FAQ

Got Questions?

Whether you're hiring at scale or applying for a job, we have the answers.

FAQ

FAQs

Clear answers to your questions - how the process works, what to expect, and how we keep hiring fast, fair, and focused on long-term fit.

For employers

For jobseekers

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When will I hear from the employer?

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.

Candidates

Will McRoberts contact me—or will the employer?

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.

Candidates

Does McRoberts employ drivers directly?

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.

Candidates

Why was my application rejected?

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.

Candidates

Can I reapply if I was rejected?

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.

Candidates

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

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.

Candidates

Is it free to apply?

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

Candidates

Do I need a CV to apply?

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.

Candidates

What happens after I apply?

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.

Candidates

Why do you ask screening questions?

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.

Candidates

How does it work with McRoberts?

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.

Employers

How quickly can you start delivering candidates?

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.

Employers

We already advertise on Indeed—what do you do differently?

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.

Employers

Can you integrate with our ATS?

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.

Employers

We don’t have an ATS—what do we do?

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.

Employers

Do we get an account manager?

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.

Employers

What reporting will we see?

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.

Employers

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

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.

Employers

Do you only hire drivers?

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.

Employers

Can you help improve staff retention?

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.

Employers

Are you GDPR compliant?

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.

Employers

How do you keep data secure?

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.

Employers

Is McRoberts a recruitment agency?

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.

Employers

Can we trial McRoberts?

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).

Employers

What do you need from us to get started?

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.

Employers