Question 1

Jobseeker question: When will I hear from the employer?

Accepted Answer

Response times vary by employer. Some get back within a few days, others review applications in batches. If you haven’t heard back yet, it doesn’t always mean no—keep an eye on your inbox (and spam), and apply to other suitable roles while you wait.

Question 2

Jobseeker question: Will McRoberts contact me—or will the employer?

Accepted Answer

The employer will contact you. McRoberts helps connect you to the right job and may ask screening questions to check you match the requirements, but interviews, offers and final decisions come directly from the company.

Question 3

Jobseeker question: Does McRoberts employ drivers directly?

Accepted Answer

No—McRoberts isn’t the employer. We help our clients recruit for their open roles. The company listed on the job advert is the employer and makes the final hiring decision.

Question 4

Jobseeker question: Why was my application rejected?

Accepted Answer

Rejections are usually due to key requirements not being met—such as licence type, experience level, availability, or being able to commute reliably to the location. Some employers also have strict criteria for safety, professionalism, or customer service.

Question 5

Jobseeker question: Can I reapply if I was rejected?

Accepted Answer

Yes. If you’ve since met the criteria you were missing (for example, you’ve gained the required experience), you can reapply. As a rule of thumb, reapply in around six months, or sooner if your circumstances change and you now meet the requirements.

Question 6

Jobseeker question: There are no jobs in my area—what should I do?

Accepted Answer

We’re adding jobs all the time as new employers come on board. If there’s nothing relevant in your area today, check back soon—there’s a strong chance new roles will be listed shortly. You can also explore nearby locations if commuting is realistic for you.

Question 7

Jobseeker question: Is it free to apply?

Accepted Answer

Yes—applying is free. You’ll never be charged to apply for a role through McRoberts.

Question 8

Jobseeker question: Do I need a CV to apply?

Accepted Answer

Not always. Many roles use a quick application with screening questions (licence/experience, location, availability). If you have a CV, it can help—but it’s often not required for driver and operational roles.

Question 9

Jobseeker question: What happens after I apply?

Accepted Answer

You may be asked a few screening questions so the employer can focus on people who match the role. If you’re a fit, the employer will contact you with next steps—often a call or an interview booking link.

Question 10

Jobseeker question: Why do you ask screening questions?

Accepted Answer

Screening questions help match you to roles you’re genuinely likely to succeed in—saving you time and reducing wasted interviews. For example, commute-time checks help avoid situations where travel becomes unrealistic after a few weeks, which is one of the most common reasons people leave early.

Question 11

Employer question: How does it work with McRoberts?

Accepted Answer

We start with onboarding and a contract. We gather your brand assets (logos, imagery, any existing video), then interview your staff (e.g., drivers) to build a role-specific employer value proposition. We build the campaign—ads, landing page, screening and automation—and send everything to you for sign-off. Nothing goes live without your approval, including screening questions.

Question 12

Employer question: How quickly can you start delivering candidates?

Accepted Answer

For retained, always-on volume recruitment, we recommend around two weeks to set up properly and perform well long-term. We can move faster when needed—the quickest we’ve launched is three days—but that’s typically for smaller hiring needs. For ongoing volume hiring, a proper setup leads to better candidate quality and stronger results.

Question 13

Employer question: We already advertise on Indeed—what do you do differently?

Accepted Answer

We use channels most employers aren’t running effectively—paid search (Google/Microsoft), paid social (Meta), YouTube, and other sources—then combine that with conversion-optimised landing pages, screening and automation. Our approach is fully data-driven and continuously optimised, so performance improves over time rather than relying on one platform.

Question 14

Employer question: Can you integrate with our ATS?

Accepted Answer

Yes. We can deliver qualified candidates directly into your ATS so your team keeps your current workflow. We’ll confirm the integration method during onboarding based on your system.

Question 15

Employer question: We don’t have an ATS—what do we do?

Accepted Answer

You can use the free McRoberts ATS to manage candidates through the hiring process, including interview scheduling and pipeline stages. It’s designed for high-volume recruitment and helps reduce admin time.

Question 16

Employer question: Do we get an account manager?

Accepted Answer

Yes. Retained clients get proactive account management. You’ll typically have a weekly or fortnightly call where we review performance data, recommend optimisations, and agree next actions. We aim to be a true partner, not just a supplier.

Question 17

Employer question: What reporting will we see?

Accepted Answer

Retained clients get recruitment performance reporting including channel performance, cost-per-hire, conversion rates, and drop-off insights. Many clients also receive daily visibility (e.g., candidates received and rejected) so teams can track pipeline health in real time.

Question 18

Employer question: What if we don’t hire the candidates you send?

Accepted Answer

Candidate quality is our top priority. If hires aren’t happening, we work with you to diagnose why and tighten the system—often by refining targeting, improving message clarity, and strengthening screening. We’re known for quality, and we’ll collaborate with you to raise the percentage of candidates who are genuinely hire-ready.

Question 19

Employer question: Do you only hire drivers?

Accepted Answer

No. Drivers are where we built deep expertise, but we also hire for roles like shift managers, schedulers, warehouse staff, supervisors, and other operational roles. The tactics change by role, but the principles remain: data-driven attraction, structured screening, automation, and continuous optimisation.

Question 20

Employer question: Can you help improve staff retention?

Accepted Answer

Yes. Many clients improve retention—often up to 20%—because we focus on better-fit hiring through rigorous screening and clearer expectation-setting. We’re also developing a retention intelligence platform for clients who want deeper insight into churn and earlier signals of likely attrition.

Question 21

Employer question: Are you GDPR compliant?

Accepted Answer

Yes. We operate in a GDPR-compliant way and treat candidate data responsibly. We only collect what’s needed for recruitment, keep it secure, and support appropriate retention/deletion practices. We can share privacy documentation and confirm data flows as part of onboarding.

Question 22

Employer question: How do you keep data secure?

Accepted Answer

We take cybersecurity seriously and follow strong security practices and access controls. McRoberts is Cyber Essentials Plus certified, and we can share relevant documentation if your IT or procurement team needs it.

Question 23

Employer question: Is McRoberts a recruitment agency?

Accepted Answer

In outcome, yes—we help you hire. But our approach is different from traditional agencies. Traditional models rely heavily on manual sourcing and percentage fees (often 15–25%+). We use recruitment marketing, screening and automation to build scalable pipelines, and some clients hire for as little as around 2% cost relative to salary.

Question 24

Employer question: Can we trial McRoberts?

Accepted Answer

Yes. For retained services, most clients start with a 3-month pilot, then move onto an annual contract once performance is proven. You can also test us via our job platform by listing a role and receiving candidates on a per-candidate basis or via a monthly option (depending on what you prefer).

Question 25

Employer question: What do you need from us to get started?

Accepted Answer

We’ll need role details (requirements, locations, pay/rota where possible), access to brand assets (logo, imagery, any existing video), and a small amount of staff time for interviews to shape the EVP. We’ll also align on your hiring process so we can reduce drop-off and speed up hiring.

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