How to Attract Top Talent to Scotland’s Food and Drink Sector

Scotland’s food and drink sector faces an undeniable challenge. A recent report highlighted that labour shortages in our industry sit at a concerning 5%, compared to just 2.9% across the UK’s wider manufacturing sector (Food and Drink Federation Scotland, 2024).  
 

With over 31% of Scottish businesses citing a stubbornly persistent skills mismatch (The Times, 2023), it’s evident that the industry must adapt rapidly to attract top talent.  

In this article, I explore some strategies  food and drink businesses in Scotland can implement to overcome critical recruitment challenges and strengthen their workforce.  
 

Lead with purpose  

Having a compelling brand story grounded in heritage, sustainability, and local pride can serve as a potent recruitment tool.  

Food brands that showcase their heritage and values not only appeal to consumers but can also attract candidates seeking purpose-driven employers. 
 

• Spotlight local roots in job advertising and career pages.  Recent campaigns we’ve worked on include, Cold Town Beer, Ardgowan and Walker’s Shortbread. 
   

According to research conducted by the Scotland Food & Drink Partnership, brands that underline their commitment to sustainability and responsible sourcing are seen as more desirable, not just by customers but prospective talent too. 
 

Build skills pipelines early 

Skills shortages aren’t resolved overnight - building partnerships with educational institutions and apprenticeship programmes lays the groundwork for long-term talent development. 
 

• Collaborate with Modern Apprenticeship (MA) schemes, - they saw a 31% year-on-year intake increase in Q4 2023/24, totalling 846 new starts during that period (Skills Development Scotland, 2024). 

• Partner with local schools, colleges, and universities to design training focused on roles pivotal to food and drink manufacturing. 
   

Exposing young people to the Scottish food industry and showcasing career pathways will make it a  first-choice option, rather than a fallback. 
 

Champion fair work and flexibility 

Our industry does not lend itself to flexible working, but we have made real strides towards becoming an attractive employment market through fairer wages and an emphasis on work-life balance. Employers in the food and drink sector can amplify these efforts further by offering: 
 

• Fair wages benchmarked against Scotland’s Real Living Wage (£12/hour for adjusted rural terms).  

• Flexible shifts - compressed four-day shift patterns, particularly for production line roles, can improve work/life balance . 

• Investing workplace benefits beyond compensation, such as educational stipends, childcare support, or transport reimbursements; all of which strengthen retention. 
   

Providing competitive compensation and flexible hours isn’t just good for employees; it builds loyalty and reduces turnover, directly impacting productivity. 
 

Net zero and ESG as talent magnets 

Although political discourse around this topic has changed in recent years,  sustainability remains a driver of business growth and an attractive feature for jobseekers.  
 

Scotland’s food and drink sector has already demonstrated its commitment to sustainability through its national strategy, Sustaining Scotland, Supplying the World. 
 

• Communicate your net zero goals clearly to both customers - this can be a real differentiator. Highlight employee participation in green initiatives like waste reduction teams or sustainable packaging efforts. 

• Use on-pack QR codes or social media to share progress related to your Environmental, Social and Governance (ESG) agenda. 
   

These initiatives can help to  attract eco-conscious professionals who want to contribute to meaningful change through their work. 
 

Widen the net with inclusive hiring  

In addressing critical labour shortages, the industry must take proactive steps to create a welcoming environment that attracts the broadest range of professionals.  
 

• Partner with initiatives like Women in Agriculture Training Fund, creating mentorship opportunities that demonstrate inclusivity. 

• Host “career taster” days or bootcamps for those curious about roles in food manufacturing or hospitality. 

• Wherever possible, ensure hiring panels are diverse, demonstrating commitment to inclusivity at all levels. 
   

According to the latest data from Skills Development Scotland, seafood vacancies alone remain alarmingly high (20–25% unfilled), reflecting both urgency and opportunity to diversify talent pipelines further. 
 

Leverage digital channels and specialist recruiters 

With fierce competition for talent, traditional hiring methods may not suffice. Instead, leverage digital platforms and experienced recruitment agencies to stand out. 
 

• Engage jobseekers via short-form video content on platforms like TikTok or LinkedIn. For example, showcase a day in the life of a head pastry chef or brewery technician.  Chat to our marketing team for support with ideas. 

• Offer employee referral programmes that reward both the referring employee (through product discounts or incentives) and the new hire. 

• Partner with specialist recruiters, like Eden Scott, known for their expertise in niche industries like aquaculture, distilleries and bakeries. 
   

Buzzworks, a thriving Scottish hospitality brand, successfully implemented purpose-led marketing and perks to recruit 60 employees within a challenging hiring environment. Successful case studies like this highlight the impact of merging digital innovation with tailored hiring tactics. 
 

Final thoughts 

By combining purpose, fair work practices, and innovative recruitment methods, Scottish food and drink employers can position themselves as industry leaders. 
 

• Looking for personalised guidance to enhance your recruitment efforts? Book a strategy call with our team today to discuss how we can help you attract and retain top-tier talent.