Frequently asked questions

Here's what our clients and agencies often ask us, we hope this will help you too.

These frequently asked questions provide information about how our neutral vendor model works, and how it can help your business. If you have any other questions, please get in touch.

Q...Who are GRI in the UK?


We are the UK's leading independent and vendor-neutral contingent workforce management expert - a PRO Unlimited Company.

Q...What exactly do we do?


We are and have always been a neutral vendor. The term neutral vendor means we are independent workforce management experts, unaffiliated with recruitment agencies. We specialise in helping organisations source and manage the deployment of their non-permanent workers. We can help to transform commercial arrangements and agreements with supplying recruitment agencies or help organisations create their pools of bank workers. Through a blend of account management and technological solutions, we solve the complexities of a large temporary and contingent workforce.

Q...How does the GRI ‘model’ work?


GRI is a global organisation and reflects the labour law requirements of every country it serves. In the UK, for our predominantly blue-collar model, the following approach is adopted:

Sitting between a hiring organisation and its supplier recruitment agencies, we manage the recruitment agency relationship. By ensuring recruitment firms supply staff at an optimum standardised rate (optimum to both attract the best talent for every role while also providing careful cost control), agencies compete on quality of staff not price. This removes wildly varying rates and last-minute ‘distress purchase’ margins and creates considerable cost savings for clients.

Organisations partnering with GRI can also enjoy the assurance that their agency supply chain is carefully audited and monitored to meet appropriate compliance and legislative standards. And that we will also explore whether you can reduce reliance on agency recruitment and implement or increase the visibility of a bank worker solution.

Working with GRI brings both transparency and visibility to temporary recruitment. Thanks to an in-house software system, e-tips® (which previously powered de Poel clients and continues to do so post the acquisition by GRI), clients enjoy a real-time view of both the volume and cost of their temporary workforce – and this visibility can, in turn, aid more effective workforce planning.

Notably, much of the administration usually surrounds the temporary recruitment process is considerably reduced. From alerting agencies to new candidate requirements to the sheer physical number of agency invoices received, working with GRI provides impactful solutions in the UK, whether that’s via our candidate fulfilment team or our one weekly consolidated invoice.

Our white-collar offering operates similarly to our blue-collar model or takes the form of an onsite programme. Typically the latter will be VMS neutral and deliver total management of the entire contingent worker type and lifecycle, including statement of work.

Q...How much does partnering with GRI cost in the UK?


Despite the significant cost reduction benefits we bring, our funding models are various to suit all organisational objectives. For example, many of our solutions are funded through a small percentage of our cost savings. This creates a financially risk-free opportunity for clients keen to transform their contingent worker recruitment. In other models, we charge a fixed percentage of spend. 

Q...What does ‘vendor neutral recruitment’ mean?


Vendor-neutral recruitment means we have no affiliation with any recruitment agency. Unlike other managed service providers or master vendors, we don’t own a recruitment agency in our wider group nor have any vested interest in any recruitment agencies. This ensures that we can offer a recruitment solution with the interests of each hiring organisation at its heart.

Q...What does RPO stand for?


RPO is shorthand for Recruitment Process Outsourcing. Under an RPO, an organisation will outsource all its recruitment to a third party to undertake a variety of different solutions from managed services to neutral vendor.

Q...What is the difference between vendor neutral, managed services and master vendor solutions?


Managed service firms are typically recruitment outsourcing organisations affiliated to, or own, a recruitment agency within their more comprehensive stable.

Managed service firms will manage your recruitment, reducing the number of recruitment firms on your PSL (although, in many cases, their affiliated or owned recruitment agency takes a slot) while additionally looking at direct hiring tactics.

Master vendor solutions are typically run by a dominant recruitment firm that will farm out jobs to other recruitment firms at lower margins if they’re not initially able to fill the positions within a specific period to ensure coverage.

True neutral vendor partners have no affiliation to, or ownership of, any recruitment firms in their wider group. This means they can manage your recruitment agency relationships extremely effectively as there is never any conflict of interest around margins. We believe this transparency is best. Additionally, with their unbiased bird’s eye view of your use of temporary labour, neutral vendors can help you maximise productivity across your workforce in terms of advising on when to deploy temporary workers.

Q...Which sectors does GRI cover in the UK?


Our service reaches across the public and private sectors. And as sector experts, we recognise that many groups of clients have distinct needs.

Our GRI health+care model services the requirements of our private healthcare organisations and NHS trusts, while GRI education helps schools, academies and universities manage their supply recruitment. In both cases, we understand that the sheer volume and complexity of compliance across these industries, coupled with the vulnerability of their ultimate end users, require a highly tailored solution. GRI public services assist the public sector, in particular councils and affiliated organisations, meet local agenda requirements and deliver vital recruitment needs within tight budgets. Finally, GRI corporate manages the needs of private sector organisations, particularly those with high volume blue-collar and white-collar requirements across multiple sites from automotive to logistics.

Q...What cost savings am I likely to enjoy?


Depending on your industry sector and your current spend on agency labour, we can save you up to 12%. Typical savings are between 2% and 10% – so for every million pounds you spend on temporary labour you will generally save £20,000 to £100,000.

Q...What other benefits does partnering with GRI give me?


In addition to increased cost savings, GRI offers simple solutions to our client's problems in the UK. These include:

  • Visibility and control – Thanks to our VMS options, such as our e-tips® software system and relationships with other software providers, clients enjoy real-time visibility of their temporary workforce and a clear understanding of their recruitment, deployment and associated costs – whether a client has hundreds of temporary workers each year or tens of thousands.
  • Streamlined administration – VMS solutions such as e-tips®  helps to consolidate your agency invoices so that you simply receive one consolidated invoice a week for all your agency supply instead of the thousands of individual invoices you may receive. This ensures considerable time-saving benefits for your back office.
  • Improved compliance – Your recruitment supply chain can leave you vulnerable. Can you be sure your agencies comply with the latest legislation governing the provision of temporary labour and additional legislation governing the supply of skills into your sector? There has been a rise in the number of well-known brands hitting the headlines due to issues involving temporary workers. With the GRI solution, we undertake regular agency audits to ensure their compliance is robust, helping to maintain your reputation.
  • Continuous improvement – We don’t stop at cost savings, and with our second, third and fourth generation contracts, we explore retention, attrition, longer-term worker opportunity, training, development and solutions to skills scarcity.

Q...How long will the implementation take?


We have implemented our neutral vendor model hundreds of times and can guarantee this is entirely in place within eight to twelve weeks, thanks to our dedicated and highly experienced implementation team.

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