Shahreyar Shahid’s Post

Interview Preparation Tips for Warehouse Team Lead, Supervisor, Senior Supervisor, and Assistant Manager/Manager Position: 1. Understand the Company: Thoroughly research the company, whether it's a 3PL or a retail business. Understand their business model and tailor your self-introduction to align with their operations, highlighting relevant experiences from your previous roles. 2. Know Your Team and Targets: Be prepared to discuss the exact number of team members you've managed. Justify the number of employees in relation to daily targets, from inbound to outbound processes. 3. Confidence and Presentation: Present yourself confidently and maintain eye contact with the hiring manager. Avoid nervousness to make a strong impression. 4. CV Optimization: Ensure your CV is concise and relevant. Remove unnecessary information and focus on your roles, responsibilities, and achievements in previous positions. 5. Handling Unknown Questions: If you don't know the answer to a question, respond honestly without hesitation. 6. Warehouse Knowledge: Have detailed knowledge of your warehouse layout, including the count of pallet locations in each aisle. For e-commerce interviews, be familiar with your Turnaround Time (TAT), average orders processed/dispatched per day, and the bucket size of each order. #Interview #Tips #Jobseekers #Warehouse #ecommerce

Unlock the secrets to successful hiring with Kinsa Group 's comprehensive salary data from 8,000+ interviews. Stay ahead in a dynamic #foodandbeverage market with insights on #salary ranges and median compensations for various roles specific to the #foodandbeverage industry. Download your FREE copy now and set the table for greater growth! https://lnkd.in/gF7t82Rq #SalaryGuide #FoodAndBeverageIndustry #KinsaGroup

🏆 #1. Exclusive Network of High-Caliber Talent! 🏆 🙄 Anyone can search a job / resume board or post and pray! The proof is in the pudding.. 𝐎𝐯𝐞𝐫 65% 𝐨𝐟 𝐨𝐮𝐫 𝐩𝐥𝐚𝐜𝐞𝐦𝐞𝐧𝐭𝐬 𝐜𝐨𝐦𝐞 𝐟𝐫𝐨𝐦 𝐨𝐮𝐫 𝐬𝐩𝐞𝐜𝐢𝐚𝐥𝐢𝐳𝐞𝐝 𝐚𝐧𝐝 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥  𝐧𝐞𝐭𝐰𝐨𝐫𝐤! 😮 Our network has been carefully curated over 40 years. These connections are personal; NOT a mass import of random resumes. ⌛ Retained search firms invest substantial time and resources into cultivating and maintaining robust relationships with top-tier candidates. 🧐 This network transcends a mere database, evolving into a curated ensemble of professionals excelling in various sectors, such as bakery, dairy, meat, seafood, shelf stable, restaurant, hospitality, and MANY more. 🏆 For food and beverage companies, leveraging this network translates into discovering candidates who possess not only the essential technical expertise but also a profound comprehension of the industry’s unique challenges and opportunities. Questions about our customizable Search Packages? Reach out to me at anytime! 😁 As always, here to help! Be sure to Follow Kinsa Group for more #foodindustry #career and #hiringtips! #kinsagroup #foodandbeveragejobs #jobsearch #heretohelp #recruiting #resumetips #job #hiring #Interview #resume #career

The demand for Food Manufacturing/FMCG professionals is still extremely high and yet recent discussions with clients has shown that the main pain point is the struggle to find the 'ideal candidate' for their niche role. 𝗪𝗵𝗮𝘁'𝘀 𝗺𝘆 𝗮𝗱𝘃𝗶𝗰𝗲 𝘁𝗼 𝗺𝗮𝗸𝗲 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗰𝗮𝗺𝗽𝗮𝗶𝗴𝗻𝘀 𝗺𝗼𝗿𝗲 𝘀𝗺𝗼𝗼𝘁𝗵 𝘀𝗮𝗶𝗹𝗶𝗻𝗴? ✅ Re-frame the role OR ✅ Adjust the skills required 𝗪𝗵𝘆 𝗱𝗼 𝘁𝗵𝗶𝘀? Highlighting opportunities for skill development, career advancement, and learning can make the role more appealing to prospective candidates. A different perspective on a role can emphasise that your company is agile and with a positive culture. Adjusting skills in recruitment campaigns is not just about keeping up with the times; it's a strategic move that ensures your organisation attracts, engages, and hires the talent necessary for current and future success. #vickerstockfood #recruitment #specialistrecruitment #foodmanufacturing #fmcg 

Are you considering a new role in Supply Chain? Partnering with our Supply Chain team at Oliver Parks can transform your job search. Here's why: 🔍 Industry Expertise: Our team know the latest trends, salary benchmarks, and certifications in supply chain, providing invaluable insights. 🔑 Access to Hidden Jobs: Many high-level and confidential positions aren’t advertised publicly. We can connect you with these exclusive opportunities. 🎯 Personalized Matchmaking: We can tailor job searches that align with your career goals and strengths. ⏱️ Efficiency: We handle applications, interviews, and follow-ups, saving you time and speeding up your job search. 💼 Negotiation Support: We assist in securing competitive salary packages and benefits. 🤝 Confidentiality: We conduct your job search discreetly, protecting your current employment. 📈 Continuous Support: We pride ourselves on building long-term relationships for ongoing career advice and future opportunities. Feel free to reach out to one of our senior team members, Tom Pollock Alex Gill and Rajan Khan to chat all things Supply Chain! #SupplyChain #JobSearch #CareerGrowth #Recruitment #Logistics #Procurement #SupplyChainManagement #OPSupplyChain

I have to pen this. This is not the first time. Multiple incidence already. When a company offers you, please show your utmost respect to the hiring team as the team has worked so hard to get the hiring done - even if, eventually you shall disappoint them as you are considering the other offer in hand. As long as you show your professionalism by making your status clearly, it won't hurt the recruiters as much as compared to the attitude of being unreasonably silent, unresponsive to their messages begging for your reply to update on your current status or decision. What's more if you are a HR personnel, you are expected to show higher empathy on how hard it is to secure highly talented achiever like you. Be transparent. Stay responsive. You don't know if one day, the company that you used to decline shall offer you better position - just because your professionalism sticks in their head - and most importantly, your values imprint on their heart. If design is the silent ambassador of your product branding, hence professionalism is the silent ambassador of your personal branding. Echoing what Saraswathy Letchuman shared just now in my previous post, "Kita mudahkan kerja orang, nanti kerja kita akan dipermudahkan”, this has always been the case.

The U.S. food and beverage sector is enjoying an era of significant growth - recent reports predict a market size increase from $6576.96 billion in 2023 to $7000.88 billion in 2024. So, attracting exceptional talent is crucial for businesses to overcome challenges, foster innovation, and achieve long-term success. Unethical interview practices not only risk losing exceptional candidates but also expose your company to negative publicity and potential legal repercussions. Ensure your interview processes are a beacon of the highest ethical standards, so you can not only attract but secure the very best industry talent out there. 🤩Consistent Structure: Keep your interview format uniform to ensure fairness, mitigate bias, and accurately compare candidates based on the same criteria. 🤩Panel Power: Employ diverse interview panels to reduce bias, encourage fair evaluations, and provide a more comprehensive assessment of candidates' capabilities. 🤩Bias Awareness: Acknowledge and address unconscious biases through education and ongoing training for interview panels to ensure fair decision-making processes. 🤩Positive Experience: Offer a positive interview experience by providing amenities and respect for candidates' time, as it reflects your company culture and influences future perceptions. 🤩Transparency Matters: Be transparent about job expectations, progression opportunities, and salary ranges to attract and retain the right candidates and foster trust in your hiring process. With these ethical practices, you can create a more efficient and insightful recruitment process that is not only more valuable for your company, but also your candidates. #Careers #ChilledRecruiters #Recruiting #Recruitment

There’s a difference between a good job posting and a great job posting: ❌ Good job descriptions list skills. ✅ Great job descriptions sell the opportunity. ❌ Good jd's focus on the company. ✅ Great jd's focus on the candidate. ❌Good jd's focus on what you need. ✅ Great jd's focus on what the candidate wants. ❌ Good jd's inform. ✅Great jd's engage. Good job descriptions get the job done. Great job descriptions get you top talent.

𝐎𝐡, 𝐭𝐡𝐞 𝐣𝐨𝐲𝐬 𝐨𝐟 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭! You know it's always fun when you've put in the hard work, from qualifying candidates, CV submissions to interviews, only to hear the hiring manager say those five words: "𝑾𝒆 𝒉𝒂𝒗𝒆 𝒑𝒓𝒐𝒎𝒐𝒕𝒆𝒅 𝒇𝒓𝒐𝒎 𝒘𝒊𝒕𝒉𝒊𝒏!" 🙄 Now, don't get me wrong, I'm all for internal promotion. I think it should be the first port of call. But, when you're told there's #NOBODY within the company who can do the job, and then suddenly an experienced Purchase Ledger Team Leader is pulled out of thin air, it's like, "𝑾𝒉𝒆𝒓𝒆 𝒘𝒆𝒓𝒆 𝒕𝒉𝒆𝒚 𝒉𝒊𝒅𝒊𝒏𝒈? 𝑩𝒆𝒉𝒊𝒏𝒅 𝒕𝒉𝒆 𝒑𝒐𝒕𝒕𝒆𝒅 𝒑𝒍𝒂𝒏𝒕 𝒊𝒏 𝒓𝒆𝒄𝒆𝒑𝒕𝒊𝒐𝒏?"🌿🤷♂️ Let's not kid ourselves guys, we're not doing this job just for fun! 💸 If you want a candidate benchmarking service, just ask, we are happy to provide it. 👍 If it is just to follow company policy, but you know you are going to recruit from within anyway, tip us the wink.😉 We don’t want to waste our candidates’ time or our own on a wild goose chase. It's crucial that hiring managers keep the lines of communication open and provide accurate information about the recruitment process. Let's respect everyone's time and effort and make sure that the recruitment process is a fair and transparent one for all involved. #Recruitment #Transparency #HiringProcess #InternalPromotions #Fairness #Communication Simon Hibbert Paul Mitchell Viorica Dumitrescu Morgan Butcher

How many of these are a part of your recruiting process?