right candidates efficiently.

Proactive Candidate Engagement

Arza maintains a robust network of logistics professionals, including passive candidates who are not actively job hunting but open to new opportunities. This proactive engagement shortens the search phase.

Rigorous Pre-Screening and Skills Verification

Before presenting candidates, Arza conducts detailed vetting, including:

• Verification of certifications and licenses relevant to freight forwarding and logistics

• Background checks tailored to compliance requirements

• Skills assessments aligned with job demands

  
  

This thorough process ensures clients receive only qualified candidates, reducing the risk of mismatches and re-hiring delays.

Flexible Staffing Solutions for Seasonal Needs

Arza offers scalable staffing options to accommodate seasonal demand spikes. This flexibility helps freight forwarders maintain operational continuity without prolonged vacancies.

Measurable Outcomes from Arza’s Approach

Clients working with Arza have reported significant improvements in their hiring metrics:

• Time-to-fill reduced by up to 40% compared to traditional recruitment methods

• Vacancy days have been cut from an average of 45 to 27 days for key logistics roles

• Higher retention rates due to better candidate-job fit from thorough vetting

• Faster onboarding processes supported by pre-verified candidate pools

  
  

For example, a Lower Mainland freight forwarding company partnered with Arza to fill customs brokerage positions. The company saw placements completed within three weeks, compared to the previous average of six weeks, enabling uninterrupted operations during a critical shipping season.

Building Trust Through Two Decades of Local Experience

Arza’s 20 years of supplying logistics positions in the region have built strong relationships with both clients and candidates. Their reputation for reliability and deep understanding of freight forwarding requirements makes them a trusted partner for companies facing hiring challenges.

This long-standing presence means Arza can anticipate market shifts and adjust sourcing strategies accordingly, keeping clients ahead in a competitive hiring environment.

Practical Tips for Freight Forwarders to Overcome Hiring Challenges

While partnering with a specialist like Arza offers clear benefits, freight forwarders can also take steps to improve their hiring outcomes:

• Define clear job requirements to streamline candidate screening

• Leverage local networks and industry groups to expand talent reach

• Implement structured interview and assessment processes to ensure candidate quality

• Plan ahead for seasonal hiring needs to avoid last-minute vacancies

• Invest in employee retention programs to reduce turnover impact

  
  

Combining these practices with Arza’s sourcing expertise creates a comprehensive solution for hiring bottlenecks.