Volume hiring in logistics and transport: managing seasonal spikes

Logistics and transport is one of the industries where volume hiring is most critical — and where traditional channels work worst. Drivers and warehouse workers don't use job boards much, they're locally anchored, and they respond poorly to bureaucratic application processes.

Timing: start 10–12 weeks before the season

Peak e-commerce season, summer in tourism, or Q4 in wholesale — all have known dates. Companies that start sourcing 10–12 weeks in advance have time to build the pipeline, screen and onboard properly. Companies that start three weeks out pay more and hire whoever's available.

Channels that work for drivers and warehouse workers

• Meta (Facebook): the strongest channel for 30–55-year-olds in logistics — broad reach and low cost per lead
• TikTok and Snapchat: effective for reaching younger warehouse workers under 28
• Local geotargeting: ads within 15–25 km of the depot convert substantially better than broad national campaigns
• Video ads showing a typical working day: the best-converting content format for operational roles

The application process cannot have barriers

CV requirements eliminate 60–70% of potential candidates in logistics. An expression of interest — name, phone number, postcode and one qualifying question (valid licence category, yes or no) — is the maximum you should ask for in the first step. The rest is confirmed in the screening conversation.

The reserve pool: the strategic advantage

Logistics companies with recurring seasonal needs should build a reserve pool of previous employees and pre-qualified candidates who can be activated quickly. SmartHire keeps this pool updated — you can contact relevant candidates directly without restarting sourcing from scratch.