The recent and continued boom in the construction sector has significantly increased both permanent hiring activity and a sharp increase in temporary labour. A key part of de Poel’s service is the provision of MI reports on spend approval for temporary labour. These reports drill down into both temporary spend on housekeeping (day-to-day requirements across sites) and self-delivery (where sub-contracting has not been possible, because the project hasn’t been scoped out). This clarity on where exactly spend is occurring and at what levels allows our construction clients to see how their business is running, enabling them to track back and identify issues with the sub-contracting process or daily site management.
In addition our focus on a compliant recruitment agency supply chain gives peace of mind in terms of the supply of agency workers on site with the appropriate tickets/qualifications.
Logistics remains a highly buffeted industry sector. Fuel prices, consumer buying habits, increased driver regulations, an aging workforce, re-shoring, the list goes on. It’s a complex mix – where the only constant is the guarantee that the status quo is always shifting. And with profit margins hovering at just 3% for most players, it can be incredibly difficult for logistics firms to influence the bottom line.
The logistics sector has been a key industry to benefit from partnering with de Poel. de Poel’s self-funding, cost-saving model has enabled both the biggest players in the market as well as newer start-ups to transform their recruitment spend, taking cost out of the business and impacting profits positively.
In an industry of squeezed margins, however, it’s not just the percentage of pounds shaved off traditional costs that ensures the de Poel solution makes the difference. In the latest FTA Transport Manager Survey, the top challenges Transport Managers stated they faced, alongside budget constraints, included remaining compliant as well as driver recruitment. This is where de Poel can additionally assist – ensuring the provision of CPC compliant staff from regularly audited recruitment agencies – keeping supply chains risk free. Our focus on workforce planning is also allowing logistics firms to better ride the peaks and troughs of demand by ensuring driver and warehouseman availability at crucial times by keeping a minimum ‘core’ of temporary workers, who are in turn more engaged and less likely to be absent.
Many of the manufacturers we work with do so in order to solve the problem of sourcing staff from limited pools. For example and particularly in the food industry, manufacturers will often be based in isolated rural areas in order to ensure a slick process from farm to packaged and processed goods. This creates difficulties in sourcing the requisite number of temporary workers, particularly during peak periods. We also see this problem arising even when manufactures are based in urban areas – as typically a greater proportion of competitors for this labour force will also be based there.
de Poel’s panel of over 1,000 recruitment agencies helps to ensure a strong network of coverage and we pride ourselves on only adding the most proactive agencies to our list of preferred suppliers, who can demonstrate creative candidate sourcing strategies to deliver the temp numbers required. Additionally, we work closely with these agency partners to create pools of temporary workers. Thanks to our size as the UK’s largest procurer of temporary labour we can virtually guarantee year round assignments for this temporary pool spread across assignments from our entire client base. This helps to ensure we can plan out assignment durations and ring fence the numbers of temporary workers required for peak periods for each client and ensure availability.
The de Poel model originally helped organisations manage high volume hires of unskilled or semi-skilled temporary workers. However, as our service has evolved so too has our remit. Today we also help clients manage the procurement of more complex, professional skill sets both across the public and private sector from senior healthcare professionals like doctors and consultants to IT and finance experts.
Sourcing professional level contractors can be notoriously difficult. Interims and contractors are both in high demand and command high rates of pay. This can lead to spiralling agency margins as organisations are forced to pay over the odds to recruit ‘just in time talent’ for business critical projects. And, certainly in the Public Sector, this can in turn lead to a great deal of negative press around spend.
Partnering with de Poel helps ensure the strongest possible panel of niche agency suppliers which helps to ensure the skills are available when needed. Importantly, de Poel panel agencies work to set terms and conditions, competing on quality of staff not price – which puts an end to wildly varying rates and accusations of over spend.
As the experts in temporary labour recruitment and management we recognise that one size does not fit all – and that the Public Sector faces unique challenges. We pride ourselves on offering recruitment solutions based on specialist knowledge through our account management teams.
In order to deliver an optimum service we have created dedicated education, health and care and Local Government operations. Our collective purchasing power and reach means we can help you access recruitment agencies for those disciplines that require specific attention, such as social workers and supply teachers and similar hard to fill roles.
We have a strong track record in understanding and achieving customers’ local agenda requirements from corporate social responsibility, local re-generation, employment and working with SMEs. At de Poel we are able to ensure this agenda informs the recruitment of your temporary staff.
Importantly, in a highly scrutinised sector where many temporary workers are required to work with society’s most vulnerable people, we ensure your supply chain is regularly audited and complies with all on-going legal and regulatory requirements such as rights to work, DBS checks, specific licences and qualifications, AWR and pensions auto-enrolment.
We understand that budgets are tight, so you only pay a small percentage for our managed service which is fully funded from the cost savings we create. Our ‘pay as you save’ funding model combined with our track record of success across the public sector, from local councils to NHS trusts, means that we have become a trusted recruitment partner. Typical cost savings are between 3% and 12%.
As well as leading positions on public sector procurement frameworks such as CCS, YPO, ESPO, SUPC, NEPO, National Procurement Service and Cirrus, de Poel has been chosen by a diverse range of Public Sector organisations.
The seismic shift in the retail sector towards a 24/7 multi-channel delivery model has created huge staffing issues for all players in the marketplace. Since the majority of the population predominantly wants to work more traditional working patterns, reliance on agency workers has never been higher to staff up unsociable hours.
However, it’s not as simple as having unskilled labour to keep a skeleton service in place over the night shift. Companies need engaged, skilled staff around the clock – particularly as the success of most retail organisations relies on their complex night time logistical delivery to ensure goods purchased online are delivered first thing, next day. Whether it’s midnight or midday, workers need to maintain the highest of standards to ensure the retail brand they work for remains a strong competitor in a crowded marketplace.
Added to these pressures, employment legislation has also impacted on the retail industry – not just the Agency Worker Regulations, but additionally the requirement for the Driver Certificate of Professional Competence (CPC). de Poel helps to ensure compliance amongst our clients’ recruitment agencies and thus, the compliance of the workers they supply. Additionally we ensure our clients are fully staffed no matter the shift pattern, with a quality workforce provided at an optimum rate.
We recognise that competition in the retail world is fierce and that many warehousing/logistical hubs are based within mere miles of each other (for example Northampton and the M25). Where clients are based in a competitive geographical area, we provide additional analysis of rates of pay amongst the players in that market to ensure that we can recommend an optimum rate to attract and retain in-demand skills – such as drivers.
Traditionally a business sector with clear seasonal demand periods, the recent years of wildly unpredictable weather trends have exacerbated the need to staff-up at a rapid pace in order to cope with sudden customer requirements. This has often left utility companies paying excessive last-minute agency margins in order to ensure requisite numbers of temporary workers are in place, on time.
de Poel are helping a number of the major players in the utility sector beat this trap by normalising the emergency agency margin through more effective agency management. We are also helping our clients plan proactively in order to manage the increased demand triggered by scheduled customer campaigns on TV. In these circumstances de Poel can help brief and manage the highest-performing agencies to supply appropriate candidates onto a series of time-sensitive assessment centres, taking away much of the administrative burden for our clients whilst ensuring high volume hires at the end of the process.
de Poel also offers an important, in-house compliance solution, which ensures that temporary workers entering the homes of the general public or handling their financial details are appropriately vetted.
Over the last decade, thanks to both domestic and EU directives, the waste management industry has been transforming – moving from a haul and dump approach to a greater focus on resource recovery. This change has required increased numbers of unskilled labour for recycling lines and additionally more general public focused skill sets at recycling sites.
With an estimated 160,000 people working in the UK’s waste management sector already, de Poel is helping a number of high profile companies operating in this space get an increased handle on their deployment of temporary workers in order to meet operational goals. Our solution offers visibility, control and compliance in an industry where weekly temporary numbers are consistently high.
Additionally, and importantly, de Poel helps to ensure ethical payroll practices in the agency supply chain. This is a vital across every sector, but particularly so in the waste management sector where candidates supplied by agencies will often earn little more than the minimum wage and are more likely to be drawn from non-UK nationals. These factors, combined with more basic English language skills, mean temporary workers in the waste industry can be left vulnerable to pay discrepancies – including hefty deductions from their weekly wage by Umbrella companies. de Poel clients can enjoy peace of mind and a strong employer reputation through our payroll solutions, including a fair, transparent and ethical umbrella alternative.