The area of supply chain encompasses:
· Forecasting / Planning
· Purchasing / Procurement
· Logistics
· Operations
· Inventory Management
· Transport
· Warehousing
· Distribution
· Customer Service
· Supply Chain Management
SupplyChainRecruit.com – incorporating:
· Jobs4Purchasing.com
· Jobs4Logistics.com
· Jobs4Warehousing.com
· Jobs4SupplyChain.com
Advertises jobs and attracts candidates across this entire spectrum. The job board is structured in defined industry sectors to enable employers and recruiters to advertise jobs to specific sectors of the candidate audience. Jobs can be advertised by skill type, industry sector, career level, and location.
In addition to advertising jobs online we also match new jobs through our registered candidate database and emails daily Job Alerts to many thousands of candidates every day of the week. Ensuring jobs reach relevant and motivated candidates.
Candidate applications are delivered directly to the advertiser.
In addition to our Jobs Boards SupplyChainAgenda.com, our online monthly Supply Chain Magazine is distributed to hundreds of thousands of readers on a global basis.
Targeting and Attracting Candidates
The best advice that we can offer employers or recruiters seeking candidates to fill a particular vacancy is be clear about what you are looking for in the ideal candidate, and in your business overall. Of course everybody is open to new and stunning candidates that may take them by surprise from time to time, but you are far more likely to find the candidate that you seek if you have thought about the ideal person in terms of skills, experience, career level, locations etc. The more accurate your understanding of the ideal candidate that you seek, the easier it will be to target candidate groups that are likely to match your requirements and be motivated to apply.
Preparing Effective Job Ads
In contrast to the points made above (Targeting and Attracting Candidates), we would always recommend a taking a more general approach when preparing job ads on the internet. The starting point is to have a very clear understanding about the ideal candidate that you seek, but in preparing job ads you need to reflect the job searching methods and habits of your target audience.
It is very easy to exclude part of the target candidate audience just because they do not use exactly the same terminology as your industry sector or business.
Click here to download our article: Effective Internet Job Ads
You may also want to consider additional branding options that will encourage candidates to view your job opportunity. We offer a wide variety of branding opportunities from button and banners through to sponsorship of job search pages, targeted emails, profile pages, etc..
For further information telephone 0845 130 1928 or email sales@supplychainrecruit.com
Assessing Potential Employees
Assessing a candidate’s ability to be successful in a specific role and organisation is a complex and critical process, and one that must be approached in a planned and methodical way.
Click here to download our article: Assessing Potential Employees
Follow Up With Applicants.
It is good practice to follow up with all applicants that respond to your applications. The only exception to this rule should be the odd occasion when candidates that are clearly inappropriate for a role proceed to apply, ignoring your clearly expressed requirements.
A best in class procedure would be to acknowledge the application when received, and then to communicate progress or decision in due course. At the very least candidates should be made aware of the time frame for your recruitment activities and that if they have not received further communication by the end of that period then to consider the application unsuccessful.
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