WRS began in 2008 with just five founding members and a turnover of £250,000. With an initial focus on the energy market, WRS now employs more than 50 specialist consultants with expertise in specific geographies and key sectors in the energy, maritime and technology industries. As well as our UK head office in Altrincham, South Manchester, we have busy offices in Singapore, Kurdistan and North America, and we have recently registered a joint venture company in Kampala, Uganda to provide recruitment and workforce solutions to Uganda’s Oil & Gas sector called WQS Recruitment Services. From our core permanent recruitment services, we have now successfully expanded into the contract, global mobilisation, managed services and technical services space, in three key industries. We have won numerous awards over the years, including The Queen’s award for enterprise 2015, LinkedIn most socially engaged staffing agencies top 25 in Europe, Middle East and Africa regions in 2016, 2017, 2018 and 2019, The Sunday Times International Track Top 200, 2021 and Recruiter Fast Forward top 50 Recruitment companies 2021.
What does Global Workforce and Mobilisation entail?
WRS works with major clients who have global projects requiring permanent and contract personnel, sometimes at short notice. Having offices in Europe, Asia, America and Africa with specialist consultants in each, WRS are able to supply our clients with the best talent available both locally and globally. We provide an end-to-end service.
Our Global Mobility team, work with around 1,500 contractors and permanent staff each year, across every continent. We ensure that their journeys are seamless, from the moment they get on the flight, to their return home, meaning that you don’t need to have any hands-on involvement in the process of getting individuals on site and ready to begin work.
Our service encompasses travel arrangements, safety and security, visa processing, pre-employment checks, medical and travel insurances, and local compliance. Increased buying power means that we are able to pass on significant savings to our clients.
What are the critical success factors and challenges in running a global recruitment outfit?
Like any other recruitment company, the most critical factor is attracting great talent and retaining them. Our employees are the heart of our organisation, they are the people who ultimately decide if WRS will be successful or not. That’s why we give each and every new starter a comprehensive training plan and a clear agenda for their personal progression. We have a real family feel and ask that all our staff are treated and treat each other with respect and courtesy. You’ll often hear us talking about the ‘WRS Community’ which everyone joins when they embark on a career with us. We believe it’s this fantastic culture and the continual career progression and personal development that makes people want to stay at WRS.
How can WRS support hiring managers in achieving an agile and scalable workforce?
Finding permanent staff in any industry can be very challenging and takes a huge amount of skill and knowledge – particularly when filling niche roles. The pandemic increased this challenge exponentially due to international travel restrictions. At WRS, we pride ourselves on sourcing, selecting and shortlisting not only those candidates with skills needed to get the job done, but also the people with the right attitude to ensure that the work is completed in a timely and professional manner, every time. We listen to our clients’ exact requirements so that when they work with us, they can rest assured that our specialist teams have the expertise and knowledge to find the people they need to get the job done.
We reference-check all of our candidates prior to submission to ensure that their career history will truly benefit the client’s project and organisation. We also decipher each candidate’s long-term career aspirations and motivations to ensure their values and goals match those of both the role and the company, providing employees who can grow alongside the company. Not only do we save our clients the time and effort of finding suitable candidates, but also the costs involved in the whole process of sourcing and screening to find the right talent.
What were the compelling reasons for the franchise to shift to this model versus outright purchase
In an era where technology has never been so important, WRS needs to ensure that it equips its employees with the best tech stack and hardware available. With the sheer speed of technological advances, it is no longer economical to purchase equipment outright. Alongside this, the need to be flexible regarding working location and time zones means we must work with vendors that can meet our requirements globally. WRS needs to be in sync with the ever-changing needs within the Recruitment Industry and be able to offer bespoke solutions dependent upon any scenario – a one size fits all approach will no longer cut it. Rentalworks were able to offer us flexible, tailored solutions which enabled us to give our employees the capability to work from any location. This in turn helps us to provide the highest level of service to our candidates and clients no matter where they, or we, are in the world.