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.
A checklist for seasonal logistics hiring
- Start ten to twelve weeks before the peak
- Keep a reserve list of approved candidates
- Write the requirements so they can be checked with a short question
- Reply to every candidate within a day
- Track cost per qualified candidate and time to first candidate
A simple way to start
Pick one role or one location, apply the checklist for a few weeks and record the numbers. Then compare with your current process. Results depend on the role, the market and the season, so treat any benchmark as a guide and rely on your own figures.
What is the most common mistake?
Changing many things at once, so you never learn which change worked. Change one thing at a time and write down what happened.
How do we measure progress?
Use cost per qualified candidate, time to first qualified candidate and the share of candidates who reach an interview. Review them weekly.
What about candidate data?
Candidate data is personal data. Check consent, storage and retention rules that apply to your company and market before you start.
Want to increase your candidate flow?
Let's talk about how SmartHire can help your business fill roles faster.
First filtered candidates within 3–5 days · No commitment