Overcoming Talent Shortage
Road to Logistics has extensive experience of creating new talent pools through accessing hard-to-reach individuals. We have built strong supply chains to tap into local talent pools and have designed a rigorous screening process to ensure all of our learners are authentic and committed to the program, and a career in LGV driving. If you are struggling with recruiting talent, particularly blue-collar, our methods are proven to increase applications, train highly employable people, and cut recruitment costs.
Candidate Sourcing
We have built extensive supply chains with organisations who support various demographics including:
• Department for Work and Pensions
• His Majesties Prison and Probation Service
• New Futures Network
• Mencap
• Local charities who support individuals such as BAME groups, females, under 25’s, over 50’s, neuro-diverse, long-term unemployed
Our recruitment team also have access to multiple job boards and social media platforms.
Through these methods we are able to access harder-to-reach individuals and open up the talent pools available to our employers.
Candidate Screening
Our learners go through a 3-stage screening process, designed to be totally inclusive, focusing on identifying individuals who are genuine in their desire to work in the logistics industry.
Our process includes open days, where we can engage with individuals and get to know them more informally, giving those who find interviews overwhelming, the best possible chance of success.
We assist with applications where required, and have multiple reasonable adjustments in place to ensure that we live up to our goals around inclusivity.
We also carry out risk assessments to ensure that our learners, trainer and employers are safe and happy in their environment.