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LOGISTICS

About WR Logistics

Without the right highly skilled workers in place, the UK’s infrastructure would grind to a halt. Our specialist division knows just what – and who – is needed to keep the transport and logistics industry moving.

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 freight, parcels, pallets and logistics industry with exciting career opportunities.

We manage a range of vacancies, including:

  • Freight Forwarding

  • Road Haulage

  • Pallet Network

  • Courier & Fulfilment

  • 3PL and much more

Our team possesses an in-depth knowledge of the sector, and our personal, consultative approach allows us to deliver perfectly tailored staffing solutions in a complex market.

We offer a range of services to make your Logistics job search as seamless as possible: 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, get in touch with a member of our team.

logistics jobs

WR Logistics sub divisions

The logistics sector is complex, and vast. We are fully aware that jobseekers and clients will specialise in a variety of roles and disciplines. To provide a more tailor-made service, we’ve split our team into three separate subdivisions, Transport, Logistics, and Foodservice. Contact them today.

Logistics Retained recruitment services.

  • 1

    Online Platform

  • 12

    Up to 12 months Replacement guarantee

  • 60%

    Saving on cost of hire

  • 96%

    of applicants still employed after 1 year

Meet the WR Logistics Team

Tom Nichols Fran Ilott James Earl Jack Loydd Matt Marsh

Meet Tom Nichols

I'm the divisional manager for WR Logistics. We recruit for applicants and clients across the whole spectrum of Transport & Logistics.

I was born in Norwich, and grew up in Portsmouth, doing A-Levels in English and Sociology. I love my family, and I have three girls. In my spare time I love playing and watching football, watching Norwich City home and away, and playing squash. I enjoy all sports (balanced with eating and drinking), reading different types of books, either with girls or myself, including sporting autobiographies and war time fiction.

An interesting fact about me is I’m five days younger than Lewis – and always will be.

 

Tom Nichols

Meet the WR Logistics Team

Tom Nichols Fran Ilott James Earl Jack Loydd Matt Marsh

Meet Fran Ilott

I recruit the best road transport professionals for some of the best haulage companies in the UK.

I grew up in Gosport, eating fish and chips on the beach instead of studying. Luckily, I have managed to use my charm, wit and confidence to bag a great job! Some of my hobbies include trekking through vast terrains, rock climbing, karate, and sailing. Basically, I like walking and play fighting with my dog, and I once went sailing with work.

An interesting fact about me is that growing up I considered becoming a clown so I learnt how to ride a unicycle – I could go about four metres without falling off.

Fran Ilott

Meet the WR Logistics Team

Tom Nichols Fran Ilott James Earl Jack Loydd Matt Marsh

Meet James Earl

I recruit a vast range of roles, including senior level positions in operations or sales, general managers, operations managers, warehouse managers, sales managers, business development managers and account managers.

I grew up in Portsmouth, and went to St John’s College then Havant College. In my spare time I love spending time with my dog and watching and playing football - I'm a huge Arsenal fan.

An interesting fact about me is that I once lived in the US for 2 years for work.

James Earl

Meet the WR Logistics Team

Tom Nichols Fran Ilott James Earl Jack Loydd Matt Marsh

Meet Jack Loydd

I recruit freight forwarding professionals across all modes of freight; sea, air, road and rail. I place roles from freight operators, supervisors, managers, business development managers and customs professionals, up to senior management and director level. My clients provide the logistics needs for companies and individuals all over the UK to ship their products all over the world; from Europe to Australia.

I was born and bred in Portsmouth. I studied History at the University of Winchester achieving a 2:1. I have a real passion for modern history; particularly the Second World War.

My main passions in life are sport, music and history. I am an avid follower of Portsmouth football club and have been a season ticket holder since I was 9. I am also a massive boxing and NFL fan. I love music and attend numerous live music events and festivals each year.

My passion for history has seen me travel to numerous different countries to visit key historical sites and experience different cultures. I have traveled to 18 different countries and was part of a round the world sailing trip when I was 17 (my leg of the trip was Miami to Jamaica).

Jack Loydd

Meet the WR Logistics Team

Tom Nichols Fran Ilott James Earl Jack Loydd Matt Marsh

Meet Matt Marsh

I recruit for the Transport & Logistics Industry & specialise in international freight forwarding. This involves the import and export of goods via air, ocean & road all around the world.I regularly recruit for a levels of freight forwarding including freight coordinators, operations managers, sales and business development managers.

I grew up in Waterlooville, a suburb of Portsmouth where I also went to school and college. My further education took me to Southampton University where I studied music performance and came away with a 2:1 BA (Hons) Degree.

I own a VW Camper Van and frequently visit Cornwall where I love to go surfing and camping with friends and family. I also enjoy playing tennis and golf and generally being outdoors. My interesting fact is that I once met Keith Richards from the Rolling Stones whilst working in a country pub in Chichester.

Matt Marsh
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WR Logistics jobs

Looking for a job in transport or logistics? We’ve got you covered. Check out our list of vacancies.

  • Night Transport Planner

    Corby

    £25000 - £30000 per annum + Package

    Night Transport Planner urgently required near Corby One of the UK's top 5 growing companies is currently looking for an experienced Night Transport Planner to join the team! This hugely successful Transport Company have grown by nearly 50% in the last few years alone and due to their continued passion and drive, they are looking to expand the team to allow for more growth. If you are a Transport Planner / Transport Operator and have Contract Logistics, 3PL or General Haulage background - please apply now! Must have strong Driver Management skills! The Package: £25,000 - £30,000 28 days holiday 4 on / 4 off 12 hour shifts Company Car scheme Bonus schemes The Role: As Transport Planner you will be routing company owned vehicles around the UK You must Plan routes as cost effectively as possible including Back-loading It is the Transport Planners responsibility to plan routes in line with WTD and Drivers Hours You are required to liaise with customers and other company sites The Requirements: Contract Logistics or General Haulage experience essential Back-Loading experience required Manager CPC beneficial not necessary Good attitude, Driven and passionate WR Transport & Logistics are the #1 recruitment partner for transport jobs and logistics jobs. We recruit UK wide for permanent and contract jobs. WR is acting as an Employment Agency in relation to this vacancy.

  • Road Freight Coordinator

    Fareham

    Negotiable

    Position: European Road Freight Forwarder, Import & Export Industry: International Logistics & Freight Forwarding Department: Import/Export Locution: Fareham, Hampshire Salary: £26,000 - £30,000pa (DOE) Supported by a network of world wide offices my client offer individual, bespoke freight and logistics solutions and services to its global customers. Due to a rapidly expanding UK operation we now seek to appoint a highly competent freight forwarder who specialises in European Road Freight for import and export. To be considered for this position, candidates must have between 5 & 10 years experience as a road freight coordinator. You will be able to offer quotes for full and part trailer loads, as well as for Groupage You will complete start to finish process for both import and export mainly liaising with France as a trade lane. Essential Requirements: 5-10 years experience in road freight Import & Export Experience Part Load & Full Loads Groupage Quotations and Invoicing Fluent in French is highly desirable WR Transport & Logistics are the #1 recruitment partner for transport jobs and logistics jobs. We recruit UK wide for permanent and contract jobs. WR is acting as an Employment Agency in relation to this vacancy.

  • Planner

    Essex

    Up to £28000.00 per annum + Benefits

    Transport Planner - Urgently required in Grays A successful family run Haulage company based in Grays are looking for an experienced Transport Planner to join their team. You will be working in a busy Transport office routing collections and deliveries UK wide. If you have General Haulage experience - Please apply now! Experienced Transport Planner required. The Package: £25,000 - £28,000 Monday - Friday Alternating shift pattern Occasional Sat AM's 28 days holiday The Role: Transport Planner will be routing company owned vehicles UK wide You will be responsible for ensuring full Vehicle & Driver compliance at all times It is essential you have full knowledge of WTD As Transport Planner you will be expected to ensure maximum vehicle usage You are required to source and route back loads The Requirements: Extensive Transport route planning skills general Haulage experience preferred Excellent geographical knowledge Strong communication skills WR Transport & Logistics are the #1 recruitment partner for transport jobs and logistics jobs. We recruit UK wide for permanent and contract jobs. WR is acting as an Employment Agency in relation to this vacancy.

Testimonials

James was very proactive and got in touch from the moment I applied for an advertised role on their website. He was polite, knowledgeable and accessible through out the process. He explained the job role in detail. Even though I decided not to proceed with the role for personal reasons, James has been supportive and understanding.

Hayat Syed, Senior Operations Manager - Berkshire

Testimonials

Jack has gone out of his way to help me secure a new role. He kept me well informed about my application progress. I have been provisionally told I am in consideration for a job that suits my personal skill sets. I think the fact that he has put me forward for a vacancy that is appropriate; rather than simply just putting my name in the hat for the first role that comes along is a good indicator of his abilities as a consultant. He was happy to speak to me outside work hours too. Excellent.

Ben Saunders, Customs Manager - Hertfordshire

Testimonials

Tom Nichols is an excellent recruiter. He fully understands clients, and candidates and company backgrounds and is very professional and informative.

Jamie Barugh, Import Coordinator - West Yorkshire

Testimonials

Matt was absolutely brilliant, from helping me to find a job, to the day of the interview when I was an absolute bag of nerves. Spoke in a lovely manner too, understood everything I wanted from the new job too.

Anissa Hussain, Logistics Controller - Berkshire

Testimonials

I was offered good service and feedback on my application.

Robert Griffiths - Transport Planner, Staffordshire

Testimonials

I was offered good service and feedback on my application.

Robert Griffiths - Transport Planner, Staffordshire

Valued clients

  • Transmec
  • Expeditors
  • Bidfood
  • DHL
  • Europa Worldwide
  • Davis Turner
  • CTS Freight
  • DB Schenker
  • Rohlig
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WR Logistics news

Action Adult Affection Eldery 339620

@WhiteRecruitmentBlogs

​The topic of recruitment challenges within the social care arena has long been documented. And while over the last few months employers have, understandably, been focused on ensuring that front line services keep running as the country battles Covid-19, the fact remains that the future of social care relies on effective talent management strategies to make sure that the right staff are not only recruited, but that they are also retained. So, as we slowly emerge from lockdown, services that were put on hold start once again, and more candidates enter the employment market, it’s perhaps more important than ever that employers have plans in place which encourage more people into the field so that the sector flourishes and – crucially – copes with the additional pressure it will undoubtedly face over the coming months and years. However this is not without its challenges as we explore in this week’s blog. Overcoming skills shortages Skills shortages within the social care arena have been prevalent for as long as we can remember. Prior to the coronavirus pandemic, for example, the sector was already facing a dearth of talent with one in 10 social workers and one in 11 care worker roles reportedly unfilled. And with the Skills for Care estimating that an additional 650,000 to 950,000 new adult social care jobs would be required by 2035, it’s easy to see why action needs to be taken to counteract this talent deficit before services reach breaking point. However, it shouldn’t be forgotten that this is no mean feat, employers have long called on the Government to develop strategies that address some of the fundamental challenges the UK faces in attracting both domestic and overseas talent. Yet, in what has been called by many as a huge blow to an already challenging situation, the Government’s new points based immigration system looks set to make attracting talent from overseas difficult – or impossible – in some cases. And this is certainly true for operators within the private sector where care home staff have been excluded from the Government’s fast track visa system. It’s perhaps no surprise then that at a time when 17% of care jobs are filled by foreign citizens, Prof Martin Green, the chief executive of Care England, which represents the largest private providers, believes this decision “has the potential to destabilise the sector even further with potentially disastrous consequences”.Attracting and retaining talent for the future Consequently, employers within the sector that have, historically, replied on overseas talent to plug domestic talent shortages, are now facing a situation where large proportions of their candidate pools may effectively be cut off in a post Brexit world. And while a government spokesperson was quoted recently saying that: “We want employers to invest more in training and development for care workers in this country. On care workers specifically, our independent migration advisers have said that immigration is not the sole answer here, which is why we have provided councils with an additional £1.5bn of funding for social care in 2021-22, as well as launching a new recruitment campaign.” The question we are left asking is ‘is it as simple as that?’. Clearly, as the Government has alluded to, robust training and development strategies will be crucial to attract and retain talent, and this is certainly something that employers will need to invest in. However we would argue that looking beyond traditional talent pools is just as important. At a time when the rate of unemployment in the UK is set to be five to six per cent, or ten to 15 per cent (as quoted by Professor Brian Bell, chair of the Migration Advisory Committee), due in part to the unfortunate reality that Covid-19 has resulted in job losses across multiple sectors, employers within the care arena should look to candidates outside of their usual talent pools. And as we blogged about recently, a real positive that has come out of the coronavirus pandemic is society’s new found appreciation of the valuable and rewarding work that professionals within the care sector do day in day out. The news has been awash with uplifting stories about the incredible work that social care professionals have done during Covid-19 – not just to ensure their patients are looked after from a clinical standpoint, but that their spirits also remain high - so employers would do well to capitalise on this at a time when the sector has been placed firmly in the spotlight for the right reasons. Consequently, adapting talent attraction strategies so that they target a far wider demographic than perhaps they previously have, as well as focusing on creating compelling candidate value propositions and long term training and development initiatives will be crucial if employers are to have the right people in place to contend with the additional demand on their social care services in the future. The future of social care careers While we are by no means out of the woods when it comes to the coronavirus pandemic, the actions employers take today to develop talent management strategies that truly demonstrate the fantastic opportunities available to those considering a career in the field will ensure that they have the right people in place, and at the right time, no matter what the future holds. And while it can’t be disputed that there won’t be challenges along the way, one thing is for sure. Working in the social care sector is one of the most rewarding careers out there. Demonstrating this to potential recruits in an effective way will ensure that the sector is safeguarded and can thrive in the future. The WR Healthcare team is still providing the same high level of service as ever and many of the team are already back in the office. All of our consultants can be reached via their landlines, email, and social media profiles, so if you’re looking to for us to assist your firm with its talent management strategies, get in touch with one of us today. To find out more, contact us today.​​

Seaport During Golden Hour 3057960

@WhiteRecruitmentBlogs

​There’s no doubt that logistics has been on an interesting journey in the last few months. None of us could ever have predicted that a global pandemic would shut down operations across the country – but we’re certainly starting to see the light at the end of the tunnel. In fact, here at WR Logistics, we’re once again seeing more of the team getting back into the office, in a social distanced way of course. But a lot has happened in the last quarter, and for those of you that haven’t kept up with the latest developments we’ve been sharing across LinkedIn and Facebook, here’s some of the latest news in the world of logistics. It’s not all doom and gloom for logistics news during Covid While news reports haven’t been great to say the least, for logistics there has been a lot of resilience – in fact we’ve seen some firms up their game to take advantage of a quieter competitive market. As a result, there have been a number of positive reports. For example, just last month Wincanton won a significant contract with Morrisons to enhance the store’s logistics operations in the UK. And there was further good news for the UK’s largest third-party logistics company earlier this month as it also announced the opening of its fifth Screwfix distribution centre. And if you’re a regular visitor to our blog, you may have already seen our update on the steps that many organisations are taking to adapt during the crisis, with suppliers evolving their networks and the supply chains they operate in to support the UK in these unprecedented times. While some elements of our personal and professional lives are certainly returning to normal, those logistics firms that have adapted will certainly be utilising any developments that delivered results for their business during lockdown on a more permanent basis. A new future Of course, we can’t ignore the fact that Covid-19 has had a profound impact on us all and there’s no doubt that logistics as we knew it will certainly change as more routes are re-opened. In fact, in a recent report which was published on the back of a survey from the Business Continuity Institute (BCI), it was revealed that supply chains will need to diversify in the post-Covid world. The COVID-19: The Future of Supply Chain report focused specifically on shippers, but much of the results will certainly resonate across the whole of logistics. There was no doubt from the responses in the survey that a significant proportion of businesses felt the impact as supply chains dwindled, with 73% of organisations encountering a problem getting supplies. As a result, more firms are reviewing the due diligence of their existing supply chains, with more than half planning a ‘pandemic plan’ to ensure their company has the back-ups in place should we face a similar situation. In order to achieve this, many logistics firms are diversifying their strategies, with a combination of local supplier bases becoming mainstream, and an uptick in the use of technology to plan and manage resources, being utilised. And while a fifth of those surveyed by the BCI reported that they will be stockpiling more in a post-pandemic world, the use of local sourcing and better technology as a more cost-effective way of ensuring goods can be acquired quickly and efficiently certainly look set to have a longer-term impact. As BCI’s head of thought leadership, Rachael Elliott, explained: “With three out of four organisations reporting their supply chains have been adversely affected by Covid-19, this report serves as a timely overview of the issues organisations have suffered throughout the pandemic. It serves as a benchmark to organisations, but also offers suggestions on measures organisations could consider implementing into their future supply chain strategies to help similar issues reoccurring in the face of a second wave or future global crisis. “Whilst the pandemic continues to wreak havoc with supply chains globally, it has also brought opportunity: many organisations are already actively investing in new technologies to help with activities such as supply chain mapping, whilst others have developed cross functional teams – which they plan to keep post-Covid – to work together to help combat supply chain issues in a more organisationally cohesive way.” Having the right talent on board is key However, in order to achieve this, there needs to be the logistics teams in place to deliver against the demand. No amount of planning can help if the right haulage, freight and courier personnel aren’t available to work. And with the sector facing a dearth of talent (with the FTA reporting earlier this year that 64% of transport and haulage businesses are now struggling to fill vacancies – a gap in resources that is set to be exacerbated post-Brexit) action needs to be taken to encourage more people to choose the logistics sector as a career – and now is arguably the best time to achieve this. With large groups of people out of work or on long-term furlough, the number of individuals considering employment in areas they wouldn’t normally look at has increased. And with greater recognition of the value of logistics teams in keeping Britain stocked and moving, choosing a career in the industry is certainly of much greater appeal today. But it’s important that we don’t let this opportunity go to waste. As lockdowns are eased, we need to put our foot on the accelerator and keep logistics front of mind for the UK as an arena that holds multiple career prospects for everyone. Supporting the world of logistics It’s clear that a lot has happened in the first half of 2020. However, one thing that certainly hasn’t changed, is WR Logistics commitment to help employers keep their fleets moving. We have managed the staffing needs for some of the UK’s largest organisations, supporting recruitment across all levels. Our team has continued to deliver results for clients and candidates, and as we ourselves begin to return to the office, we’re supporting more businesses getting operations back up and running to normal capacity – and beyond! Why not contact them today to find out how they can support you or your business? And if you want to stay on top of the latest news in the world of logistics, why not follow some of our social media pages: LinkedIn Facebook ​

Kutan Ural Jxnk I0b Anhw Unsplash

@WhiteRecruitmentBlogs

​Last weekend marked the NHS being in operation for 72 years. This spurred the public to come together to celebrate the anniversary and recognise the fantastic and important work that health and social care employees do. The special day was celebrated across the UK, with people stopping for a minute of silence on Saturday, a huge round of applause on Sunday, and across the nation, several key landmarks, such as the London Eye, were illuminated blue while residents joined in by lighting a candle. In the wake of the coronavirus pandemic, the UK’s health and social care workforce has gone beyond the call of duty to ensure vulnerable individuals are provided with the care and support needed. This bravery and dedication hasn’t gone unnoticed, and over the last few months we have seen the public shout about their appreciation of keyworkers by participating in weekly applauses, local businesses offering discounts, and families adorning windows with kind words and children’s art work. Here are just some of the ways that staff working in health and social care have been recognised and celebrated over the last few months. Three ways staff working in health and social care have been recognisedA personal thank you from the royal familyOn the NHS’ 72nd anniversary, the Duke and Duchess of Cambridge visited Norfolk’s Queen Elizabeth Hospital, to give a personal thank you to the hard-working staff that have helped throughout the coronavirus pandemic, and over the years. This, of course, is an incredible gesture which would be appreciated by anyone, however, one nurse in particular was touched by this. William and Kate gave a special thank you to Suzie Vaughan, who was separated from her two young daughters while she worked on a Covid-19 ward. William and Kate spoke to Suzie and her children, acknowledging her fantastic work and expressing how thankful they are for her service to the UK’s health system. This also meant her children were able to meet a real-life princess! Care home workers celebrated by MPs Admiration and appreciation of keyworkers in health and social care has been spoken about and discussed inside homes, online across social media and even in the House of Parliament. During a recent parliament debate, MPs spoke out on the great work that carers do. Representatives from all political sides recognised these individuals as “heroes” and showed gratitude for their “skill, dedication and sacrifice.”This happened during a debate which was calling for greater recognition and rewards for the health and care workforce, which took place following a petition calling for social care to be given equal acknowledgment to the NHS and health system. This resulted in over 43,000 people signing the petition. Residents show appreciation While we have seen, and heard, the public’s appreciation of keyworkers throughout the pandemic, some of the most touching ones recognition has come from patients and the individuals that these workers care for. For example, with the help of the activities team, the residents at Barking Hall Nursing Home arranged a special ‘Barking Hall Week’, where each member of staff was gifted with a bag of goodies. Each of these gifts were personalised to reflect the workers interests in a truly caring gesture for those hard-working teams. Over the last few months, we’ve seen several other acts of kindness like this happening in care homes and hospitals across the UK. In recent blogs and in our Health Bulletin, we’ve shared a number of heart-warming stories of residents, patients and staff helping each other to keep morale high during these unprecedented times by singing, dancing and holding parties. Why a career in health and social care is so rewarding Covid-19 has certainly shone a spotlight on the health and social care arena - and rightly so. The stories above, and the many which have been circulating over the last few months, have certainly demonstrated what a rewarding career path this can be.Those working in the sector have the opportunity to make a difference to people’s lives, and it is for this reason that workers often say they have a strong sense of fulfilment and joy. The health and social sector tends to attract individuals that are seeking meaningful opportunities and that want to truly make an impact through their work. Not only is working in health and social care filled with purpose and highly rewarding, but no two days are the same. Consequently, for those seeking a role that involves variety, working in the health and social sector could be just the right move. And despite many people assuming that most roles in the sector comprise of just doctors and nurses, there are, in fact, hundreds of roles to choose from to suit individuals with varying skills, experiences and interests. So regardless of your level of education, there will be a way that you can contribute if you choose a career in healthcare. And whether you’re on the administration team, payroll, working in a nursing home or as a surgeon, you’ll know that you’re making a difference. The great news for those interested in a career in this sector is that there are plenty of current vacancies to choose from today. It’s no secret that the health and social care industry has historically struggled with talent shortages, however, this does mean that there is now a wealth of opportunities. Demand for workers across a number of specialisms is particularly high, and organisations are keen to train and develop individuals to ensure both employees and the sector thrives going forward. If you’d like advice on taking the first step towards a career in health and social care, you can get in touch with the team today. The WR Healthcare team is still providing the same high level of service as ever with some of the team are already back in the office. All of our consultants can be reached via their landlines, email, and social media profiles, so if you’re interested in a career in healthcare, why not reach out to them?To find out more, contact us today.​

Logistics Furlough Employers

@WhiteRecruitmentBlogs

​Within the last few weeks, the government has announced several developments to lockdown measures and the management of Covid-19. This includes relaxing of the two-metre social distancing rule, reopening of hospitality businesses and changes to the furlough scheme. All of these factors will impact the British economy greatly, including the logistics sector. And with the end of the furlough scheme in sight we’ve seen a big change to the talent management strategies of employers across the logistics arena. How will furlough changes impact logistics employers and workers?From ongoing conversations with employers across the logistics sector, the WR Logistics team has noticed several trends emerge which have not only impacted employers over the past few months, but will also greatly affect talent strategies as we move further out of lockdown. It’s perhaps unsurprising, albeit hugely unfortunate, that as we approach the end of July – when the furlough scheme begins to taper – some logistic employers will face the task of making redundancies due to the impact Covid-19 has had on their business. In fact, a survey of over 2,000 companies in the UK, conducted by lender, Marketfinance, found that a quarter of furloughed staff will likely face redundancy. Despite this, however, the positive news we are hearing is that many who have used the furlough scheme to date, are making plans to gradually bring staff back into the business as the market begins to pick up again and they balance furlough numbers with business security. So while this clearly demonstrates that many employers in the sector are still suffering, signs of positivity are beginning to emerge against a backdrop of uncertainty. And even though many logistics employers have either made the tough decision to reduce headcount, or utilise the furlough scheme, there are others who have taken advantage of a quiet market and been more bullish in their approach to increase their market share. By focusing on growth and preparing for the return to the “new normal” these businesses are now in a strong position to bring on talent to meet demand going forward. Clearly, the strategies of logistics employers throughout lockdown have varied greatly, but one thing is for sure. We are now operating in a market saturated with professionals seeking employment. But while this on the surface appears beneficial for those employers looking to attract talent to help drive growth, it is not without its challenges. And this is something we have been increasingly talking to clients about in recent times. Talent acquisition in the current climate It’s clear that with a far greater number of applicants in the market, recruitment processes can become more difficult, time consuming and costly to the employer. And this is something we are noticing first hand with a number of clients that WR Logistics has partnered with. Many have expressed how recruiting in the current environment has placed greater burden on their hiring teams. And with research from the Recruitment & Employment Confederation (REC), revealing that a bad hire can cost up to £132,000 in lost productivity and staff turnover, it’s perhaps more important than ever in a fragile market that businesses employ the right people. Consequently, we have been working with a number of clients to streamline their recruitment process and help identify candidates that not only have the right skills sets, but who are also a good fit for the business. And one way we have successfully achieved this is through utilising psychometric testing. Utilising psychometric testingPsychometric testing, often known as behavioural assessment, is a robust tool which is becoming more popular amongst top businesses to help identify valuable sources of information when making hiring decisions. And when combined with recognised recruitment methods, hiring based on psychometric results can lead to better quality hires and a reduction in employee turnover. So while CVs are great for highlighting an individual’s qualifications and job history, behavioural assessment can delve much deeper into a person’s attitude and perspectives. By having a clear insight into a candidate’s way of thinking, their methods of decision-making and more knowledge on how the person learns, employers can critically analyse if the individual’s skills and personality suits the company. This allows hiring teams to make much more educated decisions on the people they bring on board, which is proven to reduce costs and time further down the line. And it is for this reason that we have developed our own tool to help clients navigate the talent arena and find the right person for the role – all for no extra cost. Just in case you’re unfamiliar with behavioural assessment, although the process varies from company to company, it usually involves a questionnaire that asks the candidate about their opinions, preferences and priorities. Based on the results, and by comparing the answers against years of historical data and expert analysis, the individual’s attitudes and behaviours can be extrapolated. Behavioural reports can include information such as preferred working environment, how they respond to tight deadlines, preferred management style, approach to selling, and much more. If you’re sceptical, ask one of your employees – preferably one you’ve known for many years – to take an assessment. You’ll likely be surprised at just how accurate the results are.Making the right choiceWhile there’s no disputing that the last few months have certainly been difficult and challenging for logistics firms across the UK, it’s by no means all doom and gloom. And as lockdown measures continue to ease and businesses begin to hire once more, it’s important that talent management strategies are adapted to ensure that employers have the right talent on board to help them grow in the ‘new normal’. If you’re one of those employers that have taken advantage of a quieter market, we have the people to help you continue on your growth trajectory. And for those logistics firms hoping to play catch up, we can help you get the right people on board quickly.To find out how you access the best logistics talent for your firm, contact our experts today to find out how we can help you.​

Georg Arthur Pflueger E O Jhqab By0 Unsplash

@WhiteRecruitmentBlogs

​A positive that has emerged from the coronavirus pandemic is society’s new-found appreciation of public sector professionals. Over these last few months, we have all witnessed the value these workers bring to society, and while the team here at WR have long appreciated the individuals that are employed in the field, a huge proportion of the general public have now realised just how needed these key workers truly are. In light of this, we are seeing more individuals take an interest in social care careers, which is great news for those employers investing in bolstering their workforce at a time when there’s a short supply of candidates. However, while this is fantastic news, we must ensure that we maintain the momentum on social care careers post Covid-19. The initiatives helping to boost the social care workforce During the crisis, there have been a number of companies that have invested in social care talent. For example, private sector employer, JP Morgan, has recently teamed up with the Prince’s Trust in a bid to get more young people into the health and care sector. The banking giant has invested £540,000 to help turn the NHS pre-employment support programme ‘Get Started With Health’ into an online package. This funding will help the Prince’s Trust to increase its outreach efforts, recruitment, mentoring and coaching support for young people and graduates. Adapting the ‘Get Started With Health’ programme into a digital package is part of a wider £1.4 million commitment by JP Morgan. Over the next 11 months, it’s expected that 1,000 young people will benefit from this programme, gaining the support needed to connect with work opportunities. The end goal of this scheme is to help create a stronger health and care workforce for the future. The ‘New Normal’ virtual conference Nursing and Midwifery Council (NMC) chief executive and registrar, Andrea Sutcliffe CBE, is a great example of the many individuals shining a light on the importance of inspiring new entrants in to the social care profession. Andrea was among the keynote speakers at ‘The New Normal’ – a virtual conference for challenging times in social care – hosted by Care Talk. At the conference, she highlighted how the Covid-19 crisis has changed the perception of social care nursing, and why this must continue. During her speech, Andrea said: “I’m clear that we must continue to make the most of the huge opportunities we’ve now got, as a consequence of the immensely difficult times we’ve had, by standing up for social care nursing – not just in terms of older people, but in the interests of those people living with mental health problems, learning disabilities and physical disabilities who rely and depend on highly skilled nursing care too.” She then went on to express: “Most importantly of all, improving the perception and recognition of social care nursing is a shared responsibility of all of us who lead, manage and work in health and care services. It is incumbent on all of us to promote, champion and strengthen our social care nursing community – who really are the heart of our local communities – now and for the future.” Social care skills shortage Andrea certainly made some important points, and she’s right, we all have a responsibility to address and change the false perceptions of the industry which have existed for too long. Unfortunately, public sector workers have not always been praised, and it’s no secret that the sector has previously struggled with attracting talent.In fact, in adult social care, around one in 10 social worker and one in 11 care worker roles are reportedly unfilled. When we also consider the fact that demand for social care workers is expected to rise in line with the UK’s ageing population, it is crucial that we invest in skills now. Why we need to maintain the momentum on social care careers However, while the number of professionals needed to close skills gaps seems considerably high, we have been presented with a rare opportunity to bolster social care workforces. With almost a quarter of the UK’s private sector workforce on furlough and many now unemployed, there are a number of skilled people who are looking for meaningful roles beyond the role they are trained for. What were once ‘maligned’ roles are now rightfully recognised as key pillars in the foundational economy. It’s important that employers seize this opportunity to attract talent as this will aid the survival of social care careers post Covid-19 and help lessen the burden that comes with talent shortages. A career in social care in not only meaningful to individuals, but also to society. It’s vital that this message is emphasised to job seekers, students and graduates. As we enter the ‘new normal’, organisations should focus on building their employer brand to make long-term prospects in the public sector more enticing. Additionally, they should adapt their approach to be fit for the world of work post-Covid, including how they communicate with potential candidates, creating a strong employee value proposition and enhancing their offering. Social care careers post Covid-19 As lockdown measures ease and we slowly move towards the ‘new normal’, it’s important to keep the momentum going and highlight the sector as great place to work. With the right employer brand and workforce planning, organisations can still attract passionate individuals who truly care about social care post Covid-19. Taking the right actions now and maintaining the momentum of social care careers post Covid-19 will ensure that there is enough talent to plug current and future skill gaps, helping to protect the sector and allow it to thrive in the years to come. The coronavirus crisis has been one of the biggest challenges to social care and the general public in a generation. However, despite all of the hurdles that it has presented, it may well be a moment for positive change for the sector and its workforce. The WR healthcare team is still providing the same high level of service as ever and some of the team are already back in the office. All of our consultants can be reached via their landlines, email, and social media profiles, so if you’re looking to choose a career in healthcare, why not reach out to them? To find out more, contact us today. ​

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Many employers work with multiple recruiters on each vacancy in the onerous belief that's the best way to recruit. ​That belief is often rooted in 1 or more of these reasons:It will keep recruiters on their toes and 100% committedYou will receive a better spread of candidates and thoroughly cover the marketRecruiters are all the same, they just fling CVsIt is in your interest and the best way is to work with multiple recruiters​Well, as a lifelong recruiter and founder of a successful recruitment business I will explain why this is a total fallacy and it is simply not in your interest to give your crucial new vacancy to multiple agencies.​100% committed - Really?If you typically give your vacancies to say 4 recruiters in the belief they will work harder for you, that's not going to work. This really is a big miscalculation on how decent and successful recruiters work and here’s why; If you give your vacancy to 4 recruiters, you are in effect giving each recruiter 25% of your commitment. Would you therefore expect each recruiter to give you more than 25% commitment in return?I can tell you from inside the recruitment industry, no professional and experienced recruiter is likely to give you more than 25% of their commitment in return. Why would they?You are likely to be working with a junior and in-experienced recruiter who has KPIs to hit and someone who knows little about your market or has a network to go to.If I’m completely honest our success rate for a multiple agency vacancy is around 1:8. This is called contingent recruitment. That means for every 8 jobs we work on and every 8 job adverts we pay for, every 8 jobs we market out to candidates and spend time selling the benefits of that employer to we get paid for just 1:8. So put another way our business receives payment for its services on just 12.5% of the time and effort invested when working on contingent multiple agency jobs.It’s a much different story when we look at clients we work on a retained basis with. This means they pay part of the fee up front, somewhere between £250 - ⅓ of the total fee. Now, when we compare that to our success rate on retained vacancies the ratio sores to just over 1:1. In this case, we are paid for around 97% of our time and effort. This difference in success rate benefits those customers exponentially. As these employers are 100% committed to us, we are able to commit 100% to them. This means we invest substantially more time into their exclusive vacancy AND we are able to offer a wide range of other services for absolutely no extra cost. Some examples of our standard services include: psychometric assessments, up to 12 months guarantee, video interviews, fee instalments and many more. Find out more HERE.​Better spread of CV or just CVs FAST!By giving your vacancy to multiple recruiters you are in fact inviting each one of them to treat your critical vacancy on the basis of SPEED. You are asking them NOT to spend time researching the market and finding out who is the best, tapping into networks and digging around, but instead to scrape the databases and job boards for readily available candidates. You have to ask yourself why these readily available candidates are so readily available!​Recruiters are all the sameWell, lots of recruiters and recruitment firms offer the same CV sending (flinging) service - that’s true. And it’s also true that's what lots of employers want or rather that’s what many employers accept or infact encourage by not working closely with one agency. In my agency we offer what are typically classed as premium recruitment solutions for no extra cost. Services such as psychometric assessments, free replacement guarantee period up to 12 months, pre-recorded video interviews and much more. We do this by working on a retained basis, which as mentioned before simply means clients pay the first £250 up front. This way both of us are totally invested in getting it right. Check out more here ​It is best to work with multiple recruitersSo, taking into consideration my points above, it certainly isn’t in your best interest to work with multiple agencies. Sure, for different roles it might be best to work specialist agencies, but don’t give every vacancy to multiple agencies. Work with 1 agency at a time, give them your 100% commitment, allow them to get to know you, your business and your expectations. They will then be in a position to give you a better service and represent your business in the best possible way to the talent you need to hire.If you want to improve your hiring process to save money, improve retention rates and get value for money get in touch