industrial recruitment
Industrial sector demanding digital partners
The challenges of an increase in market demand and a talent shortage, means that the industrial sector has had to make changes very quickly and learn to be more agile than before. The competition for skilled temporary labour caused by Brexit amongst other factors, is greater than ever, catapulting recruitment strategies into the forefront of business success and survival.
At the same time, barriers to traditional recruiting and registration methods, due to the impact of Covid -19, has forced many companies to quickly adapt to alternative approaches.
All this has led to the need for labour saving and cost-effective recruitment systems; in short, all businesses, especially those with high turnovers of temporary workers as well as in-demand highly skilled personnel, need to adopt a digital solution to their recruitment processes to compete in today’s market.
DRS can be used by a variety of sectors and it’s safe to say that it ticks all the right boxes to streamline processes in the industrial sector to ensure an agile response to changing recruitment, management, financial, and business needs.
Industrial temp challenges
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logistics recruitment
Logistics gearing up for change
The challenges of driver shortage and increase in market demands means that the logistics industry has had to make changes very quickly and learn to be more agile than ever before. The competition for drivers and other logistic temporary labour is greater than ever, catapulting recruitment strategies into the forefront business success and survival.
At the same time, barriers to traditional recruiting and registration methods, due to the impact of Covid -19, has forced many companies to quickly adapt to alternative approaches.
All this has led to the need for labour saving and cost-effective recruitment systems; in short, all businesses, especially those with high turnovers of temporary workers such as drivers and logistics personnel, need to adopt a digital solution to their recruitment needs.
DRS although can be used by a variety of sectors, was originally developed by and for a driver recruitment agency and it’s safe to say that it ticks all the right boxes to streamline processes whilst ensuring compliance and employee engagement.
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An estimated quarter of million temps are placed every day within the logistics sector.
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Barriers to sourcing candidates
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Logistics Workforce
HGV Drivers
HGV Driver Age
commercial recruitment
Commercial
The boom in the commercial sector due to a change in market demands caused through the impacts of Covid-19 as well as a labour shortage due to Brexit, means greater pressures on warehouses, packaging, deliveries etc. This has caused the commercial sector to make changes very quickly and learn to be more agile than ever before. The competition for labour in this sector has never been, forcing recruitment strategies to be the forefront of business planning.
At the same time, barriers to traditional recruiting and registration methods, due to the impact of Covid -19, has forced many companies to quickly adapt to alternative approaches.
All this has led to the need for labour saving and cost-effective recruitment systems; in short, all businesses, especially those with high turnovers of temporary workers and in demand highly skilled talent, need to adopt a digital solution to their recruitment needs.
DRS although can be used by a variety of sectors and it’s safe to say that it ticks all the right boxes to streamline processes to ensure commercial sector businesses can compete in todays’ digital landscape that requires effective and efficient as well as improved communications.
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Commercial labour – biggest concerns
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Recruitment
Sector
Seize the opportunity grow
Today, the recruitment industry generates £42.3 billion, of which £37.8 billion (89%) is attributed to temporary hires supported by 31,000 UK recruitment agencies; 81% have less than 10 employees. Almost all major businesses in the industrial, logistic, and commercial sectors predict even more use of temporary labour; the outlook looks promising.
However, the reality is somewhat different, with skill shortages, increased time to source candidates, and legislative barriers, there are many spinning plates to recruit temporary labour, and that will see some agencies navigate into uncomfortable waters.
For successful agencies the traditional process of sourcing, placing and processing temporary candidates has been replaced. People’s needs have changed and processes have had to adapt, however, with the advancements of technology and available automation capability to save time, the question for competitive recruitment agencies isn’t ‘shall we switch to an automated system?’, it’s ‘which system best suits our business?’
Sourcing and retaining candidates sit high on the agenda of recruitment concerns; ask yourself how are you now sourcing your candidates, how do you communicate, how do you keep your candidates engaged to retain them?
When you start peeling back the layers of your recruitment processes and realise time consuming tasks can be eliminated or reduced, you’ll look beyond today’s immediate challenges and look towards a future solution which ensures your business grows and maximises the increase usage of temporary labour.