Stephanie Mattice’s Post

Register as an individual or business to completely bypass job boards and recruiters: CandidateCollective.com _______________________________ There are several common issues with job boards and recruiters: 1. Oversaturation: Job boards often have numerous applicants for each position, making it difficult for individual candidates to stand out. 2. Outdated listings: Some job postings may remain active even after positions are filled. 3. Generic applications: The ease of applying through job boards can lead to less tailored applications. 4. Limited personal connection: Job boards typically lack the personal touch of networking or direct company contact. 5. Keyword filtering: Many companies use automated systems that may filter out qualified candidates based on missing keywords. For recruiters: 1. Misaligned incentives: Recruiters may prioritize filling positions quickly over finding the best fit. 2. Limited industry knowledge: Some recruiters may not fully understand the nuances of specific roles or industries. 3. Communication issues: Candidates might experience delays or lack of feedback during the hiring process. 4. Pushy tactics: Some recruiters may pressure candidates to accept offers quickly. 5. Confidentiality concerns: Information shared with recruiters may not always remain private.

Choosing the right recruiter for your business 🤔 Finding the perfect recruiter is like finding the perfect ingredient for your recipe. It can make all the difference! So, how do you choose the right one for your business? ✅ Look for industry expertise: A recruiter with experience in your sector will understand your needs better. At Food Recruit, we specialise in the Food, Drinks, and FMCG sectors, giving us a unique insight into the challenges and opportunities within these industries. ✅ Check their track record: Ask for case studies or success stories. A good recruiter should have a history of placing candidates who thrive in their roles. This shows they not only understand the market but also know how to find the best talent. ✅ Personalised service: Your business is unique, and so are your recruitment needs. Choose a recruiter who offers tailored solutions and takes the time to understand your specific requirements. At Food Recruit, we pride ourselves on our professional and personalised approach, ensuring we find the perfect fit for your team. What qualities do you look for in a recruiter? Share your thoughts in the comments below or visit food-recruit.com to learn more about how we can help your business grow. #Recruitment #FoodIndustry #BusinessGrowth

🎯 "Tell me about yourself" - how often have we stumbled here during job interviews? It's a common opener, but here's the twist in acing your response! 🌱 Start with your recent role, sprinkle it with your key contributions, notably the ones that align with the job you're interviewing for. If you're in the food, drinks, and FMCG manufacturing industry, highlight your successes and initiatives that reflect your understanding of the sector's dynamics. 🔍 Elaborate on why you're exploring new opportunities. Maybe it's the innovative strides in food technology, the shift towards sustainable practices, or the thrill of contributing to the Food & Beverage FMCG spectrum. Let your enthusiasm show! 🚀 The goal is to neatly dovetail your career journey into the trajectory the hiring company is on. Remember, Food Recruit champions the match of exceptional talent with dream roles; embody that talent in your narrative. ✨ Finally, project where you see this role taking you. Let that vision resonate with the company's goals - it's not just about the role itself but the collective future you can forge together. 🔗 Engage with me or head straight to our hub at food-recruit.com, where careers and opportunities collide! #InterviewTips #CareerGrowth #FoodRecruit

You know, to get the best people, your hiring and HR teams need to show up. 👀👀 Yes, a candidate can be impressed by your company's reputation, maybe they know someone who has previously enjoyed working for you, but before they accept a job offer with you, they will deal directly with your hiring and HR teams. These teams are a candidate's sneak peek into the real people and attitudes behind your company logo and end-of-year profit numbers. I worked with a HUGE food industry player whose head of recruitment was extremely negative and had little passion for the brand. The result? They ended up constantly hiring the B and C players instead of the A team players. 🤔🤔 Think about it. If your direct point of contact during a hiring process is a negative force, would you really want to work there? Not if there are bigger, better, and brighter opportunities elsewhere within the industry. Don't fall into the trap of assuming you don’t need to sell your organization. Recruitment always has been a two-way sell. To get the best, you need to present your and your company's best too. Let me help you do it! #Recruitment #FoodAndBeverage #ExecutiveRecruitment

#FoodForThought for anyone that might be new to the Recruiting Field: I've been in recruiting for 3 years and I've learned something really important. Honesty and Transparency goes a long way. In my first recruiting job, I was trained that the main focus was to fill a position and to "sell" it to make a candidate want it. You know what came from that thought process? A high turnover rate and candidates having a distrust in me, feeling as though they were "just a number". Not to mention, I wasn't the biggest fan of my company's work environment, so I came up with reasons to make a candidate want to join. Now, I'm honest and transparent. I discuss why the role needs to be filled, why the position can be challenging, the work environment, the staff they'll be working with every day, etc. I'm personable, relatable, and honest about my experience with my company. I give pros and a con (if there is one). Because let's face it, there's good and bad with every job. And my candidates LOVE it and APPRECIATE it. They TRUST me. I don't try to "sell" a position. I focus on finding a strong candidate and figuring out what THEY want from their next position/company. I've built strong relationships with my candidates which in turn leads to referrals. I've had the privilege of watching my hires rise through the company and meet their career goals. When we're recruiting, it's important to remember that, yeah, we want to meet our metrics, so we need to get these positions filled. But if we're lying, or not being completely honest with our candidates, what's the point if we're going to be filling the position again in a month or two? #Recruitment #RecruitingTips #BeginnerRecruiter

Companies are not behaving properly these days when trying to recruit new resources. I want to share an example here. I got a mail from one of the HR that my profile got shortlisted for a Quality Assurance position. I replied back to the mail with all the required details and with updated Resume. I got a reply to my mail. They asked me to fill a questionnaire and an Excel sheet. Excel sheet is simple. I filled it. But there are 15 to 20 questions in the questionnaire. It took me 10 hours to update the questionnaire. After updating the questionnaire and excel sheet, I replied back to the mail attaching the updated documents. To my surprise, there is no response from HR. I called HR after a day, he told me that they are reviewing my documents that I have submitted. Agreed. After that there is no response. It's been a week and I didn't hear back anything from them yet. What's this? Is there any value for all the effort I had spent in updating all the details company has asked for? I am just expecting a reply from them about the status of my application. When I have spent 10 hours in updating everything they have asked, don't they have 1 minute of time to reply? This is too much. Companies should learn to behave properly with the resources trying for an opportunity. This will definitely ruin their reputation in the market.

Those in the industry will understand just how thrilling it is to start the day with a new hire accepting an offer. 🎉✨ In today’s competitive job market, this is a significant win and a testament to our team’s dedication to attracting and securing top talent. 🏆💼 If you're in the market for a new role, here are【５】reasons why partnering with a recruitment agency can be a game-changer: 𝗔𝗰𝗰𝗲𝘀𝘀 𝘁𝗼 𝗘𝘅𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗝𝗼𝗯𝘀🔍🏢 Agencies often have job listings not available to the public, providing candidates with more opportunities. 𝗘𝘅𝗽𝗲𝗿𝘁 𝗚𝘂𝗶𝗱𝗮𝗻𝗰𝗲📋🎓 Agencies offer professional advice on resumes, interviews, and career paths, enhancing job search success. 𝗘𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝘁 𝗝𝗼𝗯 𝗦𝗲𝗮𝗿𝗰𝗵⏱️🚀 Agencies match candidates to suitable roles quickly, saving time and effort in the job hunt. 𝗡𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗼𝗻 𝗦𝘂𝗽𝗽𝗼𝗿𝘁💬💼 Agencies help secure better salaries and benefits, advocating for candidates during negotiations. 𝗢𝗻𝗴𝗼𝗶𝗻𝗴 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 🔄🤝 Agencies provide long-term career support, from job placement to future job searches and career advice. Interested in exploring new opportunities? I’m here to assist! Reach out for a no-pressure, confidential chat at 📞 01904 629009 #YORKRECRUITMENT #RECRUITMENTAGENCY #FINANCE #HR #OFFICESUPPORT #SALES #MARKETING #PROCUREMENT

Too many cooks spoils the food. As consultancy firms grow, other industries gain the advantage of choosing the best among them. However, working in the recruitment industry, I've noticed that companies from other sectors complicate the recruitment process by engaging with multiple recruitment firms simultaneously. For instance, when a product-based company collaborates with multiple consulting firms to meet its hiring needs, it often ends up overwhelmed by numerous profiles, even though all the consulting firms strive to present the best candidates. This happens for several reasons: *A large number of CVs piling up at once *Increased TAT for providing feedback to each consulting firm and, ultimately, to the applicants In such a process, the net outcomes are usually hiring freezes, inadequate feedback from clients, and poor candidate experiences. This results in poor results for both parties. Who suffers? Candidate ➡ Recruiter ➡ Client 🔃 #hiring #process #outcomes

Choosing the #right #candidate in the #FMCG (Fast-Moving Consumer Goods) industry requires careful consideration of various factors. Here's a #comprehensive guide: #Pre-Hiring: 1. Define job requirements and responsibilities 2. Identify key skills and competencies (technical, soft skills, and behavioral) 3. Determine relevant experience and qualifications 4. Develop a clear job description and person specification #Selection Process: 1. Advertising (job boards, social media, company website) 2. Employee referrals 3. Recruitment agencies 4. Campus recruitment 5. Assessment centers #Evaluation Criteria: 1. Relevant FMCG experience 2. Sales and marketing skills 3. Product knowledge 4. Analytical and problem-solving skills 5. Communication and interpersonal skills 6. Adaptability and flexibility 7. Leadership and team management 8. Strategic thinking 9. Digital literacy 10. Cultural fit #Interview Questions: 1. What do you know about our company/brand? 2. Why FMCG industry? 3. How would you handle in crisis management? 4. Can you share an example of a successful sales/marketing strategy? 5. How do you stay updated on industry trends? #Assessment Tools: 1. Psychometric tests (personality, aptitude) 2. Skills assessments (sales, marketing, data analysis) 3. Case studies or group discussions 4. Presentation or role-playing exercises #Final Evaluation: 1. Review candidate's performance 2. Check references 3. Conduct background verification (if necessary) 4. Make an informed decision #Key FMCG Skills: 1. Sales and marketing expertise 2. Product knowledge and category management 3. Data analysis and interpretation 4. Supply chain management 5. Digital marketing and e-commerce 6. Consumer insights and market research 7. Brand management 8. Category development #Industry-Specific Questions: 1. How would you manage inventory levels? 2. What strategies would you use to increase shelf space? 3. How do you stay up-to-date on consumer trends? 4. Can you explain the concept of category management? By following this #structured approach, you'll increase the chances of hiring the right #candidate for your #FMCG organization. Would you like more information on FMCG recruitment or industry-specific training? New Horizon Business Consultants Website: www.nhbconsultants.com Email: info@nhbconsultants.com Landline: +91-11-69270675 WhatsApp:+91 9811697779

🗝️ Job interviews can be game-changers in the hunt for top-tier talent - especially in the bustling food, drink, and FMCG sectors, where the right hire can catapult your company ahead. Here's how to ensure your interviews are as potent as your products: ⏱️ Efficiency is Key! Prepare ahead, respect the candidate's time as you would your own, and remember, a prompt start is a great first impression. 🌍 Know Your Ground! Dive deep into candidates' experiences. Look for industry-specific skills that show they're ready to take on the unique challenges of the food and drinks market. 🎯 Precision Matters! Tailored questions lead to tailored hires. Understand their role-specific skills and how they will fuel growth for your company. 🔍 Clarity is Crucial! Be transparent about your company culture and values. Remember, it's not just about finding the right skills but also the perfect cultural fit. 💡 Think Long-Term! Explore their vision and how it aligns with the future of your business. After all, you're not just hiring for today but nurturing the leaders of tomorrow. Let's shape the future of the industry together. For tailored recruitment solutions that bring exceptional talent to your doorstep, visit food-recruit.com #FoodRecruit #RecruitmentExcellence #FMCGjobs