Our client, one of the leading logistics providers in the UK, has locations throughout the country with millions of square feet of warehouse space and an extensive fleet of vehicles covering millions of miles a year. Historically, they had utilised a high volume of temporary Class 1 Drivers and in 2015 they wanted to reduce agency spend by 10% over the course of the year. They aimed to do this by recruiting Class 1 Drivers on a permanent basis in order to:
- Reduce reliance and long-term agency spend
- Reduce reliance and long-term spend on subcontractors
- Increase their fleet utilisation
- Improve fuel efficiency and minimise accidents by engaging permanent Drivers in training and development
As a specialist recruitment provider to the Logistics sector, we were – and still are – a supplier of their temporary Class 1 Drivers. We pride ourselves on supporting clients through any structural changes and wanted to work with them on this project to help them meet their objectives in 2015.
Our knowledge of the Logistics market was a key tool in assisting our client to source quality permanent Drivers.
Like many businesses today, cost reduction was a key priority for this leading logistics provider. In order to reduce costs associated with the supply of temporary Drivers through a variety of agencies across the UK, our client wanted to recruit Class 1 Drivers on a permanent basis.
Although this would incur a higher upfront cost for permanent recruitment, the long-term benefit of no on-going costs would be recouped.
The main challenge faced was the fact that candidate attraction exercises would be carried out among a national shortage of around 100,000 Drivers.
Other challenges we faced were acknowledging the differentiating Driver pay rates and salary expectations throughout different areas of the UK. Plus the fact that many experienced Drivers were unsure about switching from being a Limited Driver to a permanent member of staff with a new company.
As the recruitment specialist, we were acting as the ‘middle-man’ between UK wide applicants and our client’s depots, located all across the UK. Operating a project on this scale required robust organisation and strong communication methods put in place.
Various recruitment methods were used to source potential Drivers across the UK. This included:
- Our existing temporary pool of Drivers
- Job board online advertising
- Launching a Driver referral scheme
- Utilising a text response number
- Social Media advertising
- CV searching
- 40 placements over a four month period
- 1,000 Drivers spoken to
- 99 interviews carried out
- A placement made for every two and a half interviews undertaken
The many challenges we faced during the recruitment process were addressed. For example, many Drivers voiced their concerns of switching from Limited to becoming a permanent member of the company’s Driving team. This was encouraged with the realisation that holidays would be paid, there would be guaranteed work and pay, plus there were additional opportunities for training and development within the company.
In addition, some salary expectations were higher in certain areas than advertised, and so a benchmarking exercise was put in place where we were able to advise the client on competitor rates. This statistical background and insight meant salaries could be realigned to other positions in that same location, making their offer more attractive.
In order to communicate to the client’s individual depots across the UK, we devised a twice-weekly statistical report which was communicated to Depot Managers and Senior Management overseeing the project, which outlined the progress of each and every Driver application. This was also discussed on a weekly conference call with all depots, so those responsible for holding interviews and responding to applications onsite were held responsible to carry out follow-ups to allow faster response times for Drivers.
Due to our knowledge of the Driving market, our Logistics team assisted one of UKs leading distribution companies in their objective to source permanent Drivers. Despite a national shortage of Drivers, we successfully made 40 placements over a four month period.
Consultants working on the project spoke to over 1,000 Drivers during the recruitment process and a total of 99 interviews were carried out – A placement was made for every two and a half interviews undertaken.
“Due to their knowledge of the driving market, Primestaff assisted us in their objective to source permanent Drivers. Despite a national shortage of Drivers, they successfully made 40 placements over a four month period. Consultants working on the project spoke to in excess of 1,000 Drivers during the recruitment process and a total of 99 interviews were carried out – A placement was made for every two and a half interviews undertaken.”
“On every occasion I have found the Consultants easy to work with. Their acute understanding of my recruiting needs coupled with a desire to provide an excellent service has ensured I have been provided with a steady flow of high calibre candidates to select from. Their ability to provide excellent information packs on individuals applying means the time spent on pre-selection is reduced, this along with exceptional after interview follow ups also makes the transition from selection to employment simple as they are prepared to take on the leg work of communication.”
Continued support and Multi-Sector Placements
Following on from our success in 2015, we sourced our client an additional 43 permanent staff members in 2016. The positions filled were for a variety of disciplines to support all areas of their business, from Contract Managers and Transport Supervisors to Warehouse Operatives and Team Leaders.
In addition, we continue to support them with any ad-hoc driving requirements.