News

As we discovered in our July blog, Is Peak a Thing of the Past?, the temporary labour market is changing – it’s becoming increasingly difficult for organisations to accurately predict Peak, and the reliance on and demand for temporary workers is growing due to shifting labour market trends. Here we delve more deeply into the evolving role of the temporary workforce, what industry trends are affecting this sector, and how decision-makers can adapt their recruitment strategies to deal with the new reality.

UK Labour Market Statistics

If we examine the latest labour market statistics that relate to temporary workers we can see some interesting and informative trends.

The Office for National Statistics (ONS) reports that the unemployment rate for people aged 16 and over now stands at 4.2%, meaning that 30.4 million people in the UK now have jobs. Its estimates for payrolled employees rose by 227,000 (0.8%) in the year from June 2023 to June 2024, increasing by 14,000 between May-June 2024. However, it also reports that the number of people aged 16-64 who are defined as ‘outside the workforce’ increased to 9.3 million in June – that’s 22.1% of the total workforce.

TALiNT Partners focuses on finance and its implications, noting that the economy improved slightly between May and June, with inflation falling to 2%, interest rates being dropped to 5% by the Bank of England Monetary Policy Committee (MPC), and wage growth down 6% on the last quarter, at 5.7%.

The Global Recruiter,  drawing on information from job search engine Adzuna which published its UK Job Market Report for July, highlighted the positive news that UK job vacancies rose to 862,043, a rise of 1.1%, bringing tentative optimism for UK businesses and recruiters. However, it advocates caution, citing the fact that vacancies are still 17.60% down on last July’s figures.

What do these figures mean? Despite the real-term drop in full-time vacancies, there is still a high demand for jobs, with 2.09 applicants for every vacancy. Temporary staffing needs continue to increase but are being impacted by the effect of economic inactivity amongst the UK workforce. The key drivers for temporary hiring continue to be short-term demand, in response to varying Peak, and the need for flexibility among organisations’ workforces.

Industry Trends Affecting Temporary Workers

Three main trends affect temporary workers, and their employers.

1. The rise of the gig economy and flexible working options – as far back as 2018 the then Department for Business, Energy & Industrial Strategy worked with the Institute for Employment Studies to define the gig economy as involving, “the exchange of labour for money between individuals or companies via digital platforms that actively facilitate matching between providers and customers, on a short-term and payment by task basis”. Since then this form of employment has increased both in popularity and numbers, with an estimated 4.27 million self-employed workers, as of June 2024.

Flexible working has also risen in popularity, largely thanks to recently-introduced legislation, the Employment Relations (Flexible Working) Bill, which gives workers increased flexibility over when they work, as well as the right to request flexible working from day one. 

2. An increase in demand for blended workforces – blended workforces (those containing not only full- and part-time employees but also casual workers and contractors) have increased in popularity over recent years, and benefit both employees and their employers. Employees benefit from the flexibility that this type of work provides and employers find that they not only attract talent from a more diverse pool, but also reduce staff turnover, and improve performance and engagement.

3. Impact of skills-based hiring on the temporary workforce – most employers are acutely aware of the skills gap and the challenges this brings, which is why many more of them are basing their hiring decisions on an employee’s skills, rather than their background or education. By evaluating candidates on the skills they have that are relevant to the role, employers can not only improve the quality of their hires, but also increase retention, reduce bias, and grow their talent pools.

Adapting Recruitment Strategies for Temporary Workers

In the face of so many difficulties in recruiting temporary workers, how can employers adapt their strategies to ensure success? Let’s look at three effective methods.

• The importance of quick onboarding and compliance for temporary roles: according to Aberdeen Strategy & Research, around 22% of staff turnover happens within the first 45 days of employment. A shocking statistic that demonstrates just how important quick and effective onboarding is. However, if done properly (ensuring new employees are aware of compliance, that they feel prepared, and that they understand the company culture), the percentage of people who stayed with the organisation for at least three years rises to 58%.
• The use of AI to streamline hiring for temporary workers: amid much discussion about the potential and dangers of AI recently, its practical uses can’t be ignored. For recruiters, AI can help to streamline the hiring process by helping them source candidates whose skills match a job profile and screen CVs, as well as reducing bias, automating admin, assisting in making data-driven decisions, enhancing the candidate experience and improving engagement.
• Building a flexible talent pool for sudden demand surges: to ensure that employers have a reliable and available talent pool on which to draw when they experience sudden demand surges they should consider a wide range of strategies including engaging passive candidates, building their employer brand and, most importantly, partnering with a temporary recruitment specialist with a proven track record of success.

Conclusion

In today’s challenging recruitment market, the significance of temporary workers cannot be understated. The gig economy, a rise in blended workforces and the impact of skills-based hiring have all contributed towards temporary work becoming an attractive and desirable way to work for both employers and employees.

However, to get the most out of a temporary workforce employers must get to grips with its nuances and requirements. That’s where a specialist temporary recruiter such as TaskMaster can help. With almost three decades of experience in providing temporary workforces for clients in the industrial, driving, NHS, FM, & Catering, and commercial sectors we have the expertise to help your organisation achieve its goals.

For more information about how we can help you with your temporary recruitment get in touch.

The Challenge:

In response to the Covid-19 pandemic, AGH Solutions Ltd, in collaboration with local NHS Trusts, faced the monumental task of converting the Harrogate Convention Centre into a fully operational Nightingale Hospital within just four weeks. Central government mandated the urgent preparation and staffing of the hospital to provide frontline care. TaskMaster Public Sector, as the primary supplier of NMNC (non-medical, non-clinical) workers to AGH and LTHT (Leeds Teaching Hospitals NHS Trust), was called upon to support this critical initiative.

• Meeting stringent deadlines amidst the COVID-19 pandemic
• Managing mass recruitment at short notice for diverse roles

Results:

• Successful, compliant recruitment for over 200 workers for the Nightingale Hospital
• Swift mobilisation of additional temporary staff to support front-line services
• Reliable and cost-effective partnership demonstrated during times of adversity

Our approach:

TaskMaster's collaboration with AGH Solutions Ltd was marked by a proactive and hands-on approach. Our dedicated team worked closely with AGH Solutions Ltd from the project's inception to manage the recruitment element effectively. Our team played a pivotal role in identifying the required shift patterns for a 24/7 rota, determining the necessary staffing numbers for each shift pattern, and executing the recruitment process seamlessly. With non-negotiable deadlines looming, we swiftly identified, recruited, and ensured compliance for over 200 workers for the Nightingale Hospital, encompassing roles such as Domestics, Porters, Supervisors, Administrators, Trainers, and Project Managers.

The period during the establishment of the Nightingale Hospital presented immense challenges for the NHS. Not only was the NHS tasked with caring for COVID-19 patients, but it also needed to adequately staff its own services to provide front-line treatment. In this context, a strong, robust, and reliable recruitment partner was essential to ensure the swift mobilisation of large volumes of additional temporary staff. TaskMaster rose to the occasion, with members of our team working tirelessly alongside the AGH Solutions team, seven days a week, often exceeding 15 hours a day to ensure project objectives were met.

Our results:

TaskMaster's partnership with AGH Solutions Ltd during the establishment of the Harrogate Nightingale Hospital yielded impactful results, underscoring our commitment to excellence and efficiency in staffing operations:

Swift Recruitment and Compliance: Despite the challenging timeframe, TaskMaster successfully identified, recruited, and ensured compliance for over 200 workers for the Nightingale Hospital. This rapid mobilisation of staff was crucial in meeting the urgent staffing needs of the field hospital and ensuring operational readiness.

Operational Continuity: TaskMaster's proactive approach and dedicated efforts, including seven-day work weeks and extended hours, played a pivotal role in maintaining operational continuity during a critical period. By swiftly addressing staffing requirements, TaskMaster enabled AGH Solutions Ltd to focus on delivering essential front-line services to COVID-19 patients.

Reliability and Adaptability: Throughout the project, TaskMaster demonstrated reliability, adaptability, and a willingness to go above and beyond to meet client needs. Taj's hands-on involvement and commitment to delivering on targets in line with deadlines ensured that AGH Solutions Ltd could rely on TaskMaster as a trusted recruitment partner during times of adversity.

What the client said

"I can wholeheartedly trust that TaskMaster will always provide high-level consultative recruitment guidance, deliver on targets in line with deadlines, and never compromise on quality. TaskMaster helped devise and execute a successful COVID-19 recruitment strategy for the Harrogate Nightingale Hospital, and it's a shame this hasn't received wider recognition as there were only 7 Nightingale Hospitals built in the UK during the COVID-19 pandemic - so I am happy to champion the large part played by TaskMaster in the success of the Harrogate Nightingale project."

Kath Aspinall
Assistant Director of Facilities
AGH Solutions Limited

Challenges

• Changes in supplier arrangements and external factors such as the COVID-19 pandemic
• Managing mass bookings at short notice and handling difficult roles

In the summer of 2014, TaskMaster Public Sector embarked on a journey with the University of Huddersfield, winning the sole supplier agreement for all non-academic temporary staff. Over the years, the university faced various challenges, including changes in supplier arrangements and the impact of external factors such as the COVID-19 pandemic. Despite this, TaskMaster Public Sector remained committed to ensuring operational continuity. From managing mass bookings at short notice to handling difficult roles, TaskMaster navigated through diverse challenges to drive efficiency on campus.

Results

• Reduced staff turnover within the first shift
• Cost and time saved
• Improved communication and clarity across departments
• Improved staff well-being and sustained productivity

Our Approach

TaskMaster's partnership with the University of Huddersfield was characterised by a proactive and collaborative approach aimed at addressing the university's evolving needs. Leveraging our extensive experience and industry insights, we developed tailored training and induction programmes to equip staff with the necessary skills and knowledge. These programmes were designed to prepare employees for the unique demands of their roles, fostering confidence and competence from day one.

Additionally, TaskMaster implemented robust communication channels with each department, ensuring clarity and direction for staff members. By engaging closely with hiring managers and department heads, we gained a deep understanding of their staffing requirements and operational dynamics. This collaborative approach enabled us to streamline the recruitment process, from initial candidate selection to onboarding, ensuring a seamless and efficient experience for both the university and its staff.

Moreover, TaskMaster remained agile and responsive to the university's changing needs, adapting our strategies and solutions accordingly. Whether it was scaling up staffing levels during peak periods or providing support for special projects, TaskMaster was committed to meeting the university's requirements with flexibility and efficiency. Our proactive engagement and tailored service solutions were instrumental in fostering a positive work environment and driving operational excellence across the campus.

What the client said:

TaskMaster have supported the university catering department for a number of years. I have always found Dan and team to be extremely responsive to our needs. In a busy catering environment there is no worse feeling than being short staffed, having a resourcing partner that never lets us down is essential and I can honestly say that we receive an extremely strong and reliable service from TaskMaster which is incredibly important when we are up against it! No matter what the job role, TaskMaster have worked hard to fight the right candidate for us and strong communication has meant that any queries or issues are quickly resolved.

Sarah Hodgson - Catering Operations Manager

When we seek agency candidates, we always work together with Taskmaster to find the most appropriate people for the temporary role. TaskMaster are always on hand if I have any agency enquiries or concerns and my email communications always receive a swift response. The timesheet portal is easy to access when authorising hours worked and previously authorised timesheets can be viewed at any time.

Paula Clover - Customer Services Manager

We have partnered with TaskMaster to provide us with temporary staff for the past decade. Their user-friendly timesheet process, makes it easy for our managers to review and approve hours and the team are always responsive, proactive, and ready to address any concerns or queries promptly, reflecting their dedication to providing excellent customer service.

Natalie Plows - Human Resources Manager

The recruitment calendar used to have a reassuring predictability about it – January is about The Sales, February is all about love, Spring has Mother’s Day and Easter, Summer has Father’s Day, summer holidays and Back to School, Autumn is Halloween and Fireworks Night, and then comes The Festive Season. However, in recent years a certain level of disruption has taken place. Here we look at how a variety of factors have affected the traditional peak season in industrial and warehouse recruitment and how you can overcome the pressure this might bring.

Peak Differences

If you’ve ever tried to recruit warehousing or driving staff in the run-up to Christmas you’ll understand how difficult it can be. Many organisations have the visibility to plan well ahead, but many others have to be more reactive “as it happens”  and the result is either a lack of appropriately qualified and -experienced staff or paying over the odds for those services. 

In recent years, however, we’ve noticed client demand has flattened across peak, or the ‘Golden Quarter’ as it’s also known, towards a more plateaued demand that remains steadier, for longer.

The reasons for this are numerous and varied but include:

• Domestic and Global Events: The industry is still dealing with the fallout over COVID-19 and Russia’s invasion of Ukraine which both pushed up prices and reduced the supply of basic commodities. Added to this, here in the UK, we are getting accustomed to having a new Government which must now do its best to relieve the cost-of-living crisis, raise employment rates and resolve increased tensions in the Middle East, all of which have the potential to affect logistics worldwide.
• Changing consumer behaviour: Customers are buying earlier, and less, for Peak season, not restricting their purchases to the weeks before Christmas, with fewer taking advantage of events like Black Friday. This behaviour impacts shipping and logistics within the supply chain, with many retailers adapting their delivery promises and incentivising longer delivery lead times. This means a less intensive labour requirement.
• The rise in online shopping: The UK, in particular, is the most sophisticated online shopping market in Europe, with around 60 million of us making e-commerce purchases in 2023. This amounts to over 26% of retail sales. The UK is the third largest market for ecommerce in the world with £77 billion worth of sales, after only China (£523 billion) and the USA (£264 billion) making it of vital importance to both the UK economy and the industries that function within it.

If you’re recruiting industrial staff, such as warehouse workers or delivery drivers, you may already have experienced the shift in Peak and might be starting to understand how important it is to adapt to changing circumstances, rapidly and responsively. If you haven’t you should prepare for its impact on your business.

The supply chain is already nimble and reactive but there are things you can do to get one step ahead of any potential fluctuations in Peak demand for staff: 

• Plan ahead: Like many industrial employers HR decision-makers must readjust their seasonal calendar to take into account this new shift in Peak. It’s important to identify if your industry is dealing with a Peak or a Plateau and adapt to what may be a new, permanent reality. Perhaps you’ll see a slight uplift in need throughout the year to accommodate new demands, and less during ‘traditional’ Peak season. By managing the dynamics of your staffing needs you’ll be able to adapt to future requirements.
• Ensure training and onboarding is available all year round: Streamlining your training and onboard processes will give you an advantage and enable you to start seasonal workers whenever you need to. This flexibility will enable seasonal workers to be ready for their roles within a short time-frame equipped with the knowledge and protocols that will help them perform their jobs effectively and safely.
• Partner with a specialist: At TaskMaster we’ve been specialising in warehouse and industrial recruitment for almost 30 years. That means that we’ve dealt with most fluctuations, disruptions and unforeseen events before and have the experience to deal with them, whether they’re in the driving, industrial or commercial sectors. The advantage we offer is that because of the wealth of skills our staff have, we can respond to time-sensitive issues and help you prepare ahead of time to enable you to build a talent pool, retain temporary workers, create compelling advertising campaigns and expand your reach.

For more information about how you can deal with post-Peak recruitment get in touch.

Changing workforce demographics are set to cause issues for employers in the future. With an aging population and more young people coming into work, how can employers adapt their recruitment strategies to cope with demands for new ways of thinking and working?

Making sense of demographics

The UK’s population is both growing and ageing and an understanding of how this will impact recruitment, both from an employer’s and an employee’s perspective, is key to ensuring that your recruitment strategies are future-proofed.

The UK population now stands at over 67 million people and, according to the ONS, it’s projected to reach 70 million by 2026. It’s also an ageing population, with 9.2 million or almost 20% of people aged over 65 – this number is set to increase to 27% by 2072. It’s estimated that around 1.43 million people aged 65 or over are currently working.

At the other end of the spectrum is Gen Z – people born between 1997 and 2012 making the eldest in this cohort around 27 years of age and the youngest 12. Statista estimates that there are around 12.7 million Gen Zeders in the UK, with approximately 4.3 million (around one-third) of them being employed – that’s around 6% of the UK population.

Developing a recruitment strategy that suits both these demographics can seem like an impossible task, given the disparities in aspirations and skillsets. However, with a little careful planning and smart management, businesses can draw on both these cohorts, bringing out the best of their capabilities and reducing recruitment pressure. Understanding what these two disparate groups want can help develop strategies to attract and retain them.

What do Gen Z want?

The first ‘digital natives’, Gen Z expect job adverts, application processes and communications to be seamlessly online as well as speedy. They’re also the most ethical group in the workforce and are looking for employers whose values reflect their desire for inclusion, social responsibility and sustainability. Gen Zeders are ambitious and want clear career progression paths open to them – they’re not afraid of moving on if they don’t get the advancement they require. They also expect to have their skills developed to enable them to progress, so they look for organisations that offer mentoring and opportunities for personal development. Having had their lives disrupted by the COVID-19 pandemic, they also welcome the opportunity of hybrid working, allowing them to interact with colleagues at a time that suits them. Finally, they want a good work/life balance, enabling them to focus on life outside of work.

What do older workers want?

Currently, the State Pension age is 66 but that’s set to rise to 67 after 2026. This extended working life reflects our increasing life spans and generally improved health in older age. Older people, many of whom have worked for 40+ years, have a wealth of knowledge and experience to share and they want employers to recognise that. They look for opportunities to mentor younger colleagues and pass on their skills but they also want to develop their own skills through professional development so look for employers that will offer them that. They too want an inclusive workplace – especially one that doesn’t discriminate against older workers and the health issues they may face. They want job security (for which they’ll offer loyalty), as well as challenging and stimulating work. And finally, they want flexibility in their employment to accommodate any caring responsibilities they may have, to phase in retirement or to acknowledge any age-related health challenges they have.

Strategies that work

It’s clear that many of the workplace wants of both Gen Z and older workers overlap. Currently, many businesses’ recruitment strategies are focused on a variety of challenges including finding appropriately-skilled candidates, meeting salary expectations in a cost-of-living crisis, and filling vacant roles in the minimum time possible. However, in order to achieve these goals there are several additional strategies that they can employ to attract workers from both ends of the age spectrum.

• Create an inclusive workforce – by proactively encouraging and including people of differing ages to apply for roles within an organisation businesses can spread their talent net as wide as possible
• Use skills-based hiring – prioritising candidates’ skills and experience, such as a willingness to learn and problem-solving skills, over traditional ‘markers’ such as formal qualifications and length of career gives employers a wider talent pool to draw from, reduces unconscious bias and enhances performance and productivity
• Offer flexible working – as we’ve already seen, both Gen Z and older workers want the opportunity to work flexibly, whether that’s for health/caring reasons or to have a better work/life balance. Businesses that offer such arrangements appeal to a wider range of talent and find that it both boosts job satisfaction and increases productivity, particularly with the growth in popularity of the gig economy.

The workplace has rarely faced so many challenges, and businesses must now adapt their recruitment strategies and workforce management to cater to the spectrum of different demographic groups that play a vital part in the UK’s economy.

For more advice and support in widening your demographic reach in the Driving, Industrial, NHS, Commercial or Utilities sectors contact TaskMaster.

Hiring the right talent is essential for any business's success, especially when it comes to temporary or contingent labour. To ensure your recruitment and onboarding practices are working, tracking specific metrics is vital. In this article, we'll explore the key recruitment metrics every UK business should monitor alongside their labour partner, and how they can leverage these insights to drive hiring success.

Understanding Recruitment Metrics

Recruitment metrics provide a comprehensive view of your hiring process, allowing you to identify areas for improvement, optimise resource allocation, and make informed decisions. By tracking these metrics, you can enhance your ability to attract, assess, and retain the best people in the competitive UK labour market.

Essential Recruitment Metrics for Temporary or Contingent Workforce

Time to Fill
This metric measures the average time taken to fill temporary positions. A shorter time to fill ensures that critical roles are occupied quickly, minimising disruptions and maintaining productivity.
Attrition Rate
Hiring is a costly business so it is important to monitor the rate at which temporary workers leave the organisation helps identify retention issues. High turnover is costly and disruptive, so addressing the causes can lead to a more stable workforce.
Cost Per Hire
Tracking the total cost involved in hiring and achieving required competence levels with each temporary worker helps manage recruitment budgets more effectively. Understanding cost per hire allows businesses to optimise spending and improve financial efficiency.
Quality of Hire
Evaluating the performance and fit of temporary workers through feedback and performance metrics helps ensure that the hires are meeting job expectations and contributing positively to the team. This leads to better overall workforce quality.
Candidate Pool
Working with your labour provider to continuously monitor the availability and quality of candidates in your talent pool, in line with your usage forecasts and peak requirements ensures that fluctuations are managed effectively. This is crucial for delivering output levels demanded by your business and its clients.
Fulfilment levels
In contingent labour usage, fulfilment rate is a critical measure, though it can be easily misconstrued. Tracking at a more granular level (per shift/day) such as fulfilment vs original order, fulfilment vs amended order and backfill response rates gives a wider perspective on your labour partner’s true performance.
Candidate Experience
Measuring satisfaction levels of candidates throughout the recruitment process and on an ongoing basis throughout the assignment is important for maintaining a positive employer brand and improved retention.. A good candidate experience can lead to higher acceptance rates and better reputation in the market.
Compliance Rate
Ensuring all hires meet legal and regulatory requirements protects the company from potential legal issues and fines. Compliance is critical in maintaining a trustworthy and lawful operation.
Hiring Manager Satisfaction
Importance: Gauging the satisfaction of hiring managers with the recruitment process and the quality of hires provides valuable feedback for improving recruitment strategies. Satisfied hiring managers are likely to result in better collaboration and outcomes.

Optimising your hiring process through data-driven decisions

Want to refine your recruitment strategies, reduce costs, and attract top talent? Contact us today to find out how we can help your business make data-driven decisions and improve hiring quality.

Preparing for peak demands is crucial in logistics, warehousing, and transportation. It's not just about surviving the busiest times; it’s about thriving and profiting from them. So, you need a recruitment partner that's equipped to help you meet these demands effectively.

The role of strategic recruitment

Peak demands, whether seasonal or due to unexpected market changes, test the limits of any operation. It’s essential to have a recruitment strategy that not only fills positions but also anticipates and solves future challenges. Now is the perfect time to assess the robustness of your current recruitment partners and strategies.

Industrial jobs are economic indicators

Jobs in sectors such as driving and warehousing serve as early indicators of economic shifts. They feel the pain during a downturn and are often the first to recover. Observing these trends can provide invaluable insights into broader market dynamics and help you prepare more effectively for the future.

Evaluating your recruitment partner

Is your incumbent supplier prepared to support you through peak and off-peak times alike? A proficient recruitment partner, like TaskMaster On-Site, offers more than just manpower:
Proactive strategy: They anticipate demand and prepare accordingly.
Thorough training: Ensuring all staff are ready from day one.
Flexibility and scalability: Adapting quickly to changing needs with minimal disruption.
Deep market insight: Understanding industry trends and leveraging them for better staffing solutions.

Futureproof your recruitment strategy today

As you look towards future challenges and opportunities, consider whether your recruitment partner is truly aligned with your business goals. TaskMaster On-Site is not just a provider but a strategic ally, ready to ensure that your workforce is a powerful driver of growth and success.

Are you ready to reassess your needs and strengthen your readiness for whatever the market holds? If so, it's time to consider how well your current partners are helping you prepare for growth.

For advice and support with your recruitment strategy, contact TaskMaster On-Site

With the issue of living wages paramount in candidates' minds, it's the perfect time for organisations to reassess their recruitment strategies, especially those relying heavily on blue-collar labour.

Many companies are partnered with recruitment agencies that deliver barely adequate services, while others have opted to move recruitment in-house to dodge the rising costs associated with the National Living Wage increase.
However, will either strategy position them for success in the post-recession upturn?

Evaluating your current recruitment partner

For those already using recruitment services, consider whether you're measuring the right metrics to ensure the best return on investment (ROI). Are you simply tracking the number of placements, or are you also evaluating:

• Quality, performance, and potential: How competent is your workforce? Does your recruitment partner help you find suitable candidates?
• Productivity per hour and overheads: Does your partner help you understand each team member's output beyond filling positions? This understanding can dramatically affect your cost efficiency.
• Impact of labour providers: Are your current providers more than just intermediaries? The right partner should enhance your workforce quality, not just fill vacancies.

As economic conditions evolve, a better-than-average recruitment service may be required. An average partner might fill positions, but do they bring on board the talent that will drive your company forward when the market rebounds?

The hidden costs of in-house recruitment

Companies that recruit in-house face unique challenges. While it might seem cost-effective on paper, internal talent acquisition comes with fixed overheads and no guarantees of success. If your in-house team struggles to fill critical roles efficiently, the costs can quickly outweigh the savings.

Why choose TaskMaster?
TaskMaster offers a dynamic approach to recruitment, focusing on filling positions with the right people and skills to enhance your entire workforce's quality. Here's how we make a difference:

• Identifying non-performers: We help pinpoint underperformers to reduce drag on your resources and finances.
• Managing average performers: We boost your productivity by identifying and improving average performers.
• Retaining top talent: Our strategies ensure your best talent feels valued and motivated, reducing turnover and fostering a culture of success.

Working with TaskMaster means you only pay for successful placements. Unlike fixed in-house recruitment costs, our fees are contingent on our success in delivering the right candidate who starts working. This model aligns our interests with yours, ensuring we are committed to providing the best possible talent.

Don't get left behind

As you feel the early signs of market recovery, don't let outdated or inefficient recruitment strategies hold you back. To ensure you're ready for the opportunities ahead, contact TaskMaster.

During my time at QE Facilities Limited, Helen and her dedicated team provided me with much needed recruitment solutions, particularly but not limited to the Covid pandemic period, which enabled me to provide the high quality services to my clients at a time of high demand and uncertainty. The temporary to permanent recruitment solutions offer by Helen were second to none, with high quality, high performing staff at every level provided. These were delivered at short notice but with full compliance to the necessary audit and business standards we demanded. Helen took time to understand the ethos of our business and provided the right candidates each time to match our changing operations. I would not hesitate to fully recommend Helen and her wider business team to provide you with solutions to any recruitment need you may have.

TaskMaster came to us via the assistance they had offered another site within the Group. Being an ex-consultant, I am unforgiving with my approach to agencies and demand a certain way of working at all times. Having spoken to Gareth and subsequently met with Neil, I was immediately impressed by their honest, no nonsense approach to their clients. Our relationship works well through its basis of direct and efficient communication. This, coupled with their ability to fill bookings with strong, dependable drivers has now put TaskMaster as the preferred agency for my operation. I’d have no issue with recommending TaskMaster to colleagues within the industry, in a short space of time, they have proven themselves to be an excellent support service to myself and my team.