Primark’s Post

Partnerships I’ve been thinking this week about what makes a great recruiter. It’s easy to start out in recruitment but very few make the distance and even fewer succeed consistently for over 25 years..... After working for Coca-Cola and Mars I started my recruitment career in 1995, with a small, fast growing #FMCG Recruitment Consultancy. At the time we were different. We always worked in partnership with our clients, and invested time to visit their offices and factory sites. This helped forge strong recruitment partnerships. This sense of partnership has stayed with me throughout my recruitment career, and I think is essential to really understand the culture, environment and role and deliver high calibre candidates. From recent conversations, this now seems rare. With most recruiters offering a much more transactional approach. I am confident that working in partnership delivers a better result. So if you’re a Talent Acquisition Manager or Hiring Manager, let me know if you’d like a confidential conversation. Who knows it may be the start of a successful #partnership… Phil – 07540 049002

Having been in the trenches of the FMCG sector, we know this game inside out! Before stepping into the world of recruitment, our days were filled with the hustle and bustle that defines our dynamic industry. Now, we're on a mission to connect you with the crème de la crème of talent. 🚀 Our journey through the FMCG landscape has equipped us with a keen eye for spotting those standout professionals - the kind that not only fit the job description but elevate your team to new heights. 🌈 At SmithCarey, we don't just match CVs to job specs. We delve deeper, understanding the nuances of both candidate aspirations and your company culture. This ensures a symbiotic relationship where both parties thrive. 🤝 If you're on the hunt for individuals who can navigate the fast-paced FMCG world with finesse, look no further. Let's chat about how we can infuse your team with top-tier talent that drives your business forward! #FMCG #Recruitment #TopTalent

A few weeks ago, I had the opportunity to visit a client's facilities in Kent. Walking through their facilities gave me a feel for the client's space, working environment, and, more importantly, their people. People often overlook how crucial understanding a company's culture is, especially when it comes to hiring. Finding the right skills in a candidate is great, but unless there's a culture fit and alignment with the company's ethos, it's pointless. That candidate won't stay long. A clash in culture or ethos means that no one will want to work for you or with your team. It's about understanding what makes that company tick, what drives the team, and what kind of person would not just fit in, but also thrive there. It's these insights, these little nuances, that make all the difference in finding not just a candidate, but the right candidate. Curious, would you resign from a job because of a bad culture fit? #Recruitment #FMCG #FoodManufacturing

I recently read an intriguing post about Stanley, a company that offers various types of cups (all the range, including those limited edition Starbucks ones!).   The post emphasized the importance of discovering a new audience instead of introducing a new product.   I loved it.   In our recruitment work at Top Talent, we encounter new audiences every day. Like Stanley, we have discovered that molding our product to fit the audience's needs has been the cornerstone of our success.   #Recruiting #Recruitment #HumanResources #BestAdvice Top Talent Recruiters

Having been in the trenches of the FMCG sector, we know this game inside out! Before stepping into the world of recruitment, our days were filled with the hustle and bustle that defines our dynamic industry. Now, we're on a mission to connect you with the crème de la crème of talent. 🚀 Our journey through the FMCG landscape has equipped us with a keen eye for spotting those standout professionals - the kind that not only fit the job description but elevate your team to new heights. 🌈 At SmithCarey, we don't just match CVs to job specs. We delve deeper, understanding the nuances of both candidate aspirations and your company culture. This ensures a symbiotic relationship where both parties thrive. 🤝 If you're on the hunt for individuals who can navigate the fast-paced FMCG world with finesse, look no further. Let's chat about how we can infuse your team with top-tier talent that drives your business forward! #FMCG #Recruitment #TopTalent

Companies need to make a conscious, committed effort to diversify their candidate pools and eliminate bias in their hiring practices. This means: Recruiting from diverse talent pools, including HBCUs and professional organizations for people of color Implementing blind resume reviews to mitigate unconscious bias Providing mentorship and sponsorship programs to support the advancement of diverse talent Engaging with and listening to the diverse employees you do have about how to create a more inclusive culture It's about expanding your view of what qualifications and potential look like and putting in the work to find and nurture diverse talent.

Which do you think makes more sense: hiring based on what someone can do or what they've studied? In today's job market, the discussion about skill and experience versus formal qualifications is still a big deal. From my perspective, for organizations to adapt effectively, they need to be able to seamlessly incorporate skills-based hiring into their recruitment strategies. This method has proven not only to widen the candidate pool and embrace diverse talent but also to fit well with the dynamic needs of modern workplaces. Championing diversity in a workspace starts at the beginning.

I just ticked over completing 12 months at Beaumont People! It was a big week for us at the Melbourne office at Beaumont - we ran our first event for our clients to share insights on attracting and retaining talent in the current market. One of the things we discussed at the event was Values-Based Hiring and how integral it is to the recruitment process. I truly enjoy being a part of the Beaumont Team because of the alignment in our values. Our CEO Nikki Beaumont dug into this when she interviewed me a year ago - and I think it is why it has been a successful match for both of us. Some things for you to keep in mind as you as you hire for your team: 1. Values alignment attracts talent: Employees increasingly seek employers whose values align with their own, especially regarding environmental and social issues. This leads to higher job satisfaction, lower turnover, and better teamwork. 2. Shift from culture fit to culture add: Hiring based on values rather than solely on cultural fit or competencies fosters diversity and inclusion, creating a more balanced and fair recruitment process. 3. Integrating values in hiring: Employers should clearly define, articulate, and assess their values throughout the hiring process, including through values-based interview questions, to find candidates who resonate with the company's mission and culture.

🌟 Championing Diversity: The Power of Inclusive Sourcing Practices 🌟 In today's rapidly evolving workplace, diversity and inclusion are not just buzzwords—they're essential components of a thriving company culture. Embracing inclusive sourcing practices isn't just the right thing to do; it's also a strategic imperative for driving innovation, fostering creativity, and attracting top talent. Are you curious about how inclusive sourcing practices can transform your recruitment efforts? Let's explore: 1. Expanding Your Talent Pool: Actively seeking out candidates from diverse groups , including those from underrepresented groups, opens the door to a broader range of perspectives, experiences, and ideas. This not only enriches your company culture but also enhances your ability to innovate and adapt in an ever-changing world. 2.Removing Bias from the Hiring Process: Inclusive sourcing practices involve implementing strategies to mitigate bias, such as blind resume screening, diverse interview panels, and structured interview processes. By removing bias from the equation, you ensure that every candidate has a fair and equal opportunity to succeed. 3. Creating a Culture of Belonging: Inclusive sourcing isn't just about filling quotas or ticking boxes—it's about creating a sense of belonging for every employee. This means fostering an environment where all individuals feel valued, respected, and empowered to bring their authentic selves to work each day. By embracing diversity, equity, and inclusion, we're not just building a stronger, more resilient workforce—we're also driving positive change in our industry and beyond. Join us in creating a future where everyone has the opportunity to succeed, regardless of their background or identity. #InclusiveSourcing #DiversityandInclusion #championingchange Let's continue the conversation. How do you incorporate inclusive sourcing practices into your recruitment efforts? Share your insights and experiences in the comments below!