Imagine you have a critical sales or freight forwarding management role open. You screen dozens of resumes, hold a first interview, then a second. By the third conversation you believe you have the perfect fit, only to learn they have accepted another offer. You must restart the search and weeks of effort go to waste.
Research shows that 60% of candidates withdraw after two weeks without feedback. In freight forwarding and air freight logistics, where qualified professionals are in high demand, lengthy or repetitive processes quickly drive them to faster moving competitors.
What drives candidates away?
- Too many similar interviews
You ask about freight forwarding jobs experience in round one, then cover the same topics in a separate culture fit call. Candidates grow frustrated when they repeat themselves - Overlapping interviewers
Different managers each run general interviews. Candidates end up repeating their story several times and feel their time is not respected - Slow feedback loops
Gaps of more than a few days between stages make candidates doubt your interest and pursue other opportunities
How to keep candidates engaged
- Apply the three question rule
- Round one covers technical competence, for example knowledge of air freight regulations or HS code classifications
- Round two assesses team and culture fit
- Round three finalises compensation, start date and logistics
Each stage must have a clear distinct purpose. If it does not, merge or remove it
- Merge redundant stages
Combine compensation and logistics discussions into a single call. Group skill fit and culture questions when possible. Fewer rounds mean less scheduling friction
- Enforce 24-hour feedback
Debrief within one day of each interview. Use one shared scorecard so all stakeholders align at the same time. Then communicate next steps immediately
How Freight Appointments can support you
Freight Appointments maintains a vetted network of freight forwarders, air freight specialists and operations managers. We learn your specific needs, including sector, role level, function and company culture, and match you only with candidates who have already cleared basic screens. That means
- You interview fewer more relevant candidates for your freight forwarding jobs
- You reduce interview stages without risking fit, because each candidate arrives pre qualified
- You accelerate decision cycles as our team handles scheduling and feedback collection on your behalf
Our clients fill critical roles in days rather than weeks without sacrificing candidate quality or long term retention.
To learn more and receive our guide Speed Up Your Freight Hiring: The 5-Step Guide upon release, email hello@freightappointments.com with the subject “Send me the Speed Hiring Guide.”
