A strong recruitment partner is more than just a supplier; they’re a strategic extension of your business. Whether you rely on temporary drivers to support holiday cover and peak periods or permanent hires to strengthen your long-term operation, the quality of your partnership directly impacts productivity, compliance, and performance. Here’s how to unlock the full value of your recruitment partner across both temporary and permanent recruitment. 1. Share Clear, Timely Information — for Temp & Perm Roles Whether you're booking a temp driver for tonight or hiring a permanent Transport Planner, clarity is everything. Provide: Detailed role briefs (duties, required skills, start times, shift patterns) Experience expectations (vehicle types, licencing, software knowledge) Forecasts or planned growth for upcoming staffing needs Any site-specific or cultural requirements Clear information leads to better matches and fewer issues — in both temp and perm recruitment. 2. Communicate Early — It Improves Both Temp Fill Rates & Perm Talent Pipelines Fast-changing operations can create sudden staffing needs, but early communication helps your partner: Secure the right temp workers quickly Build perm candidate pipelines before you urgently need them Prepare for seasonal peaks and dips Reduce disruptions caused by last-minute changes A proactive relationship helps both sides stay ahead. 3. Treat Recruitment as a Partnership — Not a Transaction Great results come when you work with your agency and build a partnership A strong relationship means: Open conversations about challenges Joint planning sessions Trust in the agency’s expertise Faster, more accurate placements Partnerships build consistency — whether filling 4 permanent roles or 40 temp shifts . 4. Give Constructive Feedback on Both Temp & Perm Workers Feedback improves future placements and strengthens the talent pool. Share feedback on: Driver or candidate performance Skills gaps or training needs How well the candidate fit your site or culture What would improve the next placement Positive feedback helps agencies prioritise high performers and “Negative” feedback helps prevent repeat issues. 5. Use Inductions to Set Temp & Perm Staff Up for Success A solid induction leads to safer, smoother operations — no matter the hire type. A good induction covers: Safety rules Site layout Reporting procedures Systems or route training Expectations for performance Temporary or permanent, people work better when they know what is expected from them. 6. Understand What Good Recruitment Should Look Like A quality recruitment partner will have open communication and demonstrate: Transparent processes Thorough vetting and right-to-work checks Licence/CPC validation and compliance knowledge Clear communication and fast response times Structured candidate screening and matching These standards protect your business and your workforce. 7. Plan Ahead — for expected peaks in volume & growth Proactive planning gives your partner time to secure the best talent, which will deliver better outcomes: Temporary recruitment: Peak seasons Bank holidays Weekend spikes Sickness cover Permanent recruitment: New contracts Fleet expansion Leadership or operational development Succession planning And while forward planning is essential , we’re still here to solve the staffing emergencies — last-minute cover and short-notice shifts — whenever you need us. 8. Build Long-Term Consistency Long-term partnerships allow your agency to fully understand your operation. Benefits include: Better driver–site matching Higher fulfilment rates for temp roles More accurate perm candidate shortlists Increased retention Faster onboarding Consistency leads to better workforce performance overall. 9. Maintain Two-Way Communication Successful recruitment relies on open communication about what’s working — and what’s not. Good communication includes: Real-time updates Honest feedback Quick escalation for issues Collaborative problem solving This approach strengthens both temp and perm delivery. 10. Choose a Partner Who Understands Transport & Logistics This industry is complex — demanding compliance, speed, and accuracy. The right partner will understand: EU Driver Hours & WTD Tacho rules and assessments Licence categories Safety expectations The realities of RDCs, depots, warehouse teams and HGV operations This expertise improves both temp recruitment and permanent hiring. Final Thoughts: Partnerships Deliver the Best Results To get the most out of your recruitment partner, whether for temp or perm roles — build a relationship based on: Clear communication Shared expectations Consistent feedback Long-term planning Mutual trust Recruitment done well is more than filling a vacancy. It’s building a reliable, safe, and high-performing workforce that supports your operation every day. Let’s build a recruitment partnership that delivers better outcomes. Contact us to get started.
Complete Guide to HGV Daily Walk-Around Checks — And Why Doing Them Properly Matters Every HGV driver has a legal responsibility to conduct daily walk-around checks before taking a vehicle on the road. It’s not simply a box-ticking exercise, it’s a critical part of keeping you, your load, and other road users safe. Whether you're an experienced driver or new to the industry, completing these checks thoroughly and reporting defects correctly helps prevent breakdowns, protects you as a professional HGV Driver, and ensures your vehicle remains compliant with DVSA standards. This guide walks you through what to check , how to do it properly , and why it matters more than you might think. Why Daily Walk-Around Checks Are So Important 1. It’s a legal requirement The DVSA requires a full, documented check of the vehicle before every shift. Skipping checks, or not completing them to the right standard, can result in penalties and points on your licence. 2. Protects You and Your Job By spotting and reporting defects early, you help keep the vehicle safe and compliant. This protects your job, your licence, and ensures you’re not held responsible for issues that could have been avoided. 3. Prevents breakdowns and dangerous failures on the road A missed defect could lead to a tyre blowout, brake failure, or load shift while you’re driving, all of which can cause serious accidents. 4. Supports safety and compliance culture Proper checks help build a responsible, safety-first environment across the transport team. Consistency is key. 5. Ensures you’re covered in an inspection Roadside checks can happen anytime. A correctly completed daily defect sheet protects you if a fault appears during your journey. How to Complete an HGV Daily Walk-Around Check A proper check should take at least 10–15 minutes . Rushing increases the risk of missing something important. Below is a clear, step-by-step guide aligned with DVSA expectations. 1. Start with the Exterior Tyres & Wheels Check tread depth Look for cuts, bulges, exposed cords Ensure wheel nuts are secure Listen for air leaks Lights & Indicators Headlights, fog lights, brake lights, indicators and hazard warning lights must all work Lenses should be clean and not cracked Mirrors & Glass Ensure mirrors are correctly positioned Check for cracks or missing glass Windscreen must be free from major damage Bodywork & Trailer Condition Look for loose panels, sharp edges or damage Ensure side-guards and rear under run protection are intact Check curtains, doors, locks, straps and buckles 2. Mechanical & Safety Systems Brakes No audible air leaks Air tanks must build pressure correctly ABS warning light must go out Steering No excessive play Steering column secure No unusual noises when turning Suspension & Chassis Look for broken springs, airbags, or cracked mounts Ensure chassis and frame are undamaged 3. Load Security Whether you're carrying pallets, cages or bulk loads, always check: Load is stable and secured Curtains alone are not load security Ratchets, straps and bars are in good condition Tail lifts operate safely Load shifts can be fatal — this part of the check is non-negotiable. 4. In-Cab Checks - Dashboard & Warning Lights Ensure no warning lights remain illuminated Tachograph is functioning Seat belts & Controls Seat belts must click and retract properly Wipers, washers, horn and heater/defrost should all work Documentation Ensure the daily defect sheet is completed Check all required paperwork is present 5. Trailer Connection Checks (if applicable) Fifth wheel or tow eye properly engaged Electrical suzies and airlines connected correctly No air leaks Landing legs fully raised Take extra time with coupling/uncoupling — small errors can have huge consequences. How to Report a Defect Correctly Identifying a defect is only half the job. Reporting it properly ensures your vehicle is repaired quickly and legally safe to use. ✔Report it immediately to your transport/shift manager ✔ Record it clearly on your defect sheet or app ✔ Never take a vehicle on the road with a serious defect ✔ Do not rely on someone else to report it If a defect is dangerous, the vehicle must not be driven until it’s repaired. This keeps you protected and ensures the operator remains compliant. Common Mistakes Drivers Make During Walk-Around Checks Doing the check too quickly Skipping steps because “it was fine yesterday” Not recording minor defects Failing to check both sides of the vehicle Not checking trailers properly Not reporting issues unless they feel “serious” Small problems can turn into major failures. Catch them early. Final Thoughts: A Good Daily Check Protects Everyone A thorough daily walk-around check isn’t just paperwork, it’s protection. It protects: You Your Vehicle Your Employer Other road users Your company’s reputation Taking a few minutes each morning to check your vehicle properly is one of the simplest but most important responsibilities you have as a professional HGV driver. For more information you can watch a video here - https://www.gov.uk/guidance/carry-out-daily-heavy-goods-vehicle-hgv-walkaround-checks#watch-a-video-showing-what-checks-to-do
How Auditing Your Recruitment Agency Partner Protects Your Business from Risk When you use a recruitment agency, you’re not just outsourcing hiring, you’re also sharing responsibility for compliance, workforce quality, and brand reputation . If an agency’s processes are weak, the risk doesn’t stay with them. It can land on your operation as missed shifts, unqualified workers, payroll disputes, right-to-work issues, safety incidents, or reputational damage with your own customers. That’s why client-led audits of recruitment partners matter. Auditing your agency isn’t about distrust, it’s about due diligence and protecting your business. Here’s how regular audits of your recruitment agency partner reduce risk, improve performance, and give you confidence in every placement. Why should clients audit their recruitment agency? A strong agency audit helps you confirm three things: Compliance is real, not assumed Quality controls are consistent, not occasional Records and evidence exist if your business is ever inspected or challenged In short: you’re checking that the agency’s promises are backed by systems, checks, and documentation. 1) Audits reduce compliance and legal risk Recruitment compliance is not optional, especially in sectors like logistics, industrial, warehousing, driving, and construction. Auditing your agency partner helps ensure they have robust processes for: Right to work checks and document retention Driver licence checks (where relevant) and ongoing re-checks Qualifications and certifications (e.g., CPC, ADR, FLT) Working Time Regulations / AWR understanding and controls GDPR and data handling (storage, access, retention) Ask yourself: if an inspector or internal compliance team requested proof tomorrow, would your agency be able to provide it quickly and clearly? 2) Audits protect operational performance (and service levels) The biggest pain clients feel isn’t always “compliance” — it’s disruption. A recruitment agency audit can reveal weak spots that lead to: No-shows and poor fill rates Workers arriving without correct PPE or site induction Role mismatch (wrong skills, wrong licence, wrong experience) Poor communication on shift changes and cancellations Delays in onboarding due to incomplete paperwork A good audit checks whether the agency has clear, repeatable processes to prevent these issues — not just reactive problem-solving after the damage is done. 3) Audits reduce health & safety exposure If the workers supplied are entering safety-critical environments, the agency’s processes must support safe placements. Audit for evidence of: Screening for safety-critical roles (experience, behaviours, awareness) Training records and refresher checks Induction compliance (who is responsible for what) PPE guidance and role requirements captured correctly Incident reporting process and escalation routes Even when safety responsibility is shared, the quality of your agency’s vetting directly affects risk on site. 4) Audits help you verify payroll integrity and worker management Payroll issues create friction fast — and they often become reputational risks for the client too, particularly if workers feel mistreated or disengaged. A strong audit looks at: Timesheet approvals and controls Pay rates aligned to agreed terms Holiday pay handling and transparency Process for resolving disputes Worker communication standards When payroll and worker care are managed properly, you’ll typically see better retention, fewer issues on shift, and stronger workforce reliability. 5) Audits strengthen reputational protection Your agency’s workers represent your brand at the point of delivery. If something goes wrong — poor conduct, bad performance, legislation breaches — it reflects on your business and can affect customer confidence. Auditing your agency partner helps ensure: Clear standards and expectations are set for workers Behaviour and performance concerns are handled quickly Escalation routes exist and are used consistently Workers are briefed correctly on client expectations This is particularly important during peak seasons (Summer Holidays, Christmas, Black Friday/Cyber Monday) when rapid hiring can put pressure on standards. What should clients include in a recruitment agency audit? Here’s a practical checklist you can use as a starting point: ✅ Compliance & screening Right to work process + evidence retention ID verification standards Licence / qualification checks (if applicable) Frequency of re-checks for long-term workers ✅ Quality & onboarding Role matching process (how they confirm suitability) Reference checking approach Pre-start confirmations and attendance controls Induction responsibilities (agency vs client) ✅ Worker management & support Absence/no-show process Performance management and replacement process Worker welfare and engagement approach Communication standards (speed, escalation, out-of-hours) ✅ Payroll & finance controls Timesheet approvals Holiday pay compliance approach HMRC Compliance Transparency of pay breakdowns ✅ Data protection GDPR controls (storage, access, retention) Secure handling of documents Data sharing processes with clients How often should you audit your recruitment agency? A sensible rhythm for most clients is: Initial audit when onboarding an agency partner Quarterly review for performance + compliance spot checks Annual audit deeper dive (or aligned with accreditations) Increase frequency if: Your volume spikes seasonally You operate in higher risk industries or critical environments You’ve had recent incidents or performance issues Regulations or site requirements change A note on accredited agencies Accreditations and third-party audits can be a strong indicator of robust processes — but they’re not a substitute for client oversight. The best partnerships combine: Agency accreditation and internal audits Client-led review and performance governance Clear shared responsibilities and documentation That’s how you get consistency at scale. Final thoughts: auditing is partnership protection Auditing your recruitment agency partner isn’t about “catching them out.” It’s about ensuring your supply chain is strong — so your business stays compliant, resilient, and protected. When you audit well, you create: ✅clearer standards ✅fewer surprises ✅stronger fill rates ✅better worker quality ✅reduced legal and operational risk And that means you can scale with confidence — even at the busiest times of year.
