News← Older posts
After a busy December we have seen a strong start to recruitment in 2017. Both clients and candidates have taken the view that despite uncertainty companies need good people. In an old expression “the early bird catches the worm”!!! This will apply to companies and candidates.
Companies – recruit early, your company needs to put as much focus into recruiting as you would do in developing your sales and marketing plans. The right person may take a long time to find. Recruitment can be tough but with a professional recruitment partner you can get the perfect candidate.
Candidates – change jobs early in 2017 and early in your career. Many candidates who expect their current companies to manage their careers end up missing out in the long term because career progress is seen as slow. If your company is always promising promotion but never delivers consider moving. Also build a relationship with some recruitment partners. The professional ones will give advice and guidance. Make sure they listen to what you want if they do not use another recruiter.
The market will be buoyant early in the year but without the recruitment crystal ball we cannot predict what will happen later in the year!!
Contact Veritas Partnership on 01189034914
Host Steve Rider, guest speakers Kevin Keegan & Rory Bremner. Superb charity event that continues to look after more than 11,000 current and former industry colleagues. Sponsors included Asda, Aston Manor, Coca Cola, CPM, Dairy Crest, Heineken, Kellogg’s, P&G, SHS Group, Unilever, Warburtons & Weetabix. The event looks after you and your colleagues in times of need, whether you work for a manufacturer, wholesaler, supply chain or retailer, you can turn to GroceryAid for financial help and practical assistance. In the coming year GroceryAid will spen more than £4.3m on welfare support. Find out more at www.groceryaid.org.uk
The recruitment market continues to be buoyant across Sales, and Marketing, particularly Customer Activation. However many companies are slow to progress to the interview stage. This can be frustrating! For us the recruiter and more importantly for you as candidates. However recruitment can be slow as many Line managers have a “Day Job” and recruitment can slip due to commercial needs. Always remember that if the job is right sometimes patience can lead to success. It can be a mistake to believe that the company who moves fastest always wants you more. They may just be desperate! Take time to weigh up your options! Also if as many candidates do you have two or three options you are better being open and honest Saying I will wait to finish all my interviews is more professional than accepting a role signing contracts then withdrawing a few days later. Many candidates realise to late that in an industry where people do move you can close doors for the future.
Try to work with recruiters who want to build a long term relationship with you. This may mean they may not place you in your first management role but place you later in your career as a Senior manager. They are also more inclined to give good advice and not just see you as a quick fee generator!
The Market is now picking up and January has so far been a very busy month.
Here at Veritas, we are now currently working with a number of different companies recruiting for a range of exciting roles from Sales and Marketing to Manufacturing at various levels.
If you are currently in the FMCG sector or interested in any of our job roles, please do get in contact with us as we would love to hear from you!
Happy New Year!
A new year for most people is the start of their ‘New Me’.
This is the time for them to set themselves New Year’s Resolutions and why not let yours be to start a brand new job.
Just think, does your current job offer you; a great salary, rewards and incentives and development opportunities?
If not, have a look at a range of Job Roles we are currently advertising and apply now to start off 2016 working in a new exciting position.
Christmas is a busy time for everyone and applying for a job may not be on the top of your list of things to do.
Many employers look to recruit new members of staff at this time in order to meet their upcoming goals for the new year. Most candidates will apply for roles in January but why not beat the rush and get your application in now!
If you are looking for a new job check our Job Board and apply today.
Redingensians RFC have had a tough start to National division 2 but confidence is still high. Veritas are sponsoring the game on the 14th November versus Dorking so we looking for the third home win of the season!!!
Recruitment: Who has the upper hand?
When it comes to recruitment, the power of the recruitment relationship shifts between employer and candidate.
As an employer, it’s important to know who has the upper hand and – if it’s in the candidate’s favour – what you can do to maximise your own opportunity.
So, who has the upper hand right now?
The balance of recruitment power is in favour of the candidates.
If you are looking to recruit qualified, capable people in a candidate-led market, you need to attract the best candidates quickly – or risk losing them to the competition.
In order to compete in a candidate-driven market, there are several things you can do to help your organisation’s position. Changes and improvements can be made to such things as recruitment strategy, interview skills and job descriptions. All of these are essential to the process, but I would like to talk about things you can do to help level the playing field.
Speed is of the essence
The trick is to take potential delays right out of the process. Candidates will be attending other interviews and the cream of the crop will receive alternative offers. Some candidates are only on the market for a single day!
Here are three tips you can use right now to streamline your recruitment process, so you don’t miss out on qualified and capable people:
- When you advertise a vacancy or instruct a recruitment consultant to seek a candidate for a particular post, set up the interview slots for first and second interviews in your diary at the same time
- At the interview, enthuse about the role. Let’s get the candidates excited about the position! Tell them about the position’s potential for growth and let them know about your company’s culture
- After the first interview and/or second interviews, make the hiring decision as soon as possible once they are finished
These three tips retain the confidence of the best candidates, but they also have the double impact of improving the perception of your organisation in the candidate’s mind.
When candidates have the upper hand, it’s essential to make the recruitment process as smooth, succinct and timely as possible.
At Veritas Partners, we understand the ever-evolving recruitment market. We work with some of the most successful UK and international businesses within the FMCG, consumer and B2B sectors. If you are looking to recruit within the FMCG, consumer and B2B sectors, please feel free to get in touch.
Seven Showcase Secrets for your LinkedIn Profile
Looking for your next career opportunity?
LinkedIn is an ever-changing social networking website for professionals. Whilst it was once viewed as an online CV platform, it is now an online showcase for you to highlight your skills, achievements and background.
Your LinkedIn profile is not static. It’s a moving and changing story – a showcase – of who you are and what you have to offer your next employer. How you present yourself, what you say both on your profile and via the updates, together with the content you share, say a lot about you as a person.
As someone who views Linkedin profiles every day, I would like to share seven showcase secrets to help you improve your job prospects:
- A strong candidate for a professional position must present a professional image to the business world. An amateur headshot photo showing you in a work context is absolute fine, but a recent professional portrait works a lot better.
- Career History. Include your entire career history so your next employer can see your journey. Seek recommendations from colleagues and your seniors highlighting different skills and achievements for each position. Send a personalised recommendation request saying “It would be really helpful if you could please mention…”
- “Looking for next opportunity”. If you are in a position to be open about seeking your next opportunity, let it be known! Add a sentence to the end of the summary saying something specific like, “I am looking for new opportunities as an Export Sales Manager” along with your contact details.
Add these words to your headline at the top of your profile. Be clear in explaining how you make other people’s organisations better. Show us what makes you unique and how you stand out from the crowd. Say something different like “Export Sales Manager – Seeking opportunities to develop customer/distributor business plans across Europe – Fluent in German”.
- Work on your summary. Make it punchy, interesting and inviting to read. Use the gallery to add links to SlideShare presentations, exciting blog posts and YouTube videos. Upload documents, flyers and other samples of your work. Highlight your awards and achievements.
- Love ‘em or hate them, they are key to LinkedIn success. These are LinkedIn’s keywords. Having a full set of relevant skills on display, complete with endorsements from your connections, will help your profile to be found by a recruiter. Your skills can be prioritised which means they convey very quickly how you wish to be known.
- Include Volunteer Experience. Even if this does not seem relevant to your line of work, it may just strike a chord with a potential employer. If you support the local half marathon in aid of local charities, the hiring manager might also happen to be a member of a running club.
- Contact details. Please make it easy for recruiters and potential employers to contact you. You may already have your personal email address and mobile number within the contact information, but these are only visible to your first tier connections. Consider adding your email address to the bottom of your summary which is visible to people outside your immediate connections.
As I said at the top of this post, LinkedIn is constantly changing. In order to make your profile work for you, think of it as your online showcase. A robust and up-to-date LinkedIn profile, incorporating these seven showcase secrets, is an important step towards your next career opportunity.
As recruitment professionals we work with some of the most successful UK and international businesses within the FMCG, consumer and B2B sectors. If you are looking for a new position within the FMCG, consumer and B2B sectors, please feel free to get in touch.
One of the key things of good recruiting, I believe, is to always respond to every CV you receive. There’s definitely a touch of “today’s candidate is tomorrow’s client” but its also just good manners. That’s just something that was drilled into me in previous roles, by well trained, professional managers (and probably my mum as well!!).
With high response to adverts due to the advent of email, that task of responding to every CV has become a significant challenge to recruiters of every discipline. Lots of others have taken the approach of putting deadlines for response and if that deadline expires then the candidate has not been successful, or just not responding at all. I get that and appreciate it. Here at Veritas, we pride ourselves on still getting back to everyone, successful or not, again good manners and falls in line with the notion of how we would like to be treated ourselves. Admittedly its not a personal handwritten response – otherwise that’s all we would do – but it’s a well written, professional email so the potential candidate knows exactly the outcome, one job they can tick off the list so to speak. And we are always happy to talk further to them if they want direct feedback. In fact, we’ve noticed in the first half of this year that we actually have a 15% response to these “regret” emails, 99% positive thanking us for letting them know.
But there’s always the 1%.
As we had today. Someone decided to tell us our fortune. Now it might have been the 1,000th rejection email they have received in their current job search and I can empathise with that. Finding a new role can be very challenging for some, and a walk in the park for others and it must be very frustrating to continually get knock backs – but we’re all in sales and we all (should) possess some tenacity and we have been told “No” before. What do we do? We dust ourselves off and get back on the horse. But to launch a foul mouthed tirade questioning our professionalism, the validity of the vacancy they had applied to and our legitimacy as a business and even our direct parentage – well I was left dumbstruck, as were the other Directors and Consultants in the business. It was foul, and totally and utterly unnecessary.
In what universe is that acceptable?
Who would even dream of sending this type of email to a client? Would a NAM send an f-word littered email to their Grocery buyer? Would any candidate actually send this type of email direct to a client HR Manager that rejected them from a job interview? What purpose did it serve apart from venting some anger and prompting me to write this article? Are we going to recommend this person to anyone – client or other recruiter – or help them with their career search? In this day and age we could easily upload the email to name and shame if we were so inclined (we’re not, we’re nice!!). I really don’t understand the mentality when we work in such a well-connected world and let’s face it, the world of recruitment isn’t that large – I’d rather be helped and recommended than blocked from opportunities.
And to top it off, they even quoted themselves as a “sales professional of some 15 years”. Really?
So, if you want to talk to a professional recruitment business that does genuinely care about the careers of people and the clients we work with then please drop us a line.
Keep in Touch
Want to advertise a job position here? Get in contact with Veritas Partners.
After a busy December we have seen a strong start to recruitment in 2017. Both clients and candidates have taken the view that despite uncertainty companies need good people. In an old expression “the early bird catches the worm”!!! … Continue reading