Sorry But There Really Is No Such Thing As A Forklift Truck licence

The Myth of the Forklift Truck License in the UK

In workplaces across the United Kingdom, forklift trucks are indispensable vehicles used in various industries, However, there exists a common misconception that individuals need a “forklift truck license” to operate these machines legally. Contrary to popular belief, the UK does not have a specific forklift truck license. Instead, the regulations surrounding forklift operation involve comprehensive training and certification, leading to confusion and misunderstandings among many.

The idea of a forklift truck license often stems from the necessity of proper training and qualifications required to safely operate this heavy machinery. The Health and Safety at Work Act of 1974 in the UK places the responsibility on employers to ensure that their employees receive adequate training and are competent to operate workplace equipment safely. This includes forklift trucks, which fall under the Provision and Use of Work Equipment Regulations (PUWER) and the Lifting Operations and Lifting Equipment Regulations (LOLER).

The Health and Safety Executive (HSE) outlines the legal requirements for forklift operation, emphasizing the need for employers to provide suitable training that covers theoretical knowledge and practical skills. Operators should be familiar with the specific type of forklift they will be using and trained on the environment in which they’ll operate it.

Various accredited training providers across the UK offer courses designed to educate individuals on forklift truck operations. These courses are tailored to different types of forklifts, such as counterbalance, reach, and rough terrain, among others. They cover aspects like manoeuvring, load handling, safety protocols, and maintenance procedures.

Upon successful completion of the training, individuals receive a certificate or a statement of training that confirms their competence in operating a forklift. This certification serves as evidence of adequate training and proficiency, which employers can use to ensure compliance with legal requirements.

It’s important to note that while there isn’t a specific “forklift truck license,” having the appropriate training and certification is crucial. Employers often require proof of training before allowing employees to operate forklifts on-site. Failure to comply with these regulations can lead to severe consequences, including accidents, injuries, and legal liabilities for both employers and employees.

Moreover, continuous professional development is vital in maintaining a safe working environment. Refresher courses and ongoing training ensure that operators stay updated with the latest safety protocols and remain competent in their skills.

YES – THERE REALLY IS NOT SUCH THING AS A FLT LICENCE (INHOUSE OR EXTERNAL)

While the idea of a forklift truck license exists, the legal framework in the UK emphasizes the importance of proper training and competence rather than a standalone license. Training and certification are fundamental requirements to safely operate forklift trucks, ensuring workplace safety and compliance with regulations. By dispelling the misconception surrounding a forklift license, individuals and employers can focus on acquiring the necessary training to promote a secure and efficient working environment.

Remember, it’s not about possessing a license; it’s about having the knowledge, skills, and certification to operate a forklift safely and effectively in the workplace.

 

5 Things SolviT Recruitment DOESNT DO for our clients

SolviT Recruitment doesn’t do this – can your recruitment partner say the same?

After spending as long as I have within the world of recruitment, you start to realise that some recruiters are clearly better than others and bad habits start to become trends.  With that in mind, here are 5 things that SolviT Recruitment DO NOT DO. However, you might spot a few that strike a chord with you based on experience.

  1. Purely rely on keywords on a CV: let’s address the elephant in the room now, super skilled engineering or top of their game vehicle mechanics write truly naff CV’s…there I had said it, but before you called me the full range of swear words from A – Z let me explain.  Candidates within these sectors speak with their hands, they live by trade tests or prove their metal with how they can weld or make a CNC machine dance.  These skills don’t translate into CVs, and we at SolviT Recruitment understand that which is why we never discount a candidate based on keywords NOT being on their CV – it’s amazing what you find out when you simply start asking questions. 
  2. Relying Solely on Technology: Chat GPT is good, but it should NOT be used to write job adverts, I mean come on, how lazy can you be? Recruiters charge a fortune for their service so creating a medium to attract candidates should be a well thought out, targeted process designed to stand out from the pack and make some noise – not a 45 second exercise where you ask some random AI to write you a job advert that most search engines have scripts in place to suppress content created by natural language processing systems (true fact).  A user of recruitment agencies could very easily do this themselves for free so why pay thousands for this shoddy service?
  3. Copy and paste a client’s job spec:  A major hate of mine however so many recruiters do this (if you don’t believe me, do a search on Indeed or CV-Library for the agency you use and the job title).  This is just extremely lazy, pointless, and poor. So many recruiters think it’s ok to get your job spec, copy and paste it into their favourite word processor, remove any reference to the company name before saving, pasting into their CRM or Job board, and crossing their fingers.  Don’t believe me? – do a free search on the major job boards and see for yourself.
  4. Overpromising or Misleading Candidates: Integrity is key. Good recruiters don’t exaggerate job roles, salary expectations, or company culture to win over candidates. They should provide accurate and transparent information to manage expectations.  No job is perfect, and we need to be able to explain a role right, so the benefits far outweigh the occasional negative of any job.
  5. Chuck less than average CV’s at a client purely to hit KPI’s: Recruiters should only be sending CVs of candidates who are above 80% right for the role.  The CV should be branded, with clear comments as to why the candidate is right along with highlighting the strengths (and weaknesses where applicable).  Just because the CV has a keyword on it such as CNC doesn’t make that person right unless the recruiter can clearly explain what the candidate has used, to what level, do they just operate or set, what language do they use, and can they program – is this starting to read familiar?

So, what am I say?

By steering clear of these practices, good recruiters can build stronger relationships, find the right talent, and contribute positively to their partner client’s growth.  Raising an invoice one month and then either crediting or arranging a free replacement next month is not the right way to build a relationship, positively affect a business or earn that all important trust.

If you want to work with a recruitment business that doesn’t do any of the above, can prove it and give you some real strategies showing how we will fill a role along with providing a timescale then you know what to you, but if you want me point you in the right direction then see below.

It starts and ends with your calling SolviT Recruitment on 01455 818999.

 

 

 

Why a use a specialist recruiter in todays market ?

Specialist recruiters play a key role in today’s job market, offering a tonne of advantages for both job seekers and prospective hiring managers.  Having specialised expertise and industry knowledge make them invaluable partners in the recruitment process. 

To add some substance to my statement above, here are some key reasons to offer some meat to the bones.

  1. Industry Knowledge : Specialist recruiters possess a deep understanding of specific industries or sectors. Whether it’s engineering, commercial, finance, or any other field, they are well-versed in the trends, and requirements unique to that industry. This expertise enables them to identify top talent efficiently and match candidates with the most suitable positions.
  2. Thorough Candidate Evaluation: Good Recruiters have honed their skills in assessing candidates beyond just their CV’s. They conduct comprehensive screenings, interviews, and reference checks, to ensure that candidates not only possess the necessary qualifications but also fit well within the company culture.
  3. Time and Resource Savings: For both employers and job seekers, utilising a specialist recruiter saves time and resources. Rather than scanning through endless  CV’s (some completely unrelated to the vacancy…I’m talking about you TotalJobs) recruiters streamline the process by presenting carefully vetted candidates to employers and matching job seekers with positions that align with their skills and career path.
  4. Tailored Approach: A specialist recruiter understands that each role and company is unique. They customise their approach according to the needs and preferences of both the employer and the candidate, ensuring a more personalised and targeted recruitment experience.  In short, a real specialist recruiter will not just do exactly what you, or your own HR could do in the hope that they will get lucky with the perfect candidate you could have found yourself…for free.
  5.  Long-term Relationships: Building and maintaining relationships is absolutely key to a specialist recruiter’s work. They focus on building long-term connections with both candidates and employers, earning trust and becoming a reliable resource for future staffing needs.

In conclusion …

The benefits of using a specialist recruiter extend beyond simply filling a job vacancy with a body.  They bring industry-specific insights and a tailored approach to recruitment, ultimately saving time, resources, and ensuring the best fit for both candidates and employers. 

Partnering with a specialist recruitment (like SolviT Recruitment) can really help you access the right candidates for your business rather than settling for second (or third) best options.

#WeCanSolviT

5 Common Interview Questions

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  1. Can you tell me about a time when you faced a difficult challenge at work and how you overcame it?
  2. How do you handle feedback or criticism in your work?
  3. Can you give an example of a project you led and the steps you took to ensure its success?
  4. Can you describe a situation where you had to work with a difficult colleague or team member and how you handled it?
  5. How do you stay current with industry trends and developments in your field?

Interview Preparation Tips

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Interviews can be a nerve-wracking experience, both for the interviewer and the interviewee. However, with proper preparation and the right mindset, you can ace your next interview and land your dream job. Here are some tips to help you prepare for your interview:

  1. Research the company: Before your interview, make sure you know as much as possible about the company you’re interviewing with. Look into their mission, values, and recent news or events. This will not only show your interest in the company, but it will also give you a better understanding of the role you’re applying for and how it fits into the company’s overall goals.
  2. Prepare for common interview questions: There are certain questions that are commonly asked in interviews, such as “Why do you want to work for our company?” and “What are your strengths and weaknesses?” Make sure you have thought through your answers to these questions and practice them before the interview.
  3. Come prepared with questions of your own: During the interview, you will likely be given the opportunity to ask your own questions. This is a great opportunity to show your interest in the company and the role. Come prepared with a few thoughtful questions that demonstrate your curiosity and willingness to learn.
  4. Dress professionally: Make sure you are dressed professionally for your interview. This shows that you take the interview and the opportunity seriously.
  5. Be on time: Make sure you arrive at the interview on time. Being punctual demonstrates your respect for the interviewer’s time and shows that you are reliable.
  6. Be confident: Confidence is key during an interview. Speak clearly, make eye contact, and don’t be afraid to take a moment to think before answering a question. Remember that the interviewer wants to see that you are a good fit for the role, so don’t be too hard on yourself if you stumble over a question or two.
  7. Follow up: After the interview, be sure to send a thank-you note or email to the interviewer. This shows your appreciation for the opportunity and keeps you top of mind for the interviewer.

By following these tips and preparing thoroughly, you’ll be able to approach your interview with confidence and leave a lasting impression on your interviewer. Remember to stay calm, be yourself and good luck!

Are You SolviT’s Number 7 ?

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Recruitment Resourcer

Lutterworth (LE17)

£22K p/year + Commission

Permanent Job

We are growing…again… and this time we are looking for an experienced recruitment resourcer who can join our award-winning team in Lutterworth.

This is a permanent job and one that will involve you searching for candidates based on the consultant’s brief, carrying out reference checks and assessing their suitability for the intended role.

You will be using the phone, using social media, sending emails, and seeking a referral.  It is important to stress that this is an office-based role and using the phone is the preferred method of communication.

It’s fast pace, it’s busy and there is always something to do.  It’s also well paid and a role working in a busy, rapidly expanding company that dares to be different.

What skills are we looking for:

An experienced recruitment resourcer or a trainee consultant who is driven by success, confident on the phone, open-minded and creative.  We set the pace, not follow the pack.

What are we NOT looking for:

Alas, we are NOT looking for an experienced recruitment consultant or account manager, this is a very specific role within our business.

What does this role offer you:

  • £22K as a competitive starting salary.
  • Realistic commission scheme.
  • Annual performance-related bonus.
  • 30 days annual leave (inc stats).
  • Lots of support from a great team.
  • A realistic career ladder to climb.

APPLY NOW

If you feel that this is the perfect role, you have the experience needed and you are not scared to get on the phone then you need to apply.  Just send your CV over to scott@wecansolvit.com or call 07535000969 for an informal chat.

#WeCanSolviT