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- our mission statement
- our mission statement
We’re an innovative agency with a mission: to help candidates grow and businesses evolve. Through our personalised approach – we make this happen. We’re honest open, ready to listen, and always stick by our core values: to show grit, be smart, act fearless and work together.
We connect jobseekers and employers across the entire UK. Our sector-specific teams with unrivalled industry knowledge deliver tailor-made solutions for candidates and businesses. To date, we’ve placed tens of thousands of professionals nationwide.
We operate in four diverse sectors: Engineering, Health, HVACR and Logistics. Each division has its own dedicated team of recruiters who are excellent recruiters and experts in their respective markets.
What does it take to be Whiteonian?
Whiteonians show grit. That means displaying courage, character, persistence – and a passion for success.
Whiteonians work together. By providing positive, honest and reliable experiences, we form beneficial partnerships with clients, candidates and each other.
Whiteonians are smart. By constantly learning about our sectors, we can think strategically, present solutions that our competitors can’t, and keep an eye on the long game.
Whiteonians act fearless. We’re daring in pursuing clients, confident about delivering results, and unafraid of challenging the status quo
We know our stuff. When clients and candidates engage with us, they really are getting a team of specialists. Our recruiters are experts in their sectors, and great people!
WR HVACR: What were the biggest trends of the 2010s?In HVACR, the 2010s have seen a lot of change. As we settle into a new decade, we decided to take a look back at the last 10 years, and ask our consultants about the biggest HVACR shifts and trends that they’ve observed. Here’s what they had to say:HVACR trends: legislationOne growing HVACR trend has been the raft of new legislation affecting the sector. In order to address rising CO2 levels, many laws have been created to cut carbon emissions. While some of these have had mixed success – such as the Renewable Heat Initiative (RHI) – the shift towards increased legislation doesn’t look like it’s slowing down. As an industry that plays such a vital role in reducing the UK carbon footprint, any changes will undoubtedly affect HVACR. There are two recent notable changes to beaware of:Gas boiler ban - In March 2019, Phillip Hammond announced new standards as part of the UK’s growing movement towards sustainability, with fossil-fuel heating systems no longer to be installed in new homes after 2025. F Gas ban – Strict regulations around F-gas refrigerants were introduced to control the use of fluorinated greenhouse gases in Europe. As a result, any owners and manufacturers of refrigeration and air conditioning systems located in the EU d UK need to ensure these are compliant with these regulations. Skills shortages Another trend witnessed across the HVACR sector is a growing skills shortage. With record employment driving up salaries and a notable lack of interest from young workers, companies are finding it harder than ever to fill vacancies. There is also a lack of trainingand development being offered to workers – something that was strongly reflected in our employee satisfaction whitepaper. According to the 5,548 HVACR professionals we surveyed, just 39% believed they have the opportunity to develop with their employer, while just 43% said they received sufficient training.Ultimately, if companies are to address the current skills shortage they will need to produce more talent from upskilling and promoting from within. While there is understandably some reluctance towards this, with companies being hesitant to invest in talent after suffering due to RHI – it is essential for the health of the sector.AutomationThere has also been a trend towards increased automation across HVACR. This is mostly as a result of sustainability and energy management becoming important to the public as well as being required by law. WR HVACRThe 2010s have seen a huge amount of changes – and the next 10 years are likely to see further industry-wide developments. However, while some areas have advanced remarkably, in many other aspects the market has remained the same. At WR HVACR, regardless of the external situation, we’ve continued to source and place high quality talent. We have specialist expertise in all aspects of HVACR, assisting small enterprises all the way through to large blue-chip corporations.Our recruiters are highly-regarded in their field: they know the industry inside out and keep pace with developments to stay on top of their game. We deliver timely, stress-free recruitment, and pride ourselves on attracting and placing the best talent.To make your job search as seamless as possible, we offer a range of services: contingent, exclusive, and our brand new model, WR Search. This service saves businesses time and money, providing state-of-the-art insight, behavioral analysis, and advanced tools for candidates to land their dream jobs.If you’re seeking a new position, or are an organisation with vacancies in this area, contact us today
With roles in healthcare being relatively stagnant for some time, recent years has seen the rise of some new roles within the sector to bridge gaps, increase accessibility and reduce strain on NHS services. A decade ago we saw the introduction of the Physician Associate (PA) role in the UK, inspired by the US model to help ease the workload of doctors, PA’s work across primary and secondary care and play a vital role in providing continuity of care for patients with around 600 qualified PA’s as of 2018 and numbers enrolling to study continuing to increase year on year.Last year we saw the first group of qualified Nursing Associates join the NMC register in January. By September 2019 nearly 1000 more had joined bringing the total number up to 1488. This made up just over 12% of the increase of professionals on the register in 2019, a record year for the NMC with over 706,000 registrants able to practice in the UK. But just how much of an impact will the newly established Nursing Associates have on the UK social care sector?The qualification was originally developed in 2015 by Health Education England as a way to bridge the gap of knowledge between care assistants and registered nurses. For the first batch of students in January 2017, 11 NHS trust test sites were chosen to lead the 2 year training programmes with a further 24 sites joining later that year and even more now incorporating the programme. A range of settings are covered across these sites to represent the variety of work places that students could move into once qualified including hospices, community, care homes, acute care and mental health trusts. Although accountable for their own practice and conduct, it’s important to remember nursing associates won’t be a substitute for registered nurses and instead will act as a support for them within the workplace. The list of skills that nursing associates will have includes;- taking and interpreting vital signs such as pulse, blood pressure and pulse oximetry- collect and observe sputum, urine stool and vomit samples- undertake neurological observations- maintenance of skin integrity- assisting with personal care- manage wounds and undertake wound care- support with hydration and nutritional needs- make suggestions about appropriate hygienic care- recognise bowel and bladder patterns to identify problems- recognise and manage the risk of falls- administer oxygen, injections and medications through various routes- support at end of life care Although the number of active nurses on the NMC register has hit a record high, so have nursing vacancies – there are currently estimated to be approximately 12% of nursing posts empty which means a shortage of over 43,000 members of staff in the sector! As the nursing associate programme is much more accessible; needing to obtain level 9 to 4 (A-C) in English and Maths at GSCE level to meet entry requirements, hopefully this pathway will gain more traction later offering those qualified to undertake a nursing degree of approximately 18 months compared to the usual 3 years. Will this help to increase the number of active registered nurses? With nursing associates being able to take on some clinical duties, this will in turn free up nurses time to deal with more complex cases which should if nothing else reduce some of the pressures nurses are currently facing every day.The nursing associate programme has also coincided with a massive change in the UK – the hot topic of Brexit! Although overall figures on the NMC register have grown by over 8000 nurses, midwifes and nursing associates throughout 2019, figures of EU/EEA qualified staff registered in the UK has hit a worrying low figure, falling by over 1000. What will this mean for the future of our diverse work force in the NHS? Whilst this fact is definitely concerning, it is worth noting that those overseas registering from outside of the EU/EEA to work in the UK has actually grown dramatically by 4065 (a 5.5% increase).As we enter 2020, there are many questions and debates around the current situations within healthcare.Will the new nursing associate pathway lead to more qualified nurses in the long run? Will they be used to substitute nurses rather than supplement them as intended? There is definitely still skepticism about how it will all pan out but in teams that have integrated nursing associates so far, feedback has been extremely positive so it’s definitely an exciting time to watch the changes coming in the future and hopefully make a dent in improving an overworked (and often unappreciated!) workforce.Most of this information has come from the NHS, so I’d love to hear from managers within social care with your thoughts on the nursing associate pathway, particular in nursing homes. Have you adopted workers with this qualification in to your services or look to do so in the future?What impact do you think this will have on the sector? Is it going to help?
In transport and logistics, the 2010s have seen a lot of change. As we settle into a new decade, we decided to take look back at the last 10 years, and ask our consultants about the biggest shifts and trends that they’ve observed. Here’s what they had to say:Logistics trends: DigitalisationDigitalisation has been the major logistics trends of the last 10 years. As the nature of roles and operations have changed – companies are now looking to bring in talent with technical experience. While past operations could be managed with an excel spreadsheet and whiteboard, technological advancement is now making this impossible.However, this sea-change risks leaving an older, more experienced generation behind, with some companies preferring to engage emerging talent. Ironically, though, this group is showing very little interest in the sector. Currently, only 8% of people aged between 11-20 years old consider logistics to be an attractive career option.To combat this, industry figures need to get in front of young audiences to talk about the benefits of working in logistics. Careers advice will also need to be improved, and students should be given exposure to the industry at key decision making stagesin their lives.AIClosely tied in with increased digitalisation is the rise of AI and automation in the sector. While this logistics trend is only just gathering pace, many large firms are automating large swathes of their workforce, with an eventual view towards driverless vehicles and automated warehouses. This will undoubtedly have a huge effect on the talent landscape. For example, some clients we work with have introduced innovations such as voice picking in warehouses. At Ocado, the company has spent the last few years designing highly automated fulfilment centres. One such operation in Andover is set to process 3.5 million items, or around 65,000 orders a week. Whether this trend will extend out to SMEs and smaller operation remains to be seen. BrexitFinally, like almost all other sectors, Brexit has had an effect on logistics. The prevailing impact of Brexit has been to introduce widespread uncertainty to the sector. As transport and logistics relies on large numbers of EU talent, companies could potentially befaced with a murkier picture when it comes to hiring.However, on the whole, organisations have been holding fire on making change to their talent strategies, as uncertainty has been so high. Despite this, one area where we have seen increased demand is for workers with customs experience. Our own data has shown a 183% rise in demand since last year. WR LogisticsThe 2010s have seen a huge amount of changes and trends in logistics – and as technology gathers pace – the next 10 years are likely to see further industry-wide developments. However, at WR Logistics, regardless of the situation, we’ve got the expertise to ensure both business and workers thrive. Our consultants possess an in-depth understanding of the sector and the needs of clients and candidates. We’ve managed staffing requirements for some of the largest organisations in the UK, covering positions of all levels. We connect the best talent in the logistics industry with exciting career opportunities at fantastic organisations.To make your logistics job search as seamless as possible, we offer a range of services: contingent, exclusive, and our brand new model, WR Search. This retained service saves businesses time and money, providing state-of-the-art insight, behavioural analysis, and advanced tools for candidates to land their dream jobs.If you’re seeking a new position, or are an organisation with vacancies in this area, contactus today
What were the biggest health and social care trends of the 2010s?In health and social care, the 2010s have seen a lot of change. As we settle into a new decade, we decided to take a look back at the last 10 years, and ask our consultants about the biggest trends that they’ve observed. Here’s what they had to say:Health and social care trends: Nurse shortagesThe most notable health and social care trend over the last decade has been a vast increase in vacancies, as the staffing situation has become a crisis. With reports projecting that there will be a shortage of 108,000 full-time nurses in 10 years this demand looks set to continue in this area. While the creation of the nursing associates’ role has taken some of the burden off of hospitals, it’s a sticky plaster that won’t fix the current issue. Ultimately, there will need to be innovative solutions to solve the crisis. Studying nursing must be made more attractive, and there must be viable ways to recruit nurses from overseas. BrexitWhile most of us are sick and tired of it – Brexit has had a large effect on the industry. EU nurses play a huge role in the sector – making up 65,000 of the 1.2 million healthcare workforce in England. Therefore, a restriction to the availability of EU professionals is far from ideal.However, over the last couple of years, uncertainty over Brexit has led to almost 5,000 nurses and midwives from EU27 countries quitting the UK. The number of EU-trained nurses and midwives fell from a record high of 38,024 in March 2017 to 33,035 in March 2019. In fact, in 2018/19, only 968 nurses and midwives from the EEA joined the Nursing and Midwifery Council’s (NMC) register, a decrease of 91% since 2015/16.DementiaIn the last decade there has been a phenomenal increase in demand for dementia nurses. At WR, we’ve seen a shift from hirers seeking more generalist adult nurses to mental health nurses with experience in dementia care. In fact, our own data shows that vacancies for workers specialising in this area has skyrocketed by a staggering 304% in the past year alone. While government plans include an increase of 4,000 nurses, 5,000 support workers and 600 social workers – the mental healthcare workforce has barely grown since 2009. Unfortunately, this has created a situation where demand has gone up, yet funding has gone down.Care Homes There has also been a vast number of care homes closing down, with 400 operators shutting their doors in the last five years, buckling under the pressure of funding cuts, debt and rising costs. In fact, according to industry analysis, a staggering four in 10 home care workers leave their roles every year.WR HealthUltimately, the 2010s were definitely eventful! While these were the biggest health and social care trends that we’ve seen – please get in touch if you feel like we’ve missed anything – we’d love to hear your thoughts. While there may seem like a lot of doom and gloom, regardless of the situation in the sector, we’ve helped many organisations address talent shortages and plenty of individuals find their dream jobs. With a client base of over 6,000 organisations, we’ve placed experts in elderly care, mental health,dementia care, brain injury nursing and rehabilitation, pre & post-operative care and residential care.All of our consultants possess an in-depth understanding of the sector and the needs of our clients and candidates. Responsiveness and commitment to best practice are at the foundation of our approach in building strong relationships.To make your health and social care job search as seamless as possible, we offer a range of services: contingent, exclusive, and our brand new model, WR Search. This retained service saves businesses time and money, providing state-of-the-art insight,behavioural analysis, and advanced tools for candidates to land their dream jobs.If you’re seeking a new position, or are an organisation with vacancies in this area, contactus today
At WR Logistics we love rewarding hard work and celebrating success! That why we decided to create the WR Candidate of the Year Awards. This years winner was Matt Francis from KTL Europe , we decided to pop down to their office to say well done to Matt in person, give him his trophy and his voucher, and give KTL their voucher for money off their next placement with us. Here's what they both had to say...A Quick chat with Matt our Candidate of the YearHow was your job search going before using WR? Pretty awful I wasn’t getting anywhere when I decided to leave my last place. Why were you looking for a new job? Relocation and better hours, because I was just working every hour imaginable before this job. I'd moved from the Heathrow area and so I was commuting twice every day, so i'd had enough and I didn’t even finish before 7pm at the earliest. Where do you live now? I live in the center of Southampton now, so much nearer, about 5 miles away, I get the train in now so I don’t even need to drive, it’s lovely. And your hours are better now? Much better, stable business hours.How was the support after the placement from WR? Yeah, it was very good, I had emails and phone calls to make sure I was alright. Matt, my recruiter, emailed me on my first day and then Lisa, from your on boarding team, checked on me a couple of times.How has your time been at the company so far? Very good very positive, we’ve grown, we’ve already been busier than we thought we would be. I think when I started we were doing like 1 or 2 jobs a day now today we’ve got 20-30. So yeah we're growing, and growing in a very difficult time, so its very promising. What’s been your highlight there so far? I think that would be my highest scoring sale, I made 1K profit in 1 hour.Would you recommend us to a friend? Yes, I have done!A few questions for Myles Daly the Managing Director...How How long had you been looking to fill this position before using WR? I had just started to try and find someone using LinkedIn and the job websites, but had no luck so when Matt from WR called and said he could help I thought it was worth a try.Were there any special requirements for this job? I wanted someone keen to learn and grow, with a good basic understanding of the industry.How would you describe Matt’s performance since working for you? Matt has helped to develop our EU Road departments and has been adaptable and learned very quickly and is a great guy to have in the office.Would you use WR when hiring again? I most certainly would yes!If you’re seeking a new position, or are an organisation with vacancies in this area, contact us today
What does IR35 mean for nurses?At WR Health, many of our nurses have been in touch with us to ask about the upcoming changes to the IR35 legislation and how they will affect the way they work. Here’s what you need to know...IR35: What is it?IR35 legislation, is a set of rules that help determine the tax and National Insurance a nurse should pay based on the nature of their working arrangement.Your tax statusTo figure out whether you fall inside IR35, you have to be categorised by HMRC as ‘employed’ or ‘self-employed’. This is determined by various factors such as your responsibilities, or the degree of control you have over what work you do and how you do it.This means that nurses may not always be seen as ‘self-employed’ if they work through a PSC. However, if you are not deemed to work ‘within IR35’, no additional taxes should be deducted. We recommend that all nurses read governmentguidelines and seek advice to correctly determine your own employment status. What is changing?So, from April 2020, IR35 will be rolled out to the entire private sector - but only for companies that are large or medium sized; these are companies – meaning most care homes and private hospitals which are part of a larger organisations will fall into this category. Here are some of the various scenarios nurses face and the IR35 implications that will go with them:Working in a large or medium sized companyFrom April 2020, it will be the responsibility of the ‘end user’ (e.g. the care home) to determine your employment tax status if they are part of a large or medium sized company.Working as a PSCIf you are working through a PSC but the care home determines that you are employed by them, you will need to pay your own tax and National Insurance out ofyour received pay as if you are a PAYE worker.If you are working through a PSC and the care home determines you are self-employed, you will be paid as normal, but the company will need to report any payments to HMRC.Working as a PAYE employeeIf you are working as a PAYE worker, you will continue to be paid as normal.Working in a small homeAfter the April 2020 rollout, the responsibility for determining the tax status will still remain with the individual workers.Seek the right partnerI know, boring stuff right? All of this new legislation can be a real headache.We know that working agency via your own company can have its benefits and although it might not affect you personally – this is a great opportunity to ask yourself “is agency still working for me?”As a recruitment company that solely works on permanent vacancies, we’ve seen the private sector take note of who their work force are and what they need in a career.Flexibility, good salaries and work life balance (it doesn’t have to be a myth!).WR Health have over 10 years’ experience in recruiting nurses for the private sector and over that time we have created an incredible client base of employers that are looking to provide jobs that suit their staff – not just their pocket!Our consultants know these companies back to front and are more than happy to share any knowledge they have about the healthcare sector with you.If you’re a nurse looking for a company that can offer you permanent hours, holiday pay, company pensions and their own added benefits, get in touch with us, we’re here to listen and find you something that suits you.