Robbing Peter to pay Paul? The current reality of Supply Chain, Logistics and Sales recruitment

With the UK’s unemployment rate rising slightly to 4.6% in the three months to April 2025 (ONS, June 2025), the labour market remains historically tight. Employment remains high, and most skilled professionals are already in work. For employers, particularly those seeking experienced, mid-to-senior professionals, recruitment today is less about accessing untapped talent, and more about appealing to professionals who are already in work.

At Cast, we see this dynamic every day. In specialisms like supply chain, procurement, logistics, FMCG purchasing, and logistics sales, there is a clear demand for experienced individuals who can hit the ground running. These roles require niche knowledge and commercial sharpness and that means targeting candidates who are currently delivering results elsewhere.

It’s about recognising the value of experience and the importance of employer brand in a candidate-led market.

What’s driving the shift?

The recruitment landscape has evolved rapidly due to a combination of structural and strategic pressures:

• Tight labour market: Most skilled professionals are already in roles. The idea of a “hidden” talent pool simply doesn’t apply to many business-critical vacancies.
• Evolving skill sets: Today’s roles demand new technical capabilities - whether it’s procurement professionals fluent in ESG compliance or logistics leaders who can drive digital transformation.
• Reduced access to overseas professionals: Post-Brexit immigration policies continue to affect talent availability, especially in operational and supply chain roles.
• Pressure to perform: Businesses can’t afford long onboarding periods or steep learning curves. They need professionals who can make an impact from day one. (and if you have a very urgent gap or need s certain skill-set for a limited period of time for a project for example, you may want to consider a contract hire rather than perm)

In this environment, employer reputation and visibility are just as important as the job description itself.

It’s not poaching. It’s positioning.

A well-managed recruitment process respects both the candidate’s current employer and the candidate’s right to consider new opportunities.

The difference lies in how businesses engage with potential hires. A thoughtful, brand-aligned approach ensures that even passive candidates see your opportunity as compelling rather than transactional. And the best way to do that? Make sure your employer brand is working for you at every touchpoint.

Real-world examples: where demand meets expertise

In the UK, we’re seeing growing demand for talent in these critical areas:

• FMCG Purchasing: With ongoing supply chain disruption and inflationary pressure, businesses need purchasing leads who can manage volatility, negotiate value, and support sustainability targets. These are high-responsibility roles that require real-world experience.
• Logistics & Transport Sales: Commercially sharp professionals with sector-specific insight, CRM mastery, and existing client relationships are at a premium. The strongest candidates are high achievers ready for the next challenge.
• Supply Chain & Procurement: From S&OP leadership to ERP implementations and supplier engagement strategies, today’s supply chain teams are central to commercial performance. Businesses want strategic professionals who can lead with confidence, not just manage processes.

These vacancies demand strategic thinking, proven delivery, and the credibility that comes with experience.

The importance of employer brand and how a recruiter can support it

In today’s market, a job ad alone won’t attract top-tier candidates. That’s why your employer brand - how your organisation is perceived by current and potential talent - plays a central role in successful hiring.

The right recruitment partner does more than fill a vacancy. We also:

• Understand your culture and reflect it accurately in the marketplace
• Approach candidates with professionalism and respect, acting as an extension of your employer brand
• Manage delicate conversations discreetly, particularly with passive candidates who may not be actively job-seeking, or when recruiting confidential positions
• Position your opportunity credibly, balancing the business case with personal growth potential for the candidate

Done well, recruitment doesn’t just bring in the right person, it reinforces your reputation as a great place to work.

Today’s recruitment challenges stem from a combination of low unemployment and limited internal upskilling across many organisations. With fewer people actively seeking opportunities and a lack of structured development in some businesses, the talent pool for skilled, mid-to-senior roles is tighter than ever. 

This is a reflection of a market where demand outpaces supply, and where experience and adaptability are at a premium. In this environment, businesses need to be proactive and strategic in how they engage with talent, ensuring they offer not just a job doing the same thing as before, but a clear opportunity for career growth.

In a landscape where experience counts and culture matters, your employer brand and how it’s represented in the market, can be the key to unlocking your talent strategy.

If you want to work with a recruitment partner that understands the demands of matching specialist candidates with the right businesses, working as an extension of your employer brand, then get in touch.

We’re here to help.