​As someone who recruits operational talent across food manufacturing, fresh produce, horticulture, and agriculture, I see the festive season not just as a commercial peak but as a pressure cooker of performance, planning, and people, with some businesses seeing an uplift of 300% when it comes to their temporary agency demand.

From the factory floor to the packhouse, Christmas demand doesn’t just test machinery; it truly tests the resilience of teams and processes, the agility of leadership, and the strength of recruitment pipelines.

The Operational Reality

In the build-up to Christmas, manufacturers face a triple challenge:

• Volume spikes

• Retailers ramp up orders for seasonal SKUs, party platters, and fresh produce, often with short lead times and little room for error.

• Labour shortfalls

• Seasonal uplift exposes cracks in workforce planning. Many businesses scramble to fill temporary roles, but the real pressure sits with permanent teams stretched to their limits.

• Compliance and Quality

• With BRC audits, customer standards, and shelf-life targets, there’s no margin for compromise, especially when the days are disappearing.

As a recruiter, I’m often asked to find candidates who can “hit the ground running.” But in December, that ground is already moving. The best individuals aren’t just skilled, they’re calm under pressure, collaborative, commercially aware and super understanding of what they are about to get stuck into.

Supply Chain Strain: Where Operations Meets Agility

Operational leaders are navigating:

• Raw Material issues

• From imported spices to local veg, availability can shift overnight.

• Transport bottlenecks

• Chilled logistics are stretched, and delays ripple through production schedules.

• Retail unpredictability

• Promotions, weather, and consumer trends can swing demand wildly.

This is where strong planning managers, shift leaders, and supply chain coordinators make the difference. I’ve seen businesses thrive simply because they had the right people in the right roles, people who could pivot, problem-solve, and keep teams focused.

I remember one year, a business went into a peak period with major technology issues and had to go back to paper and pen! They flew through it, long days, lots of stress, but the people made it work.

Recruitment Strategy: Building Resilience Before the Rush

The best-prepared manufacturers start early. Here’s what I advise clients every autumn:

• Map your uplift: Know which lines, shifts, and roles will feel the pressure and when.

• Secure your core team: Don’t rely on seasonal temps to carry critical operations, especially nowadays with the quality of temp staff not quite being what it used to be. Invest in permanent hires who can lead and train others for the long term, not just for the here and now.

• Streamline onboarding: Fast-track induction packs, buddy systems, and shift briefings. The smoother the start, the stronger the performance. However, getting the foundations right, first time, will save you headaches whilst in your busiest period.

And for candidates? I encourage them to lean into the opportunity. Christmas roles often lead to permanent offers, especially for those who show initiative, reliability, and a cool head.

Conclusion: People Power Drives Christmas Success

Behind every festive product is a team of operators, engineers, planners, and leaders making it happen. As a recruiter, my job is to connect businesses with the talent that can thrive under pressure and help candidates find roles where they can shine.

At the end of the day, everyone needs their Christmas Dinner!

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