Whether you’re a HGV Driver , Transport Planner , or Logistics Manager , your CV is the first impression you make on a potential employer — and in a competitive industry, that first impression matters. A strong CV can help you stand out, showcase your experience, and land interviews for the roles you really want. Here are our top tips to help you write a CV that gets noticed 👇🏼 1) Start with the Basics — and Get Them Right It might sound simple, but you’d be surprised how many CVs miss key details. Make sure your CV includes: Full name and up-to-date contact details (phone number and email) Current location or area you’re willing to work in Licences and qualifications (C, CE, CPC, Digi Card, ADR, etc.) A short personal summary at the top that highlights your skills and experience Keep it clean, professional, and easy to read — ideally one or two pages maximum. 2) Tailor It to the Role Every transport or logistics job is slightly different, so don’t use the same CV for every application. Read the job advert carefully and highlight the skills and experience that match what the employer is asking for. For example: If it’s a Tramping role , mention your experience with long-distance or nights out. If it’s a Transport Planning position , focus on route planning, fleet management, or software systems you’ve used. 3) Showcase Achievements, Not Just Duties Recruiters and hiring managers want to know what you achieved, not just what you did. Instead of saying: “Responsible for daily route planning.” Try: “Planned and optimised delivery routes for 40+ vehicles, improving efficiency and reducing costs by 10%.” Where possible, include numbers or results — it shows impact and professionalism. 4) Highlight Industry Skills and Training In logistics and transport, compliance and training matter. Include: CPC or ADR certifications Health and safety training Tachograph and WTD knowledge IT systems (like Mandata, Paragon, or Microlise) Leadership or people management experience This helps employers quickly see that you’re compliant, competent, and ready to hit the ground running. 5) Keep It Professional — in Format and Tone Avoid complicated templates or heavy graphics. A simple, well-structured layout works best: Use clear headings (Experience, Education, Licences, Skills) Keep fonts clean and easy to read Save your CV as a PDF to maintain formatting And always double-check spelling and grammar — small errors can leave a poor impression. 6) Add a Strong Personal Statement Your personal statement (or professional summary) should be a few sentences that quickly tell employers who you are and what you bring to the table. Example: “Experienced Class 1 HGV Driver with 5+ years’ experience in general haulage and event logistics. Reliable, compliant, and passionate about delivering great service.” This is your elevator pitch — keep it confident, concise, and relevant. 7) Keep It Current Make sure your most recent role and achievements are clearly listed. If you’ve had recent training, new qualifications, or experience with new clients or routes — add them. A CV that looks regularly updated shows that you take your career seriously. Final Tip: Get a Second Opinion Before sending your CV, ask someone you trust (or your recruiter!) to review it. At Elite , we’re always happy to offer honest feedback and advice to help your application stand out. A great CV opens doors and we’re here to help you step through them. 📩 Looking for your next role in transport or logistics? Register with Elite today and let’s find the right fit for your experience and goals.
In transport and logistics recruitment, compliance isn’t optional, it’s essential. It protects your business, your workforce, and your reputation. But while most agencies operate legitimately, some use non-compliant payroll schemes to reduce costs or avoid paying full tax and National Insurance contributions. On the surface, everything can look fine, they are supplying workers and rates appear competitive. But beneath that, you could unknowingly be part of a non-compliant supply chain and that comes with serious consequences. ___________________________________________________________________________________________________________________________ The Red Flags to Watch For Here are some common warning signs that an agency might be operating a non-compliant payroll model : 1) Charge Rates That Seem Too Low If an agency’s rates look too good to be true , they probably are. Unsustainably cheap charge rates often mean corners are being cut, typically through non-compliant payroll practices or unpaid tax contributions. 2) No Breakdown of Costs Every compliant recruitment agency should be able to show a clear breakdown of their charge rate, covering Pay, National Insurance, Pension, Holiday Pay and Margin. If their Margin is too low or they can't provide a breakdown, it’s a red flag. 3) No Transparency on Payroll Partners If your agency won’t tell you which payroll companies they use, or keeps changing providers — be cautious. A legitimate supplier should openly share who manages worker pay and demonstrate compliance with HMRC standards. 4) No Access to Payslips or RTI Reports If you or the workers can’t access proper payslips, or the agency can’t show Real Time Information (RTI) submissions to HMRC, that’s a serious issue. These are fundamental parts of a compliant payroll system. _______________________________________________________________________________________________________________________ The Consequences of Non-Compliance Choosing the wrong recruitment partner doesn’t just the quality of workers, it can directly impact your business. Here’s what can happen if your agency is linked to a non-compliant payroll scheme : Financial Penalties – HMRC can hold you responsible for unpaid tax, National Insurance, or VAT — even if you didn’t know about the fraud. Legal Action – Under the Criminal Finances Act, companies can be penalised for facilitating or benefiting from tax evasion in their supply chain. Reputational Damage – Being associated with tax avoidance or non-compliance can seriously harm your credibility with clients, employees, and stakeholders. Operational Disruption – If a non-compliant payroll company is deregistered by HMRC, it can cause sudden staff shortages and major disruption to your operation. In short, if your recruitment agency isn’t compliant, neither are you. ______________________________________________________________________________________________________________________ How Elite Keeps You Protected At Elite , compliance isn’t a tick-box exercise, it’s part of who we are. We believe every client deserves complete transparency and peace of mind . Here’s how we do it: Full transparency on pay and charge rates Clear information about all payroll partners Auditable RTI reports and payslips Regular internal compliance checks and open client audits We’re proud to operate to the highest professional and ethical standards, ensuring our clients and candidates are always protected. ________________________________________________________________________________________________________________________ Final Thought If your agency can’t confidently explain how payroll is managed, or if something doesn’t add up — ask questions. If you want to partner with a recruitment agency that values integrity, transparency, and trust - partner with Elite. 📩 Get in touch to learn more about our compliance standards and how we help logistics businesses stay protected.
The Hidden Cost of a Bad Hire In recruitment, few things are more damaging to a business than the wrong hire. On the surface, a bad hire might seem like a temporary setback, an employee who didn’t quite fit in, or a placement that didn’t last. But the real impact can cost more than the salary and onboarding costs, it’s also the time, team morale, productivity, and reputation that are affected along the way. Why the Cost Is So High In the transport and logistics sector , every role is key, from drivers and planners to compliance and operations managers, each person plays a vital part in keeping goods moving safely, efficiently, and on time. When the wrong person joins the team, the ripple effects can be significant: 🚫 Disrupted schedules and service levels – one weak link can impact delivery performance and client satisfaction. 🚫 Compliance and safety risks – poor understanding of regulations can lead to costly mistakes and reputational damage. 🚫 Reduced team morale – when others pick up the slack, motivation and engagement drop. 🚫 Higher turnover and retraining costs – replacing a failed hire drains both time and budget. According to research, the average cost of a bad hire can reach three times the employee’s annual salary when you factor in recruitment, training, and lost productivity. For logistics businesses working to tight margins, that’s a hit few can afford. How Elite Minimises the Risk At Elite , we don’t just fill vacancies, we help our clients make strategic, sustainable hires that add long-term value. Our permanent recruitment process is built on three core principles : ✅ Cultural and operational fit – understanding your business, team dynamic, and goals to find someone who aligns naturally. ✅ Proven experience and verified compliance – every candidate is fully screened, referenced, and validated for legal and safety standards. ✅ Long-term retention and value – we focus on people who not only perform but grow with your business. We take the time to understand both the role and the people behind it, ensuring every placement strengthens your operation — not just fills a gap. Building Teams That Last Recruitment should never be a gamble. When done right, it’s a strategic investment in your company’s future success. Whether you’re scaling up for growth, replacing key talent, or building leadership capability, Elite helps you find the people who perform, stay, and deliver. 📩 Get in touch today to discuss how we can help you build a workforce that drives long-term results.
