The UK’s driver shortage is often discussed as a recent challenge, but according to Noz Miah, it’s a problem that has existed for decades.
In this episode of Talent Matters, Dave Jenkins sits down with the Founder and Managing Director of Aim Recruit to explore what recruiters can learn from one of the UK’s longest-running talent shortages.
From building a specialist recruitment business from scratch to navigating candidate-led markets, workforce challenges, and technological change, Noz shares lessons from more than 20 years in recruitment.
Skills Shortages Are Often Long-Term Problems
Many people associate the driver shortage with Brexit or Covid. While both events intensified the issue, Noz explains that the shortage existed long before either happened.
For years, the logistics sector has struggled to attract enough new entrants to replace an ageing workforce. Brexit reduced the available labour pool, while Covid exposed just how dependent supply chains were on qualified drivers.
The lesson for recruiters is simple: some talent shortages aren’t temporary. They require long-term workforce planning, industry promotion, and a sustained focus on attracting new people into the sector.
Candidate-Led Markets Change Everything
One of the biggest changes Noz has seen throughout his career is the shift towards a candidate-led market.
In logistics, employers can no longer assume there will always be another candidate available. Skilled drivers are in demand, which means businesses must work harder to attract, engage, and retain talent.
This shift has changed the relationship between employers and candidates. Recruitment is no longer just about assessing suitability. It’s increasingly about creating opportunities that candidates actually want to pursue.
For recruiters operating in competitive sectors, the logistics industry offers an early glimpse into what many other markets are experiencing today.
Technology Should Improve Efficiency, Not Replace People
The conversation inevitably turned to AI and automation.
While Noz acknowledges the efficiency gains technology can deliver, he remains cautious about the idea of fully automated recruitment.
Technology can help recruiters manage information, streamline processes, and reduce administration. However, recruitment still relies heavily on judgement, experience, and understanding people.
The best recruiters use technology to remove repetitive tasks, allowing them to spend more time building relationships and making better hiring decisions.
Remote Working Can Create Competitive Advantages
Unlike many recruitment businesses that returned to office-based working after the pandemic, Aim Recruit has embraced a more distributed model.
For Noz, remote working isn’t just about flexibility. It’s about proximity to the market.
Having team members located near key fuel terminals and logistics hubs allows the business to maintain a local presence without opening multiple offices. This creates greater efficiency while still keeping recruiters close to candidates and clients.
The approach highlights an important lesson: remote working strategies should be designed around business objectives, not simply workplace preferences.
Young People Need Better Visibility of Career Opportunities
One of the most interesting parts of the conversation focused on Noz’s latest initiative, Youth in Trucks.
The project aims to help more young people access training, funding, and opportunities within logistics.
A key challenge is awareness. Many young people simply don’t know what opportunities exist within the sector or how much some roles can earn.
This isn’t unique to logistics. Many industries struggle to attract talent because potential candidates don’t fully understand the career paths available to them.
By improving visibility and access to training, businesses can help solve workforce shortages before they become critical.
Great Recruitment Businesses Are Built Over Time
When asked what advice he would give his younger self, Noz’s answer was surprisingly simple: slow down.
Like many founders, he spent the early years focused on growth and activity. Over time, he realised that sustainable success comes from building strong processes, developing relationships, and creating systems that support long-term growth.
It’s a lesson that applies whether you’re running a specialist logistics agency or a recruitment business in any other market.
The most successful agencies aren’t built overnight. They’re built through consistency, continuous improvement, and a willingness to adapt as markets evolve.
About Noz Miah and Aim Recruit
Noz Miah is the Founder and Managing Director of Aim Recruit, a specialist recruitment business serving the transport and logistics sector. With more than 20 years of industry experience, he has built a reputation for helping organisations solve complex workforce challenges across distribution, fuel logistics, and transport operations.
