So you’ve landed an induction for a job in logistics or industrial work? Nice one! That’s a big step, and it’s totally normal if you’re feeling a mix of excitement and nerves right now. Whether you’re about to step into a warehouse, join a transport team or start in a logistics office, we’ve got your back.

Let’s face it, first days can be tough. There’s a lot to take in, and you want to make a good impression. But don’t sweat it – we’ve put together five straightforward tips to help you smash that induction and start your new job on the right foot. These aren’t your run-of-the-mill corporate tips; this is real talk for real people in the logistics and industrial world.

So, grab a cuppa and let’s get you prepped for a great start…

1. Do your homework (but don’t stress)

We’re not asking you to write a dissertation on the company, but a bit of research goes a long way. Jump on their website and have a nosey around. What’s their deal? Are they big on tech? Do they bang on about safety? Knowing this stuff shows you’re keen and gives you something to chat about if there’s an awkward silence. Plus, it’ll help you understand what you’re getting into. Just don’t go overboard – you’re not expected to be an expert on day one.

2. Don’t be late (seriously)

In our world, time is money. If a truck’s late, it’s a big deal. Same goes for you on induction day. Aim to arrive about 15 minutes early. It gives you time to find parking, grab a coffee or just take a moment before you start. Plus, it shows you’re reliable – and in logistics and industrial world, that’s gold. Set your alarm, plan your route, maybe even do a trial run if you’re nervous about being late. Trust us, being on time (or better yet, early) is half the battle won.

3. Dress the part (and we don’t mean suits)

Forget the power suits – in our line of work, it’s all about practical gear. Your recruiter should’ve given you the lowdown on what to wear, but if they haven’t, just ask. You might need steel-toe boots for a warehouse work or a high-vis for a transport role. If it’s an office job in logistics, smart-casual is usually a safe bet. The key is to look neat and ready to work. And if they’ve given you any safety gear, wear it! Nothing says “I’m not bothered” like turning up without your PPE.

4. Listen up and speak up

Inductions can be information overload, but try to stay focused. There’s important stuff in there, especially about safety and how things work. If something doesn’t make sense, don’t sit there scratching your head – ask! It’s way better to ask a “silly” question now than make a mistake later. Plus, asking smart questions shows you’re engaged and eager to learn. Who knows, you might even impress them with your interest in their fancy new inventory system or safety protocols.

5. Show you’re a team player

In logistics and industrial jobs, you’ve got to be able to roll with the punches. Things change fast, and being adaptable is key. During your induction, show that you’re up for whatever comes your way. Maybe mention times you’ve adapted to new situations in previous jobs. And remember, in this industry, teamwork isn’t just a buzzword – it’s how stuff gets done. So be friendly, show you can work with all sorts of people, and you’ll fit right in.

You’ve got this!

Remember, everyone’s been the new person at some point. The fact that you’re reading this shows you’re serious about making a good go of it. Follow these tips, be yourself and you’ll be fine. This induction is your chance to show them what you’re made of and kick off your new job on the right foot.

Best of luck out there – you’re going to smash it!

P.S. If you’re still on the hunt for the right opportunity, get in touch. We know the industry inside out and might just have the perfect fit for you. Drop us a line, and let’s get your career moving!

In today’s digital age, social media has become an indispensable tool for businesses across all industries. The UK logistics and industrial sectors are no exception. As the competition for top talent intensifies, companies are increasingly turning to social media platforms to enhance their recruitment efforts. Let’s explore how you can harness the power of social media to improve your recruitment process and attract the best candidates for your logistics and supply chain roles.

Expanding your reach

One of the primary benefits of using social media for recruitment is the vast audience you can reach. Platforms like LinkedIn, Facebook and Twitter allow you to connect with potential candidates who might not be actively job hunting but could be open to new opportunities.

For instance, a warehouse supervisor scrolling through LinkedIn might come across your job posting for a similar role with better growth prospects. By maintaining an active social media presence, you increase the chances of your vacancies being seen by passive job seekers who might be the perfect fit for your organisation.

Moreover, social media allows you to tap into niche communities and groups related to supply chain and logistics. These could be professional associations, industry forums or even local community groups where potential candidates might be active.

Showcasing your company culture

Social media provides an excellent platform to give potential candidates a glimpse into your company culture. In the supply chain and logistics industry, where teamwork and efficiency are crucial, demonstrating a positive work environment can be a significant draw for top talent.

Consider sharing photos and videos of your warehouse operations, team-building activities or behind-the-scenes looks at your transportation fleet. This not only helps attract candidates who align with your company values but also gives them a realistic preview of what it’s like to work for your organisation.

You could also highlight your company’s commitment to sustainability, innovation or employee well-being. For example, if you’ve implemented eco-friendly practices in your warehouses or invested in state-of-the-art logistics technology, showcase these initiatives on your social media channels.

Engaging with potential candidates

Unlike traditional job boards, social media allows for two-way communication. You can directly engage with potential candidates, answer their questions and build relationships even before they apply for a position.

Consider hosting virtual events or webinars on topics relevant to the supply chain industry. These could range from discussions on the impact of AI in logistics to tips for career advancement in warehousing. Such events provide value to your audience while allowing you to interact with potential candidates in a meaningful way.

Targeted advertising

Social media platforms offer sophisticated targeting options for your job adverts. You can narrow down your audience based on factors like location, job title, industry experience and even specific skills relevant to supply chain and logistics roles.

For instance, if you’re looking for a forklift operator in Manchester, you can create a Facebook ad targeting individuals in the area with relevant certifications and experience. This targeted approach ensures your job postings reach the most suitable candidates, potentially reducing time-to-hire and improving the quality of applications.

Leveraging employee networks

Your current employees can be your best brand ambassadors on social media. Encourage them to share job openings within their professional networks. This can be particularly effective in the supply chain industry, where word-of-mouth referrals are often valued.

Consider implementing an employee referral program that incentivises staff to share job postings on their social media profiles. This not only expands your reach but also adds a personal touch to your recruitment efforts.

Demonstrating industry expertise

Use your social media channels to share industry news, insights and trends related to supply chain, transportation and warehousing. This positions your company as a knowledgeable and forward-thinking employer, which can be particularly attractive to ambitious candidates looking for growth opportunities.

You could share articles about the latest developments in logistics technology, offer tips for improving warehouse efficiency or discuss the impact of Brexit on the UK supply chain. This content not only attracts potential candidates but also keeps your current employees engaged and informed.

Video content for job descriptions

Instead of relying solely on text-based job descriptions, consider creating short video tours of your facilities or day-in-the-life videos of various roles. These can be easily shared across social media platforms and provide a more engaging and realistic preview of the job.

For example, a video showcasing a day in the life of a logistics coordinator could give potential applicants a better understanding of the role’s responsibilities and work environment. You could include interviews with current employees, highlighting what they enjoy about their roles and the company culture.

Utilising LinkedIn for professional networking

LinkedIn deserves special mention when it comes to recruitment in professional sectors like supply chain management. Use LinkedIn to join relevant industry groups, participate in discussions and connect with potential candidates.

The platform’s job posting features are particularly useful for reaching professionals with specific skills and experience. You can also use LinkedIn to research candidates and get a more comprehensive view of their professional background before inviting them for an interview.

Showcasing employee success stories

Share stories of employee growth and success within your organisation on your social media channels. This could include promotions, achievements or even personal development stories.

For instance, you could feature a warehouse operative who has progressed to a management role or a driver who has received recognition for outstanding service. These stories not only motivate your current employees but also show potential candidates the career growth opportunities within your company.

Monitoring your online reputation

Social media isn’t just about posting content… it’s also about listening. Monitor what people are saying about your company on various platforms. Address any negative comments or reviews professionally and promptly. This shows that you value feedback and are committed to continuous improvement – qualities that attract top talent.

Final thoughts… 

Social media has revolutionised the way companies approach recruitment, offering new avenues to connect with potential candidates and showcase what makes your organisation unique. By implementing these strategies, you can enhance your recruitment efforts, attract top talent and stay ahead of the competition.

Remember, consistency is key when it comes to social media. Develop a content calendar, engage regularly with your audience and always maintain a professional yet approachable tone. With time and effort, social media can become a powerful tool in your recruitment arsenal, helping you build a strong, skilled workforce to drive your business forward.

As the digital landscape continues to evolve, stay open to experimenting with new platforms and features. Being adaptable and innovative in your social media approach can give you a significant edge in attracting the best talent.

The UK’s transport sector continues to face a workforce shortage, particularly in the areas of bus, coach and heavy goods vehicle (HGV) drivers. In response, the Department for Transport (DfT) has proposed sweeping changes aimed at attracting younger talent and bolstering the nation’s haulage industry.

At the heart of the DfT’s initiative is a proposal to permit individuals without a provisional driving license to commence theoretical and off-road training for HGVs, buses and coaches. This move could potentially open up a wealth of career opportunities for young people, while simultaneously addressing the critical shortage of drivers that has plagued the industry over recent years.

According to Roads Minister, Guy Opperman, “Being a bus, coach or lorry driver can be an excellent career for young people, and these proposals could help get younger talent into transport, encouraging diversity in the sector. This could be a win-win, not only improving job opportunities for those leaving school but also going some way to continue to ease driver shortages, delivering more reliable bus and coach services and a more resilient supply chain as part of our plan to grow the economy.”

The urgency of the situation is underscored by industry data, which estimates the national bus driver shortage at a staggering 6.6%, while the coach driver shortage stands at an alarming 13.6%. These measures, if implemented, could open up a brilliant career path in transport to younger individuals, tackle the persistent driver shortages, and ultimately improve the reliability of bus and coach services, thereby contributing to overall economic growth and delivering a brighter future for all.

Beyond addressing the workforce shortage, the DfT’s proposal aims to strengthen the country’s haulage sector and ensure the efficient delivery of essential goods and services. A more robust and qualified pool of lorry drivers could help bolster the resilience of the supply chain, ensuring that medical supplies reach hospitals, parcels are delivered on time, and supermarket shelves remain well-stocked.

While the proposed measures would relax the current age restrictions for commencing HGV training, the Department for Transport has been adamant that all prospective drivers will still be required to meet the same rigorous training standards as before. The consultation also seeks to remove the existing limit that restricts 18 to 20-year-old bus and coach drivers to routes within a 50km radius, aligning their operational scope with that of articulated lorry drivers.

Chris Yarsley, the senior policy manager for road freight regulation at Logistics UK, acknowledged the potential advantages of allowing young people to begin their driver theory training before obtaining their provisional licenses, as it could accelerate their entry into the HGV driving profession. However, he cautioned that operating vehicles of such magnitude is a technically challenging occupation, highly regulated for valid reasons. Yarsley emphasised the need to ensure that all necessary training for qualifying as a safe and compliant driver is still achieved before taking to the roads, regardless of the proposed changes.

The government’s consultation process will provide a platform for stakeholders, including industry representatives, safety organisations and advocacy groups, to offer their insights and feedback. This collaborative approach aims to ensure that the proposed measures strike an appropriate balance between addressing workforce needs and maintaining robust safety standards within the haulage industry.

By taking proactive steps to attract younger individuals to the transport sector and addressing the driver shortage, the DfT’s initiative could have far-reaching implications for the country’s economic growth, supply chain resilience and overall transportation infrastructure. However, as with any significant policy change, careful consideration and input from relevant stakeholders will be crucial in shaping the final implementation and ensuring the desired outcomes are achieved while prioritising safety and regulatory compliance.

The transport sector in the UK is undergoing a transformative period driven by rapid technological innovations, evolving regulations and shifting consumer demands. In this dynamic landscape, businesses are facing an unprecedented challenge: securing a steady stream of skilled professionals to navigate the complexities of modern logistics and supply chain operations. Building robust talent pipelines has become a strategic imperative for companies seeking to future-proof their workforce and maintain a competitive edge.

The importance of talent pipelines

A well-designed talent pipeline is crucial for ensuring the long-term success of transport and logistics companies. This strategic approach to talent acquisition and development allows businesses to proactively identify, nurture and retain top talent, enabling them to adapt swiftly to emerging challenges and seize new opportunities as they arise.

What’s more, a robust talent pipeline can significantly reduce the time and costs associated with recruiting and onboarding new employees. Rather than scrambling to fill vacancies as they emerge, companies can cultivate a steady stream of qualified candidates, streamlining the hiring process and minimising disruptions to their operations.

Building a winning talent pipeline strategy

Developing a successful talent pipeline requires a multi-faceted approach that addresses various aspects of talent acquisition, development and retention. Here are some key elements that should be incorporated into your strategy:

1. Employer branding: In today’s competitive job market, it’s essential to position your company as an attractive employer. Develop a strong employer brand that highlights your company’s values, culture and growth opportunities. Leverage social media, career fairs and industry events to showcase your brand and attract top talent.
   
   
2. Upskilling and reskilling: Invest in the professional development of your existing workforce, providing them with opportunities to learn new skills and advance their careers within your organisation. This not only nurtures internal talent but also enhances employee engagement and retention, reducing costly turnover.
   
   
3. Strategic partnerships: Collaborate with specialised recruitment agencies and industry organisations to gain access to a vast network of pre-screened candidates and benefit from their expertise. They can help you identify and assess candidates with the right skills, experience and cultural fit for your organisation.
   
   
4. Data-driven approach: Leverage data and analytics to gain insights into talent trends, skills gaps and recruitment metrics. This information can inform your talent acquisition strategies, allowing you to make data-driven decisions and optimise your pipeline for maximum efficiency.
   
   
5. Diversity and inclusion: Embrace diversity and foster an inclusive workplace culture. A diverse workforce brings fresh perspectives, innovative ideas and a broader talent pool to draw from. Actively seek out candidates from underrepresented groups and create an environment where everyone feels valued and empowered to contribute.
   
   
6. Employee referral programs: Tap into your existing workforce by implementing employee referral programs. Your employees can be powerful ambassadors for your brand and may have connections to talented individuals within their personal and professional networks.
   
   
7. Continuous feedback loop: Regularly gather feedback from employees, candidates and hiring managers to identify areas for improvement in your talent pipeline processes. Use this feedback to refine your strategies and ensure that your pipeline remains aligned with your organisation’s evolving needs.

The road ahead: Navigating the future with a strong talent pipeline

As the transport industry continues to evolve at a breakneck pace, driven by factors such as e-commerce growth, sustainability concerns and technological disruptions like autonomous vehicles and drones, the companies that prioritise building robust talent pipelines will gain a significant competitive advantage. By proactively identifying, nurturing and retaining top talent, businesses can ensure they have the right people in place to tackle emerging challenges, capitalise on new opportunities and drive sustainable growth.

In today’s fast-paced business landscape, the race for talent is fierce across all sectors, and the transport industry is no exception. Companies that fail to invest in robust talent pipelines risk falling behind their competitors, struggling to keep pace with industry changes, and ultimately jeopardising their long-term viability and success.

By implementing a comprehensive talent pipeline strategy that encompasses employer branding, early talent identification, upskilling and reskilling, strategic partnerships, data-driven decision-making, diversity and inclusion, employee referral programs and continuous feedback loops, transport and logistics companies can future-proof their workforce and position themselves for success in the years to come.

While building a robust talent pipeline requires a significant investment of time and resources, the long-term benefits far outweigh the costs. A steady stream of skilled talent will enable your organisation to navigate the complexities of the transport industry with agility, innovation and a deep understanding of customer needs. This strategic approach to talent acquisition and development will not only strengthen your ability to meet current demands but also prepare you to adapt to future disruptions and trends within the industry.

Leverage industry expertise

At Bluestones Supply Chain, a leading specialist recruitment agency in the UK, we understand the critical role that talent pipelines play in ensuring the long-term success of our clients in the transport and logistics sectors. With our deep industry expertise and extensive network, we’re ideally positioned to guide businesses through the process of cultivating a steady stream of qualified candidates, equipped with the skills and experience to drive their operations forward.

Our team of experienced recruitment professionals deeply understands the nuances of the transport industry, enabling us to identify and attract the best candidates for your organisation. We can help you implement a comprehensive talent pipeline strategy that encompasses all the key elements outlined in this blog post, from employer branding and early talent identification to strategic partnerships, data-driven decision-making and diversity and inclusion initiatives.

Don’t get left behind in the race for talent. Partner with Bluestones Supply Chain today and let us help you build a robust talent pipeline that will propel your organisation to new heights. Contact us to learn more about our tailored recruitment solutions and how we can support your talent acquisition and development efforts.

At Bluestones Supply Chain, we understand the costs involved in running a transport or logistics business. With tight margins across the industry, there is often pressure to reduce expenses wherever possible. However, when it comes to recruitment, choosing the cheapest agency option based on price alone can severely impact the quality of talent you acquire.

After years specialising in logistics and supply chain recruitment, we have learned that there are significant risks to picking an agency based predominantly on low rates. While the initial savings may seem attractive, the long-term implications for your workforce and operations could be detrimental.

In this blog, we explore why budget recruitment services frequently result in substandard hiring outcomes and inferior levels of service delivery and support:

Limited investment in recruitment resources

To offer the lowest rates in the sector, some agencies have to drastically reduce their overheads and expenditure. This often means deficient investment in recruitment tech, tools, software and supporting infrastructure. Consultants may lack access to extensive candidate databases, Applicant Tracking Systems (ATS) and advanced sourcing platforms. Without these facilities, the breadth and depth of search capability is hindered considerably.

Junior recruiters still gaining proficiency

Agencies offering basement-level pricing usually have much higher staff turnover. We find many junior recruiters view these companies as temporary stepping stones while they establish their careers. They intend to leave after 12-18 months for superior compensation and working conditions elsewhere. This means your company’s recruitment is being entrusted to individuals still gaining proficiency. They are yet to refine their candidate screening, interviewing and assessment expertise to a point where exceptional hiring outcomes can be achieved regularly. 

Absence of specialist market and sector insight

Logistics and supply chain recruitment demands niche industry knowledge and networks built up diligently over time. Unfortunately, lower-priced agencies rarely invest in developing such specialist competency. This leaves them without the sector relationships and insider connections essential for tapping into the active and passive talent pool. Their consultants’ lack of technical expertise also hinders understanding candidates’ abilities and cultural fit for clients’ niche operational environments. 

Incentivised by volume over quality

For cut-price recruiters compensated primarily on volume based KPIs, the emphasis lands disproportionately on sales metrics over hire quality. Rapid placements take precedence over meticulous vetting and alignment assessment. This fuels the temptation to put forward less suitable applicants simply to increase output and commission. Such volume obsession invariably comes at the detriment of candidate care and stakeholder service.

Less accountability and responsiveness

In our experience, budget recruitment providers are typically less accountable to clients and more transactional in nature. They seem to invest less effort in sustaining relationships, with communication tapering off promptly once each supply period concludes. Being more detached makes them less receptive to feedback on hire performance and workforce optimisation. It also limits their sense of ownership over talent retention and long-term recruitment strategy success.

The bottom line

While the lure of cheaper recruitment fees is understandable, rate alone should not drive your agency selection. The real cost of an inferior hire who underperforms or leaves prematurely is far higher over the long run. Investing slightly more on a specialist logistics and supply chain recruitment partner with superior capability, expertise and networks will nearly always pay dividends. Their additional layers of quality assurance, compliance, candidate care and after-placement support substantially de-risks the acquisition of business-critical talent.

Our stance

At Bluestones Supply Chain, we recognise that rates and fees play an integral role in any recruitment decision. As a specialist agency, we can offer very competitive pricing for logistics and supply chain recruitment without impacting standards. However, we refrain from engaging in a “race to the bottom” on pricing at the expense of service delivery, compliance and sustainable hiring outcomes.

Our goal is always securing the right talent to optimise our clients’ workforce capability over the long-term. We aim to build partnerships where clients recognise and value our expertise and full spectrum of candidate-centric recruitment best practices. If an organisation’s solitary focus is the absolute lowest fee per hire, unfortunately we may not be the best agency partner for them. But for businesses seeking a balance of competitive recruitment pricing alongside exceptional capability and consultation, Bluestones Supply Chain has an outstanding reputation across the industry.

If you have any queries about optimising workforce capability in today’s challenging landscape, please reach out to one of our regional branches. With decades of transportation, warehousing and back-office recruitment experience, we are well-equipped to discuss your hiring requirements and strategic priorities.

We’re thrilled to announce the launch of a new Lancashire based joint initiative with Cogent Staffing – a premier regional recruitment specialist with over 40 years of industry experience.

Cogent Staffing, a growing agency with multiple locations across the North of England, supply industrial, engineering and commercial staff to a diverse range of clients, from family-owned businesses to international blue-chip organisations. Whereas Bluestones Supply Chain is a nationwide recruitment partner specialising in the UK logistics and supply chain sectors.

Together, we’re part of the Generalist division within the Bluestones Investment Group, a multi-million pound revenue business, with offices throughout the UK and a balanced portfolio of staffing brands.

This joint initiative and the opening of a new office in the heart of Manchester’s industrial district, Trafford Park, brings together the collective resources of two-specialist recruitment agencies that focus on supporting organisations operating throughout the supply chain, manufacturing, logistics, and related industries.

This geographical expansion for both businesses will help support continued growth as the businesses support workers with finding temporary and permanent employment positions during the cost-of-living crisis.

Alongside the office opening, we’re also excited to announce the appointment of local recruitment expert, Kimberley Chapman, as Branch Manager. Kimberley specialises in placing workers in the supply chain and logistics sectors both in temporary and permanent roles, across Greater Manchester and Lancashire. Kimberley has a wealth of recruitment experience, intrinsic local knowledge and an envied network of candidates, making her perfectly placed to support a diverse range of clients across the region.

On the joint initiative, new office opening and securing Kimberley to join the Bluestones Supply Chain team, Krista Flanagan, Managing Director of Bluestones Supply Chain, said:

The COVID-19 pandemic hugely impacted supply chain operations, creating disruptions and delays throughout the UK and across the globe. As a result, the crucial role of the supply chain industry became more apparent than ever. Implementing new strategies and technologies is now at the forefront of creating a resilient and sustainable logistics industry that can tackle future challenges.

Technological advancements are becoming increasingly available, and their ability to boost productivity and increase worker safety is invaluable. As such, new warehouse management systems and advanced tools are becoming more and more prominent. With so many options available, it can be challenging to work out which technology will best suit your warehouse operations, so we’ve delved into some of the latest innovations to give you some insight into what the future of warehousing looks like.

Warehouse management systems

Tracking, storing, and transporting stock is a collaborative process involving several teams. Keeping track of inventory from arrival to departure can be difficult as each group focuses on its individual tasks. Warehouse management systems simplify warehouse operations and allow managers to control the processes in one place, reducing the likelihood of making mistakes when monitoring a large volume of tasks. Additionally, some systems can provide inventory forecasting, buyer performance and financial analytics.

Inventory tracking

With many products moving in and out of warehouses, managers need to track them all and prevent inventory loss due to damage or theft. Optical Character Recognition (OCR) technology creates a digital version of a printed, typed, or handwritten document that computers can read, which can be amended or searched, accelerating warehouse processes and increasing productivity.

Sustainability

Warehouses produce a considerable amount of waste, so minimising environmental impact is a significant factor for innovative trends and technology in warehousing. For example, sustainable warehouse storage technology is evolving to optimise warehouse capacity and provide sustainable packaging for products. Additionally, more warehouses are recycling and reusing their equipment, such as plastic containers and pallets, to reduce waste.

Automated carts

Warehouse operatives spend a lot of time pushing heavy carts around the workplace, but that task can be passed on to an automated cart, allowing workers to focus on more complex tasks. Workers can program automated cards to navigate between set points, where they can be loaded with products to deliver to the next destination.

Collaborative robots

Collaborative robots have been created to make physically demanding tasks easier for workers; in addition to completing repetitive tasks and preventing worker injury, they improve safety and provide better working conditions.

Fleet management

A warehouse fleet can include hand trucks, automated guided vehicles (AGVs), conveyor belts, forklifts, and mobile robots. Fleet management systems optimise warehouse layout and minimise forklift hazards while providing real-time asset monitoring. In addition to enhancing driver safety, it can organise maintenance processes and facilitate automated task allocation, enhancing productivity.

Warehouse staff

Transport and logistic workers are fundamental to maintaining a resilient and efficient supply chain and keeping the economy moving. The pandemic highlighted the importance of warehouse workers, as it caused a rapid surge in the number of customers shopping online. This trend is unlikely to decrease any time soon. Facilitating this unprecedented increase in digital shopping has led to the demand for skilled drivers and warehouse workers to soar.

If you’re looking to increase your workforce, we specialise in recruiting supply chain personnel, including industrial operatives, drivers, and administrative roles. You can find out more about our services or make an enquiry on our Client Services page.

After months of design and development, we’re pleased to officially announce the launch of our brand-new website.

Given our continued expansion and impressive year-on-year growth, the new site has been developed to further enhance our online visibility.

While the new site looks fantastic and further emphasizes who we are and what we do, the most important thing is that it is designed to make your interaction with us easier, whether you are looking for work or looking for candidates.

Importantly, the website highlights the close working relationship we enjoy with our clients – through the creation of featured client specific recruitment pages for ASDA, Greencore, Wincanton, and A.W. Jenkinson Transport Limited.

The new site boasts a clean design, intuitive navigation, and improved functionality; plus, it’s packed with a range of new job searching features to improve candidate job search relevancy, and brand exposure for our clients.

We hope you’ll love it as much as we do and welcome any feedback you may have on how we can further improve the website. Let us know what you think by emailing info@bluestones-sc.co.uk.

We’ll be frequently adding new, exciting, and interesting content to our website, including job opportunities, blog posts, videos, and much more. Please also check out our social media channels for more Bluestones Supply Chain updates!

If you want to become an HGV driver it helps if you’re good at driving, however, there is a lot more to the job than meets the eye. There are various skills and characteristics that can make you a great fit for the role. We’ve assembled a list of five key skills that we believe are fundamental to become a high-quality HGV driver.

Being organised

HGV drivers must be well organised as their job involves much more than just driving. When you receive your schedule each day you are responsible for planning the best route to get to your destination on time. As an HGV driver, you have to factor in your legally required number of breaks, ensuring you can stop in a safe place whilst taking into consideration any delays you might face. You will also be involved in safely loading and unloading the shipment you are carrying, which requires planning and organisation skills too.

Being responsible

As an HGV driver you’re in charge of operating a very dangerous machine. This requires a high degree of responsibility. Failure to act responsibly can cause serious danger to you and other road users. You must follow the highway code and keep up to date with any changes to driving laws. You’re also going to be carrying valuable merchandise across a great distance, which you’re responsible for delivering intact and undamaged.

Stress management

It’s no secret that being an HGV driver can be an exceptionally stressful job. Long journeys can be physically exhausting as well as stressful if you’re working against the clock. The best HGV drivers have excellent stamina plus the ability to work alone and concentrate for long hours under pressure without giving in to stress. You will need to effectively deal with traffic, irresponsible drivers, and driving along difficult routes. You may also have to spend a lot of time away from home, family, and friends. This can be extremely testing.

Mechanical knowledge

HGV drivers aren’t typically required to have mechanical experience, but you will likely be asked to carry out some routine maintenance from time to time. If you have some mechanical knowledge, you will be able to keep your lorry in good working order, easily identify any mechanical problems, and capably resolve minor issues. Having some mechanical knowledge can make your job easier and safer when you’re driving.

Communication

Last but not least, great HGV drivers have excellent interpersonal and communication skills. You will need to liaise with transport managers, warehouse staff and customers. If you’re facing any delays or problems, you’ll need to interact effectively with relevant people to keep them updated.

If you’re thinking about becoming an HGV driver, we hope you found this information helpful, and it’s given you a little insight into what’s required in the role. If you’re already an HGV driver looking for a new challenge, take a look at our latest vacancies.