
51D & A RECRUITMENT |
BEST PRACTICE REPRESENTATIVE 2018
three issues, we address them with the
client. We listen to our candidates at
D&A, whether they have complaints or
praise to offer, and as a result, we can
see our end-user clients benefit, too.
We ensure that we offer competitive
rates to customers, and also that
we secure above-average wages for
candidates. Although this does cause
margins to suffer, we retain candidates,
often for years. Clients appreciate this
focused, personal relationship, and
also the similar services we offer for
them – they enjoy regular contact,
visits and reports on satisfaction
with regards to individuals we have
placed with them. Tying together
everything we do to offer the highest
quality of service possible, there is one
thing that underpins everything else:
our communication. With modern
technology, sending an email, even
off-site, can take a matter of seconds,
and we have found this helps no end
with our end-user clients’ satisfaction.
The national driver deficit and
other obstacles
Our journey to this success has not
been an easy one. Obtaining the
appropriate funding for the buyout
was difficult, and we have seen some
other periods of company debt. Clients
have, in the past, endured a financial
collapse in the form of a voluntary
agreement, for example. We have
learnt from these mistakes and now
have credit insurance.
The biggest struggle, however, is
the massive driver deficit the nation
presently endures. As a driving
recruitment agency first and foremost,
obviously, part of the challenge is
trying to fill these some 150,000
vacancies across the country, one
driver at a time. With Brexit on the
horizon and a great many drivers
returning to Europe as a result, we
may see this figure increase.
The most frustrating element of this is
an embedded, nationwide attitude for
a great many companies who require
drivers: they are often unwilling to
employ younger drivers. Recently, the
legal age for HGV driving was lowered
from 21 to 18, and, as a result, there
are a significant number of qualified
and certified young drivers who simply
cannot find work. These companies
will not provide work until these
drivers amass a body of experience –
but with this approach, they often find
themselves unable to even get their
foot in the door.
Looking ahead, we want to expand
our national presence further with
the opening of more D&A sites across
the country. Our year-on-year growth
has been a steady, upward climb –
and as someone who is personally
meticulous about figures, I want to
see this trend continue. We continually
monitor and compare results, week
on week, month on month. We spot
trends, keep growing and identify why
certain things are happening. There is
a five-year plan to hopefully see D&A
become a national supplier across the
country while retaining our celebrated
non-corporate company atmosphere,
and this is something all of my staff,
and I, personally, really do want to see.
Tying together
everything we
do to offer the
highest quality
of service
possible, there is
one thing that
underpins
everything else:
our
communication
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A new recruit