d The growing shortage of skilled drivers has resulted in
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the temporary workforce becoming an increasingly important asset to the transport industry. The rising cost and time it takes to gain an HGV licence, lack of training, poor image and low pay levels are disincentives for people considering driving as a career. Hence skilled drivers in the industry are now a valuable resource and they are turning to recruitment agencies to find them jobs with better pay and benefits.
As a result the industry has experienced an influx of recruitment agencies, all seeking to secure skilled drivers in order to meet increased demand. But what impact has this unprecedented growth had on recruitment standards and the relationship between operators and suppliers of agency drivers?
Issues concerning driver agencies are regularly discussed in the transport and logistics press. However, most of this discussion is anecdotal or sales-based. Some suppliers of agency drivers accuse the transport industry of mismanagement, while users of agency drivers have criticised the performance of both the drivers and the agencies which supply them.
This criticism is counter-productive in the development of a successful relationship based on mutual need.
The Recruitment and Employment Confederation (REC) Drivers Section has taken action to ensure that this relationship improves. Working closely with the Freight Transport and Road Haulage Associations, a joint code of practice has been developed for REC members, which includes leading industry names in driver recruitment. The code is based on research carried out by Huddersfield University regarding the current use of agency drivers, industry perception and the concerns of operators, recruitment agencies and drivers at large.
We cannot stress enough how important it is for the industry that agencies adhere to a comprehensive code of practice and that operators only use REC-accredited suppliers. The REC is the guardian of professional recruitment standards and any members not adhering to the code are subject to disciplinary procedures.
We believe that implementation of this code across the industry will work to combat many of the concerns felt by both operators and drivers when dealing with recruitment agencies.
We are also investing a great deal of time in developing a new higher standard Certificate of Competency for recruitment consultants working in the driving sector. To obtain the new certificate, which recognises a set standard of knowledge and skills required to fulfil tasks adequately in this challenging recruitment environment, the recruiter must pass a written examination. Operators and drivers can then be assured that they are dealing with an individual who has knowledge of their industry and the necessary skills to provide a successful recruitment solution.
The drivers section of the RFC will endeavour to continue working with all parties to ensure that agencies are properly briefed and supported by operators; that drivers receive the correct guidance, support and properjob briefs; and that our members continue to adhere to the highest standards of recruitment.