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.
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.
Planners and team leaders often come from a competitor, and their contract may then contain a non-compete or non-solicitation clause. What to check is set out in Can you hire someone with a non-compete clause in the Netherlands, and what is changing?
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.
Recruiting where turnover and distribution count
Frequently asked questions about recruiting logistics staff
By recruiting honestly and moving fast. People who know exactly what the work, the schedule and the salary look like up front are less likely to drop out after the first week. And people who get personal contact within a day don't disappear to another employer while waiting for a reply. Both are standard in our route.
Yes. For continuous needs we set up a structural inflow pipeline: campaigns that keep running, a fixed selection route and a talent pool under your own name. That's exactly where an RPO partnership makes the difference compared to one-off recruitment actions or ongoing temp staffing.
Yes. For planning, staff and leadership roles we combine campaigns with targeted sourcing and a personal approach. That target group is smaller and more critical, so the story about your operation, systems and growth plans carries more weight than with operational roles. Both routes run side by side within a partnership.
Then your offer needs to be in line with the market, no campaign can make up for that. But salary is rarely the whole story: security, atmosphere, schedules and commute time all count. We investigate what sets your offer apart and make that explicit. And if the offer really isn't competitive, we tell you honestly.
In the short term often yes, in the long term usually not. Agency staff require no recruitment budget and you only pay for hours worked, but that hourly rate includes the agency's margin and you pay it again every month. Recruiting yourself requires an upfront investment, but gives you people on your own payroll, plus a talent pool and an employer brand that make the next vacancy easier. For peaks: agency staff. For the permanent core: recruit.
You recruit drivers where they are: on their phone, during breaks and after their shift. Video from the cab and the yard works better than a vacancy text, especially when one of your own drivers talks about the routes, the equipment and the planning. Be specific about shifts, home times and pay, because that is what they compare on. Make applying possible in a few questions on the phone and call back the same day. A driver who has to wait a day is driving for someone else in the meantime.
You recruit warehouse staff regionally and with a clear offer. Travel time, shifts, pay and the atmosphere on the floor decide the choice, so put those first in the campaign. For the younger target group, TikTok, Snapchat and Instagram work with short videos of the real work; for a broader age group, Meta with targeting by place of residence. Keep the application short, without a CV, and follow up the same day. If you need larger numbers at once, we set that up as volume recruitment.
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.