Client History

In the early years, de Poel’s client base was placed firmly within the logistics sector, however it became evident that the principle elements of the de Poel solution could be applied to practically any business that employed temporary agency workers.

Our knowledge and experience within the recruitment industry has not only helped reduce costs, but also assist in complex issues that encompass sectors such as care. We are constantly helping our clients address inherent issues, such as skill shortages, legislation and the increasing demand for quality care. And as testament to our success, this particular sector portfolio now consists of 21 care organisations. 

Currently, we have joined the crusade to help bring stability to the finance sector, by using our ability to address complex situations with simple solutions to tackle the VAT implications associated with a temporary agency workforce within the UK’s leading financial service organisations.

In 2012 we can proudly boast that the de Poel solution is now successfully operating within a wide spectrum of industry sectors, including logistics, manufacturing, retail, waste, construction, care, finance, business service, leisure, utilities and, imminently, within the public sector.

Development of partnerships with recruitment agencies
It is fair to say the initial reaction from recruitment agencies to the de Poel solution was one of apprehension.  Formal service agreements, which standardised pay and charge rates, replaced the invisible charging structure with one of transparency. Preferred agency panels included specific client KPIs against which recruitment agencies are measured. Recruitment agencies, understandably, felt somewhat exposed!

However, the subsequent years of partnering with the number one procurer of temporary agency labour has revealed numerous benefits for the agencies, which are reflected in the partnership de Poel now has with 1,500 recruitment agencies and branches within the UK. Benefits include:

• Standardised pay and charge rates, prohibiting recruitment agencies from unsustainable cost cutting. 
• Rationalisation of supplying agencies and introduction of preferred agency panels, increased volumes which compensates for reduced agency margins.
• Service agreements placing all agencies on a level playing field, whereby agencies are rewarded for quality service by being appointed to additional preferred agency panels.
• Formal pay and charge structures ensure the correct calculations are being applied to pay rates, including correct national insurance contributions, ensuring legislative compliance.
• Contractual agreements have proved invaluable in sourcing finance, particularly during an uncertain economic climate.
• Access to de Poel’s legal team and regular legislative bulletins, combined with formal audits, have helped recruitment agencies become legally compliant within a complex and largely unregulated industry.
• The implementation of e-tips® has reduced their administration costs.
• Access to real-time management information has permitted agencies to review the candidate pool and identify skill shortages.
• Additional de Poel products, such as TempSure™, have proved useful in the attraction and retention of temporary agency colleagues, as well as providing additional revenue streams for agencies.
• Initiatives such as ‘early settlement’ have supported recruitment agencies through difficult trading conditions.

de Poel will continue to address issues faced within the recruitment industry and grow their partnerships with recruitment agencies. de Poel looks forward to more beneficial developments, some of which will come to fruition in 2012 with a number of initiatives planned.