Economic pressures, advancements in AI, shifting candidate expectations, and more recently, new tariffs imposed by the U.S. government are all reshaping the global landscape. These changes are influencing everything from production planning to logistics strategies, and with them, the skills and expertise businesses need to succeed.
In this changing environment, attracting and retaining top supply chain talent in 2025 will require more than business-as-usual approaches. Organisations must proactively adapt to new candidate priorities, market dynamics, and technological advancements to stay competitive.
In this article, we’ll explore:
- The key market shifts redefining supply chain recruitment
- What supply chain candidates are looking for in 2025
- How to recruit smarter using technology, strategy, and brand positioning
What top talent is looking for in supply chain roles
Understanding what motivates supply chain professionals is essential for businesses looking to build high-performing teams. According to insights from Miller Leith’s latest Supply Chain Insights Report, today’s candidates are more focused than ever on finding roles that align with both their professional and personal priorities.
Here’s what’s driving candidate decisions in 2025:
- Salary and Stability:
With ongoing economic uncertainty, competitive salaries and secure employment opportunities remain top priorities for candidates assessing their next career move.
- Work-Life Balance:
Flexibility is no longer a nice-to-have. It’s a must. 68% of supply chain professionals express a strong preference for hybrid work models, ideally working from home at least two days per week.
- Career Growth and Development:
Learning and development opportunities are becoming a key differentiator. Yet, only 32% of candidates currently have access to structured upskilling programs, signalling a clear opportunity for employers to stand out.
- Company Culture:
Inclusive, supportive workplaces are high on candidates’ wish lists. People want to work where they feel valued, heard, and supported to do their best work.
- Sustainability and Ethics:
Environmental responsibility and ethical business practices are increasingly influencing employment decisions. Candidates are looking for employers who can demonstrate genuine commitment in these areas.
To attract and retain top supply chain talent, businesses must ensure their Employee Value Proposition (EVP) authentically reflect these evolving priorities. Those who invest in building a compelling EVP, and communicate it effectively, will have a clear edge in the talent race.
Actionable steps for employers on supply chain recruitment
According to the World Economic Forum’s ‘Future of Jobs Report’, 45% of employers are struggling to attract talent, highlighting the urgent need for smarter recruitment strategies.
In an evolving market, businesses that champion innovation, invest in their people, and cultivate agile, high-performing teams will lead the way in attracting top talent. But it doesn’t stop there. Meeting candidate expectations at every stage of the hiring journey is just as crucial. From clearly defined roles and competitive salaries to flexible working and a strong stance on sustainability, here are six key areas to get right when it comes to engaging today’s top talent.
Ensure detailed and accurate job descriptions
Attracting the right candidates starts with clear and targeted job descriptions. As supply chain roles evolve, candidates expect transparency around required skills and tools.
Employers should clearly outline:
- Technical tools: ERP systems like SAP or Oracle, and data tools like Power BI or Tableau.
- Specialised skills: Ecommerce logistics, sustainable procurement, and circular economy knowledge.
- Adaptability: The ability to manage disruption and work across departments.
Precise job descriptions not only improve candidate quality but also strengthen your employer brand, signalling professionalism and industry insight.
Offer competitive salaries based on role and location
In today’s market, salary remains the top priority for supply chain candidates. Offering competitive remuneration is essential to attract and retain the best talent.
Employers should benchmark salaries based on role seniority and location. For example:
- Supply Chain Managers typically range between $130,000–$160,000 in VIC and NSW, while in QLD, the range may start slightly lower.
- Logistics and Transport Supervisors often command salaries between $90,000–$110,000, depending on experience and operational scale.
- Procurement Specialists and Merchandise Planners are also seeing salary growth due to increasing demand for strategic sourcing skills.
Leveraging current salary data helps you stay competitive and demonstrates a genuine commitment to valuing your people.
Access the latest salary data in our Supply Chain Insights & Salary Guide
Invest in upskilling and L&D
Career development opportunities are increasingly non-negotiable for supply chain professionals. Employers can set themselves apart by introducing initiatives such as:
- Structured L&D programs tailored to supply chain functions.
- Clear career progression pathways to support long-term employee growth.
- Professional development budgets that empower staff to pursue relevant courses, certifications, or leadership programs.
By investing in upskilling, you not only future proof your workforce but also build stronger employee loyalty.
Provide flexibility in working arrangements
Flexibility has become a cornerstone of candidate expectations, particularly in supply chain, where operational demands often vary. According to our report, 68% of professionals want to work from home at least two days per week.
To stay competitive, employers should explore flexible arrangements that meet both business needs and employee preferences, such as:
- Hybrid work options, where feasible
- Relocation support or adjusted hours when remote work isn’t viable
In today’s market, flexibility isn’t a perk, it’s a key driver of talent attraction and retention.
How Miller Leith’s specialist recruiters can help
Partnering with a specialist recruitment agency gives you the edge when it comes to attracting and retaining top supply chain talent. At Miller Leith, we bring deep industry insight and a genuine commitment to building long-term partnerships that go beyond just filling roles.
With a dedicated focus on Supply Chain & Logistics recruitment, we match candidates not only on technical expertise but also on cultural and personal alignment, because the right fit drives performance, engagement, and retention.
Whether you’re planning ahead or need to hire now, our team is here to provide tailored recruitment support and real-time market insights.
Get in touch with us for a confidential discussion.
And don’t miss the 2025 Supply Chain & Logistics Employment Insights & Salary Guide for the latest trends, data, and candidate expectations.