What's the state of logistics hiring right now?

The flexible end of the labour market is where the action is. Temporary billings have increased for a fourth consecutive month, while permanent placements have finally stabilised after a decline running 45 months, since Liz Truss's premiership, according to the REC / KPMG Report on Jobs (S&P Global) REC and KPMG Report on Jobs, compiled by S&P Global.

For depots, that shift matters. When permanent hiring is cautious but temporary demand keeps climbing, it tells you employers are using short-term cover to meet volume they can see coming but don't want to lock in year-round. Peak is the clearest example of that pattern in logistics.

Which roles and dynamics drive depot peak demand?

Peak staffing in a depot is rarely one role. It's warehouse operatives picking and packing, goods-in and dispatch cover, forklift and reach truck drivers, loaders, and the shift supervisors who keep the floor moving. Demand spikes fast, often across nights and weekends, then eases once the surge passes.

The wider data explains why temporary cover fits this so well. With temporary billings rising for a fourth consecutive month in the REC / KPMG Report on Jobs (S&P Global) REC and KPMG Report on Jobs, employers are clearly choosing flexibility over fixed headcount. A depot can scale a shift up for a fortnight and scale it back down without carrying the cost through a quiet January.

How do you hire well for logistics peak?

Start early and plan the shift pattern before you plan the people. Know exactly how many operatives, drivers and supervisors each shift needs, and over which weeks, so you're recruiting to a clear target rather than reacting to a backlog.

• Map your peak weeks and shift coverage first, then recruit to that number.
• Prioritise people who can start quickly and are reliable across nights and weekends.
• Check the practical essentials up front: forklift or reach truck certification, right to work, and shift availability.
• Keep your process short so good people don't drift to a faster employer.
• Treat strong temporary workers as a pipeline for permanent roles later.

Speed is the quiet advantage. In a tight peak window, the depot that confirms a start date first usually wins the person, so a slow, multi-stage process costs you more than it protects.

Where do we fit for depot peak hiring?

This is where we help. We search a database of 15 million candidates to surface people who match your depot roles, shift patterns and location, and we rank a shortlist so you can move quickly during peak. Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost. Tell us the roles and shifts you need covered, and Reed.ai will start building your shortlist today.

Sources

• REC / KPMG Report on Jobs (S&P Global)