Recruitment and Talent Acquisition for Logistics and Transportation
Requisition to joining, the same way every time.
What this looks like in logistics and transportation
The parts of recruitment and talent acquisition that are specific to this sector, rather than general.
Recruiting Drivers and Hub Teams
A permanent shortage and a fast-moving market.
What this coversHide
Recruiting Drivers and Hub Teams
A permanent shortage and a fast-moving market.
What this coversHideDriver recruitment runs against a structural shortage. Candidates have options, decisions are made quickly, and a slow process loses people between interview and joining.
- Licence, endorsement and experience verified early, not at joining
- Fast decision and offer turnaround, measured in days
- Pay, route pattern and home time stated honestly upfront
- Referral programme from existing drivers as a primary channel
- Medical and document requirements handled in parallel, not sequentially
- Hub and warehouse hiring run as a distinct process
- Source and channel effectiveness tracked
- Early attrition analysed by hub and by supervisor
Driver referral is consistently the highest-quality channel in the sector and the most under-invested, because it requires paying existing drivers for something the business assumes it can get free.
The general method — what recruitment and talent acquisition covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the workforce and recruitment process page. What is above is the part that differs for logistics and transportation.
Other HR topics for logistics and transportation
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for logistics and transportation, or another industry.