Logistics staff
Warehouses compete for the same hands and planners are thin on the ground. We make sure your vacancies stand out and candidates don't drop out halfway.
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How do you find logistics staff?
You recruit logistics staff with regional campaigns, a concrete offer covering salary, shifts and commute, and an application without hurdles. In this sector candidates compare several employers at once, so the speed of your follow-up often decides who gets the candidate. For planning and management roles, targeted sourcing comes on top.
Explore our complete approachRecruiting in a market with high turnover
Logistics sees a lot of people coming in and just as many leaving. Candidates can often start tomorrow at the distribution center down the road, so every day of delay in your process is a lost candidate. At the same time, you don't just want hands, you want people who stay.
Our approach therefore tackles both sides of the same problem: speeding up inflow with visible campaigns and a frictionless application route, and limiting dropout by being honest about the work and screening for motivation instead of availability alone.
The region defines the pool
In logistics, commute time is a harder deciding factor than almost anything else. So we start with the question of where your people can realistically come from, and build campaigns around that. For this target group, a great offer outside commuting distance is no offer at all.
More than the warehouse
Planners, team leaders and logistics engineers need a different route than operational roles: less volume, more personal outreach and a substantive story about the operation. Within a partnership those routes run side by side, each with its own approach, just as we decide per vacancy. Mainly looking for numbers? Then also have a look at volume recruitment.
What works for logistics vacancies
Examples of tactics that work well in this sector. The exact mix follows from the analysis of your situation.
- Campaigns within commuting distance
- Aimed at the places where your target group lives, with commute time and accessibility built into the message.
- A concrete offer up front
- Salary, shifts and growth clear from the start. That filters at the front door and prevents dropout later on.
- Same-day follow-up
- An application means a phone call. Whoever gives clarity fastest wins the candidate from the competition.
- Your name, your pool
- Candidates choose your company, not an agency. That's how you build a pool for the next round.
PROOF FROM PRACTICE
Recruiting where turnover and distribution count
Frequently asked questions about logistics recruitment
Further reading
Getting your inflow moving ?
Tell us which logistics roles are open. We'll show you where your candidates are and how we bring them in.
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