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Untapped spoke with Linfa Carvalho, Human Resources Manager at International Cargo Logistics Limited, to explore the challenges of recruiting for high-volume roles

Consumers  have access to pretty much anything they want through the internet with just the click of a button. According to the World Bank Group, global trade in goods and services is likely to rise more than threefold to $27 trillion in 2030. This incredible rise in e-commerce has created a huge surge in demand for companies that can efficiently transport products from place to place. 

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The rapid growth of the transport and logistics sector effectively increases the challenges of hiring high volumes of workers in an industry already known for its labour shortages, high turnover, and fluctuating seasonal demand. Recruiters looking to fill these roles need smart strategies to maintain workforce stability and efficiency. 

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Where does the challenge come from?

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High-volume recruitment is where you’re looking to fill a large number of roles within a short time frame. Screening can be difficult and time-consuming, while the quality of hire is often low. The transport and logistics sector, in particular, suffers from talent shortages and a high turnover. The pressure on recruiters to maintain a steady workforce can be immense.

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Linfa Carvalho, Human Resources Manager at International Cargo Logistics Limited, explains, “The logistics industry - particularly roles like drivers, warehouse operatives, and freight coordinators - faces a persistent shortage of skilled workers. Many roles have high turnover due to physically demanding work, long hours, and competitive wages being offered by other industries. Changing demographics also has an impact. Post-Brexit immigration policies have reduced the number of EU workers available for these roles, intensifying the competition for talent.”

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Let’s delve into this deeper. Firstly, transportation isn’t seen as an attractive sector by many job seekers, making it challenging to fill positions. It can be difficult to attract skilled workers because of the general perception that supply chain jobs are ‘unexciting’. Many people - specifically the younger generations - believe there is a lack of learning and development or growth opportunities within the industry. Put simply, the sector needs a reputation overhaul.  

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Seasonal fluctuations caused by retail peaks - such as Christmas and Black Friday - add their own unique challenges. At these times, companies need to be able to scale up their employee numbers quickly to meet demand. The popularity of gig economy platforms like Amazon Flex has intensified competition for labour, while sectors such as retail and hospitality draw from the same talent pool, making it more challenging to attract candidates.

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It’s also not straightforward to hire for these positions because there’s often a range of regulatory and compliance hurdles. Ensuring compliance while hiring at scale can be complex, and failure to do so can result in legal repercussions and reputational damage. Linfa explains: “Roles in logistics often require background checks, driver qualifications, or health and safety certifications. Ensuring candidates meet these requirements without delaying the hiring process is a common challenge.” 

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She continues, “Other strains come from salary pressures and rising costs. Creating effective direct hiring strategies (such as referral programmes, local job fairs, or digital job advertising) requires time and effort but is essential for long-term success.”

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Strategies to overcome industry challenges

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We know that logistics hiring needs a better solution than regular recruitment strategies. So, what can recruiters do to save time and still attract strong candidates? Creating a compelling employer brand is key to standing out in a competitive market. Transparent communication about job expectations, showcasing career progression opportunities, and offering competitive pay and benefits can attract high-quality candidates. 

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“Overcoming the challenges of high-volume recruitment in transport and logistics requires a mix of proactive workforce planning, better job marketing, and retention strategies,” explains Linfa. “To attract talent, we need to showcase the long-term career potential, training opportunities, and benefits. We can also highlight employee success stories and career progression, competitive pay and benefits within legal frameworks, invest in training and development and promote flexible work arrangements and well-being support. It’s important to offer realistic job previews so candidates understand the role before applying, reducing early turnover.”

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Look at where the bottlenecks are in your existing recruitment process. Create a data-driven hiring process and track your recruitment metrics, so you can see what works and what doesn’t. This will enable you to refine strategies and make improvements. 

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You can streamline the hiring process with the assistance of tech to reduce hiring time and improve efficiency. Tracking key metrics (such as time-to-hire and source effectiveness) enables continuous improvement. By automating parts of your candidate selection flow, you can ensure the process is as smooth as possible. Applicant tracking systems (ATS) and AI-driven candidate screening can help recruiters process applications faster and identify the best candidates quickly. 

The right technology can also improve the experience for your candidates and help to reduce drop-off rates. Use mobile-friendly applications, digital onboarding tools, and automated responses to keep them updated on the progress of their application. Strong communication matters. Even when you’re hiring at volume, you should strive to deliver an outstanding candidate experience to every applicant. 

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With the number of positions that need to be filled, a key strategy is to expand talent pools by tapping into underrepresented groups. For transport and logistics, this includes women, retirees, career changers, and younger workers. Outreach programs, partnerships with training institutions, and apprenticeship schemes can all help to bridge skill gaps and bring fresh talent into the industry. 

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Linfa says, “At International Cargo Logistics Limited, employee well-being and development are key priorities. Our CEO shares regular listening sessions with our employees to gain their feedback. We have a strong focus on Personal Development Plans (PDPs) and training to support career growth. To ensure a well-rounded benefits package, we offer Death in Service cover, an Employee Assistance Programme (EAP) for mental well-being (including support for employees and their families), mental health awareness initiatives, social events, and eye care vouchers. We actively encourage work placements, providing opportunities for individuals to gain valuable industry experience.”

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“Retaining talent is a major focus, and the success stories we see from our initiatives are truly inspiring. By fostering a supportive and growth-oriented work environment, we strive to create a workplace where employees feel valued and motivated to build long-term careers.” She continues, “The key to overcoming recruitment challenges in transport and logistics is thinking beyond just filling vacancies - it's about retaining and developing talent. By improving job perception, investing in people, and streamlining recruitment, companies can build a more sustainable workforce.”

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