Recruitment of line personnel for food production and retail in 2025

The food industry today occupies a leading position among industries with the highest demand for personnel. High competition for personnel remains, especially in comparison with the e-commerce sector, but the food industry traditionally demonstrates stability in terms of employment and salaries. According to Anton Lutsevich: "In modern conditions, food industry enterprises are faced with an acute shortage of personnel, especially in mass positions. High demand for personnel is due not only to the growth of production volumes, but also to significant staff turnover. This forces employers to look for new approaches to personnel management."

The key challenges that companies face when hiring employees are:

• Harsh working conditions that require physical strength and endurance.
• High staff turnover, especially in mass positions. According to GRADUS, up to 45% of new employees leave their jobs within the first three months.
• Lack of experience in HR services in organizing shift work with accommodation.
• Seasonal fluctuations in workload that require prompt increases or decreases in staff.
• Remoteness of enterprises from large population centers, which complicates attracting employees.
Anton Lutsevich noted: “Staff turnover in the food industry is one of the main challenges. Companies are forced not only to constantly recruit new employees, but also to invest in their training in order to reduce the outflow. In this regard, effective personnel management is becoming a strategic priority.”

According to GRADUS, the average salary in the food industry in the first quarter of 2025 was 65,300 rubles, which is 20% higher than the same period last year. However, enterprises are facing financial constraints, which may affect the dynamics of further salary growth.
The largest salary increase was recorded among packers - by 47%, to 88,043 rubles / month.
According to Gradus Staff Index, the most in-demand specialists in food enterprises are:
• Production line operator - from 65,000 rubles / month.
• Packer - from 55,000 rubles / month.
• Baker - pastry chef - from 80,000 rubles / month.
• Butcher - boner - from 85,000 rubles / month.
• Food production technologist - from 90,000 rubles / month.
• Food equipment operator – from 70,000 rubles/month.
• Food laboratory technician – from 60,000 rubles/month.

Anton Lutsevich presented a case study by GRADUS on optimizing food production operations in the context of seasonal increases in workload. The main tasks facing the enterprise were:
• Providing the facility with a sufficient number of personnel.
• Reducing staff turnover.
• Improving working conditions.
• Maintaining uninterrupted operations in the context of increasing volumes.
Solution:
1. Forming a dedicated project team
GRADUS allocated a separate team of specialists who were engaged in the comprehensive selection and adaptation of personnel. Personnel responsible for key stages were appointed: recruiting, training, logistics, and living conditions.
2. Comprehensive personnel selection
An effective strategy for finding and hiring employees was developed, allowing for promptly filling vacancies. A comprehensive approach to personnel selection ensured a stable staffing of qualified specialists who meet the requirements of the enterprise.
3. Implementation of shift work
To ensure the continuity of the production process, shift work (day and night shifts) was organized. This allowed us to distribute the workload evenly and eliminate downtime.
4. Effective training and adaptation
Each new employee underwent intensive introductory training before starting work. A special mentoring program was developed, thanks to which newcomers got used to the job faster and staff turnover was reduced.
5. Creating comfortable working conditions
Two dormitories with comfortable living conditions and a canteen with affordable food were equipped for employees. Transportation for employees to their place of work was also organized. These measures helped increase employee satisfaction and reduce the level of dismissals.
Results:
• Increased productivity: productivity standards were improved due to more efficient work organization.
• Increase in the number of permanent personnel: improved conditions contributed to an increase in the number of employees staying at the enterprise for a long time.
• Customer satisfaction: the client noted a significant improvement in the quality of staff work and a decrease in the personnel shortage.

The webinar showed that the labor market in the food industry remains extremely dynamic. High competition for personnel, seasonal fluctuations, and remoteness of enterprises require new approaches to personnel management. The use of modern recruitment methods, competent employee training, and the creation of comfortable working conditions are becoming key factors for success in 2025. Anton Lutsevich summarized: “The personnel crisis is a challenge, but also an opportunity for companies to reconsider their personnel management strategy. In the context of growing competition for personnel, it is those enterprises that are ready to invest in working conditions and employee development that will gain an advantage.”