Recruitment beyond Europe: from alternative to imperative
In light of these dynamics, a growing number of transport and logistics companies are turning to third-country recruitment—particularly from South Asia, the Middle East, and parts of Africa. According to Novalife Global Recruiters, there is considerable demand for candidates from India, Pakistan, Sri Lanka, and South Africa. These individuals are typically young, career-oriented, and regard the role of driver as a viable and long-term professional path.
Waberer’s, one of the region’s leading transport operators, reports a notably low annual turnover rate of around 2% among their non-European drivers. The vast majority remain with the company for a minimum of two years, underscoring both their commitment and the effectiveness of well-managed onboarding processes.
A structured, transparent recruitment framework
As emphasised by PITD, the successful recruitment of third-country nationals necessitates a robust, multilayered process. According to Monal Sachdeva, CEO of Novalife, the full recruitment cycle typically spans 6 to 8 months. It encompasses candidate screening, verification of documentation and professional background, initial training modules, and practical assessments.
In the case of Waberer’s, evaluations take place in Dubai and include English proficiency testing, in-depth interviews, and practical examinations conducted on a manoeuvring range. Only upon successful completion of these assessments does the visa application phase begin, which itself takes an additional 2 to 4 months.
Upon arrival in the destination country, drivers participate in an adaptation and mentoring programme lasting from two weeks to one month. Only after the completion of this programme are they assigned to operate independently.
Vetting recruitment Agencies: Due diligence as standard
Participants in a recent webinar hosted by PITD and Novalife drew attention to the risks posed by unscrupulous recruitment intermediaries. There have been documented cases of drivers arriving without the requisite qualifications, lacking functional English, or demonstrating insufficient practical competence.
Sanaya Mistry, Director at Novalife, warns employers to remain vigilant for red flags such as agencies lacking proper licensing, with minimal operational history, or offering promises that clearly exceed realistic expectations. She strongly recommends face-to-face meetings with agency representatives and the signing of a detailed service agreement clearly outlining responsibilities, standards, and deliverables.
International recruitment: A strategic necessity, not a stopgap
Despite a degree of ongoing reluctance among some transport operators to engage with international talent pools, the prevailing market outlook leaves little room for doubt: third-country recruitment is no longer an optional contingency—it is a strategic imperative. As Konstantin Bohorszkij of Waberer’s notes, further deepening of the driver shortage in Europe is highly probable. Establishing professional, legally sound, and transparent recruitment pipelines will be of paramount importance for companies aiming to ensure business continuity and long-term competitiveness.
