Let’s face it. Most companies spend more time calculating the cost of a recruiting fee than the true value of the person being hired.
But if you’ve ever had one employee who completely transformed your team’s results (i.e. someone who took ownership, built trust, and raised the bar), you already know what that kind of impact is worth.
At CS Recruiting, we work with hiring leaders across North America who understand one key truth: great people drive great business outcomes. While a bad hire comes at a steep cost, the right one delivers exponential returns for your supply chain team and your bottom line.
Here’s what we’re seeing from the front lines of supply chain recruiting and how to start thinking about talent as an investment, not just an expense.
1️⃣ The Hidden Cost of a Bad Hire
We hear it all the time: “We just need to fill this role.” But urgency often leads to poor decisions. And poor decisions get expensive fast.
How much does a bad hire cost?
According to industry studies, the true cost can be 30 to 50 percent of that employee’s annual salary. But in logistics and supply chain roles, the impact runs even deeper:
- Lost productivity
- Client relationship damage
- Operational errors and rework
- Low morale or turnover ripple effects
When you settle for a mismatch, the short-term win can lead to long-term losses. That’s why working with a specialized supply chain recruiting agency is so important.
📌 Want to go deeper on the real cost of turnover?
Check out our blog: The Hidden Costs of Employee Turnover
2️⃣ The Multiplier Effect of Top Talent
On the flip side, one high-performing hire can create a ripple effect across your team. This is especially true in transportation, freight brokerage, and supply chain operations roles.
What’s the ROI of hiring the right person?
- They reduce errors and increase efficiency
- They influence and develop others
- They help retain talent by raising the culture bar
- They generate real business value through revenue growth, cost savings, and innovation
In executive search for supply chain roles, the stakes are even higher. A VP of Operations or Director of Logistics can directly impact millions in annual costs and revenue. That’s the kind of hiring ROI in logistics that companies cannot afford to overlook.
3️⃣ The Numbers Don’t Lie, but You Have to Track Them
Companies often track time-to-fill and cost-per-hire, but overlook the bigger picture.
How do I calculate the impact of a strong hire on my business?
Start with questions like:
- What goals or KPIs has this hire helped us hit faster?
- How much time or money have they saved us?
- Who have they influenced or helped retain?
To help make this easier, we created a 30/60/90 Day Retention Checklist that helps leaders measure impact beyond Day 1 and set new hires up for success in the first 90 days.
📥 Download the 30/60/90 Day Retention Checklist: A Practical Guide for Onboarding and Measuring ROI
4️⃣ The Value of a Great Hire Goes Beyond the Role
When someone is the right fit, they do more than their job. They improve morale. They take initiative. They stay longer. They make your company better.
A strong hire gives you time back as a leader. They allow you to focus on strategy instead of micromanagement. That kind of trust and capability is hard to measure, but it is often the clearest sign of a high-impact hire.
Hiring always comes with risk, but partnering with trusted logistics recruiters and a supply chain recruiting agency helps reduce that risk and maximize your upside.
If you want to build a high-performing team, prioritize quality over speed. One great hire can change everything.
Hiring the right person is only the beginning. Keeping them engaged in those critical first 90 days is where the real ROI compounds.
One great hire can change everything. Make sure you keep them and maximize their impact with our 30/60/90 Day Retention Checklist.
Want to measure the impact of your next hire?
Download our 30/60/90 Day Retention Checklist to set new hires up for long-term success. This practical tool helps you measure both the financial and cultural ROI of a strong logistics or supply chain hire in the first 90 days.
Want to go deeper on the real cost of turnover?
Check out our blog: The Hidden Costs of Employee Turnover
It breaks down the ripple effect of poor hiring decisions and how to avoid them.
Need help finding your next difference-maker?
Explore our hiring approach and see how our team of trusted logistics recruiters and supply chain recruiting experts can help you build a team that lasts.