New Platform, New Job Boards.

SupplyChainRecruit.com Is Nr 1 in Purchasing & Supply Chain Advertising For Good Reason!

There Can Only Be One Leader In The Purchasing, Logistics, And Supply Chain Online Job Advertising Sector, And The Leader Just Got Bigger And Better.

Supply Chain Management International has announced the launch of its new job board platform for SupplyChainRecruit.com, together with 4 new sub-niche purchasing and supply chain job boards in the UK. In addition they have launched dedicated purchasing and supply chain job sites in North America, mainland Europe, and Australia.

According to Steve Crosbie, Director of Supply Chain Management International:
“We are the only UK company dedicated exclusively to purchasing and supply chain job advertising and our aim is to continue building upon our significant strength and success, for the benefit of our advertisers. We have led the online purchasing, logistics, and supply chain job advertising market since 2001 and the margin of that lead has continued to grow steadily and relentlessly. The recent launch of our new platforms was the next logical step in our development and we believe really cements our position as the only credible UK or European job board covering purchasing, logistics, and supply chain jobs.

This development and launch was a massive project for us, effectively launching 20 job boards (5 in the UK, 5 in North America, 5 in Australia, and 5 on mainland Europe). In addition we have also re-launched our online Supply Chain magazine, SupplyChainAgenda.com in each of those locations.
In the UK we now have 5 job boards dedicated to purchasing and supply chain. Our flagship product is still SupplyChainRecruit.com which continues to dominate the internet as the place to advertise and search for purchasing, logistics, and supply chain jobs. However, we now have 4 sub-niche job boards that focus more closely on the main sub-divisions within Supply Chain, namely Purchasing, Logistics, Warehousing, and Supply Chain overall.

The new line up looks like this:

SupplyChainRecruit.com
Jobs4Purchasing.com
Jobs4Logistics.com
Jobs4Warehousing.com
Jobs4SupplyChain.com

These new job boards will help us to build our brand in those specific areas and, in the longer term provide further search engine candidate penetration. For the time being we will automatically pass any jobs posted onto SupplyChainRecruit.com onto the most appropriate of our new sub-niche job boards. So for example, if a client posts a purchasing job on SupplyChainRecruit.com it will automatically appear of Jobs4Purchasing.com in addition to SupplyChainRecruit.com. If a client posts a logistics job on SupplyChainRecruit.com it will automatically appear on Jobs4Logistics.com as well.

Our online magazine, SupplyChainAgenda.com will help us to penetrate the passive purchasing, logistics, and supply chain professionals, and draw them into our job boards to view and apply for jobs. This is published in monthly editions and is also distributed monthly by email to free subscribers. As supply chain experts ourselves we carefully assemble our content to address the real interest areas within the supply chain profession, often missed by the print magazines. We already have more than 40,000 subscribers and may introduce some display recruitment advertising options going forward.

Our push into North America, Australia, and mainland Europe will now start to pick up momentum as we develop our dedicated job boards in those regions with a view to dominating the global purchasing and supply chain job advertising markets.

From a job posting perspective the look and feel of our sites has changed dramatically and there are many new features, including job posting down to the county/state level, and sub-industry sectors. The new platform also enables greater focus on career levels, with specific opportunities to market jobs at defined levels from graduate right through to Global VP’s.

We are also opening up our candidate database to clients, which we believe is the largest such database in the UK.

There are also many new branding features on the new platform, including a range of banners, featured jobs, email campaigns, and much, much more.

In summary we are the only dedicated online advertiser in the sector, we have been in the sector longer than anybody else, we advertise more jobs than anybody else - on behalf of many of the UK’s most prominent employers, and we are the clear market leaders.”

You can visit the new sites online at:

www.supplychainrecruit.com
www.Jobs4Purchasing.com
www.Jobs4Logistics.com
www.Jobs4Warehousing.com
www.Jobs4SupplyChain.com
and
www.SupplyChainAgenda.com

Tel : +44 (0) 845 130 1928

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Preparing A High Impact CV By Steve Crosbie, SupplyChainRecruit.com

The value of a well presented CV can not be overstated. However, it is all too often viewed as a chore that must be endured. When one considers the potential benefits of a highly effective CV the investment in quality time can be seen for what it is, an investment.

Let’s be clear at this point, your CV must be prepared honestly and accurately, but it must also communicate effectively with the recipient. This means presenting information in a format that highlights experience, skills and achievements, in a way that can be quickly assimilated, understood, and retained by a recruiter or potential employer. When reviewing CV's a recruiter or employer will appreciate the documents that communicate effectively, and may be aggravated by those that are perceived as 'hard work'.

Your CV should be a summary documents only. Detail is discussed at interview. Too much or too little detail may serve to discount you from consideration. It is a fine balancing act.

The finished CV should ideally fit two sides of A4. Quantity definitely does not equal quality.

Keep the font simple (Arial), and an acceptable size (10 to 12), and think about the layout. Don't make pages too busy, keep a proportion of clear space. Use underlining or bold to highlight key words or points.

Don't forget to spell check and proof read your CV. A small error will destroy the credibility created by a well prepared CV. Better still, get somebody else to proof read it.

Think of your CV as a marketing tool, the role of the CV being to convince the recipient to sample (or interview) the product (you). Listing the product ingredients and manufacturing process is unlikely to convince anybody to try it, but explain the benefits and value of the product, and interest begins to stir.

1. Your CV should include the following sections, presented in the order shown. Though they can not be prepared in this order...
   Personal Details
2. Objective
3. Attributes & Benefits
4. Achievements
5. Employment History
6. Education & Training

Your CV should be prepared in the following order...

Step 1 - Personal Details

Open the CV with your personal information. Ideally include full name, address, home and mobile telephone numbers, e-mail address, date of birth, and family status. You may prefer to leave out date of birth or family status.

Step 2 - Defining Your Objective

The next step in preparing your CV is to understand why you are doing it. What are you seeking to achieve? You are unlikely to achieve great career success unless you have defined what success is, and how you can realise it. You need to define longer term career objectives and the short and medium term steps that might deliver you.

Include a statement of Objective in your CV following your personal details, defining the next step, or the career objective that you seek to achieve. Describe the type of role, the type of company, and why you want the opportunity. Don't get carried away, it should be a short paragraph.

Step 3 - List Your Employment History

Whilst this is not the next section to be entered on the CV, you need to capture the factual information about your employment history before proceeding further. This factual information will be presented as the fifth section of your finished CV.

List all of the positions held with all employers in reverse chronological order, including dates. Make sure that all time periods are accounted for.

For positions held in the last 10 years provide a one or two sentence high level description of the role, plus three or four bullet points of key responsibilities.

For positions from 10 to 15 years provide a one or two sentence high level description only.
Beyond 15 years list position title and employer name only. Unless there is a specific reason for expanding upon a particular role, i.e. you are seeking to redirect your career into a previous area.

Step 4 - Identify Your Attributes and Benefits

Review your employment history and identify the key attributes (skills and qualities) learnt and utilised in the various roles. Then think about what benefits you brought to the employing organisations, how you utilised your attributes (skills and qualities) to deliver value.

It is important to recognise that your career may have previously changed direction, and that your attributes (skills and qualities), and the subsequent benefits and value that you delivered, will have evolved as your career has developed. Focus upon the attributes (skills and qualities), and of course the benefits and value, that relate to the recent developments in your career and the career goals that you have established.

Create a statement of attributes and benefits, and the related value that you delivered to employers. Position this to follow your statement of Objective on the CV.

Step 5- Define Your Achievements

Detailing the benefits and value delivered to employers can be hollow without clear evidence of success. Achievements clearly demonstrate the potential benefit and value that you bring to an employer. Employers want to see real examples including percentages or other statistics. It is not enough to say you increased this or reduced that, there must be a measure of achievement.

Defining a measure of your achievement may not always be easy at the first attempt. Many people fail to recognise the true impact of their achievements. Lets look at an example.

Reducing a purchase cost by 10% whilst reducing the supply base from 50 to 40 suppliers is straightforward. But what about introducing a new technology that costs slightly more, but delivers benefits to the wider organisation by reducing rework or warranty costs. In this case it is important to establish an approximate measure of purchase cost increase versus organisational cost decrease, i.e. what was the net saving in warranty or rework costs due to the new technology after discounting the increased purchase cost. To say nothing of the increased goodwill as warranty problems reduce. The point hear is that identifying the measure of an achievement is not always straight forward and may require detailed consideration, but will powerfully impact your CV's effectiveness.

Try to identify four or five achievements that you believe are of particular significance and create a one line bullet point for each, including the quantitative measure.

Include a bullet point list of specific achievements after the statement of attributes and benefits.

Step 6 - List Education and Training

Finally list details of education. Potential employers are only interested in your higher qualifications with dates of study, i.e. Degrees, Diplomas, Certificates, and professional qualifications. If you do not have a higher qualification then it is important to include the highest level of qualification that you have otherwise the recruiter or potential employer may think that you have forgotten to include details of your education.

For higher qualifications it may also be relevant to include the name of the institution, if you feel that this is noteworthy.

You should also list the name of any training courses attended relevant to the position sought or your career objective.

If you have language capability then it is important to state not only the language but also the level of proficiency (basic, conversational, fluent).

http://www.supplychainrecruit.com/
http://www.jobs4purchasing.com/
www.Jobs4Logistics.com
http://www.jobs4warehousing.com/
http://www.jobs4supplychain.com/
and
http://www.supplychainagenda.com/

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Choosing a Niche Job Board – The Optical Illusion!

Choosing a Niche Job Board – The Optical Illusion!
By Steve Crosbie of SupplyChainRecruit.com

With thousands of job boards out there, and new sites launching everyday, it has become very difficult for advertisers to pick out top performers job boards from the rest. Rather than consolidate as happened with the large generalist boards, the niche market has exploded, fuelled by low cost websites and pay per click advertising.

The potential advertiser is now bombarded with opportunities to place their ads on a variety of niche job boards, or generalist job boards dressed up as niche job boards. This might initially appear to be a good thing, and it may be helpful from a price point of view (as there is always somebody selling cheaper), but it is causing both confusion and disappointment to advertisers who fail to achieve the results that they were promised, or anticipated.

In any niche job board sector you will generally find one dominant market leader, who more often than not will also be the original entry into that particular niche sector, accompanied by lots of “hopefuls”. The “hopefuls” will make themselves appear as established and high performing market participants with the use of “Pay per Click” advertising and listing lots of jobs and banners, most of which may have been placed there for free in order to make the job board look busy. Search engines like Google and MSN etc have created tools (Pay Per Click) that enable any business to appear as the most prominent market player at or near the top of the search results, when in fact they may have just started in business that very day, week, or month. When the ad fails to live up to expectation the advertiser will assume that they were let-down by “internet advertising” as a whole, rather than the particular job board that they worked with. The niche sector is being damaged by the over ambitious claims of job board market hopefuls who take the clients money but do not deliver.

There are a few simple rules that should help to ensure that you are working with a genuine market leader in the niche job board sector that interests you, and thereby maximise the opportunity for success.

1. There is nothing wrong with appearing in the Pay Per Click sponsored listing at the top of the search engines, but only work with job boards that also appear in the first page of the natural listings. On Google these are the listings below the first two or three bold listings at the top. Natural listings are indicative of a high quality job board that receives a high volume of click throughs from candidates searching on the terms used. You can’t fake it! Research shows nearly 90% of candidates searching for jobs on the internet do not follow the sponsored Pay Per Click search listings, they are advertisement averse, preferring to select from the natural listings. So if the job board that you choose is not in the natural listings they are probably a lower performer in terms of delivering applications to your advertisement.

2. Ask any job board that you are considering how long they have been established advertising online. You may be able to check their information on the Companies House website by doing a quick check on the legal (limited) company name, or by looking the domain name up on the “Who Is” register. The niche job board market is now very mature and if the prospect has not been around for at least three years then think about looking elsewhere. There will be an established successful job board in the sector.

3. Check that the job board is happy to show full contact details and application links on the job ads. If you are paying for advertising then you want to be sure that you maximise the number of applications. Many candidates will not post their details on websites so if you use a job board that does not list full contact and application details on every job then you are unlikely to be receiving all possible applications. Job boards that force candidates to register in order to apply are putting their own interests before those of the advertiser. In the generalist sector the largest player Monster learnt this lesson and offers to display full contact details on all job ads.

4. Find out who really owns the job board. Many recruitment companies have launched job sites as it provides an opportunity for cheaper advertising for their own recruitment business, and it builds a useful database of CV’s. Always ask if the job board has any connection with a recruitment business, and if it has, look elsewhere. Top performing job boards are just that, Job Boards, they do not have any conflict of interests, their only objective is to maximise the advertisers satisfaction. Such connected job boards will generally deny the link initially, because they know that it is a negative, and it will probably be hidden through ownership by a separate limited company. Such is the seriousness of this problem that some online job board listing portals have now forced recruitment company connected job boards to declare such interests or have their listings removed.

It’s a mine field out their – Good Luck.

Steve Crosbie is Managing Director of purchasing, logistics, and supply chain job board SupplyChainRecruit.com . Established in 2001, SupplyChainRecruit.com is the UK and European leader in online purchasing and supply chain job advertising.
www.supplychainrecruit.com

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http://www.supplychainrecruit.com/
http://www.jobs4purchasing.com/
http://www.jobs4logistics.com/
http://www.jobs4warehousing.com/
http://www.jobs4supplychain.com/
and
http://www.supplychainagenda.com/

Effective Internet Job Ads

By Steve Crosbie, SupplyChainRecruit.com
© Copyright SupplyChainRecruit.com 2007

Getting the best results from internet job ads is something of an art. Whilst we can not deny that the underlying attractiveness of a job will be a factor in a job ads success online, it is not the dominant factor.

The internet is unparalleled in its ability to communicate with specific focussed groups, and whilst internet job advertising is not in principle a volume game, like many marketing activities, advertising jobs on the internet is all about maximising target audience exposure and (relevant) conversions. However, because of the nature of the internet as a medium there is unfortunately a certain amount of “noise” that must be tolerated in order to secure the higher value results.

Preparing job ads that deliver results on the internet is not as straightforward as cutting and pasting a job description, even though many recruiters seem to think that is how it is done. We at SupplyChainRecruit.com have been in the online recruitment advertising sector since 2001, and that’s a long time in the online recruitment world. During that time we have witnessed hundreds of thousands of client job postings, and developed a clear perspective about what works, and what doesn’t.

The principle of internet advertising is very similar to that of any other advertising medium. The starting point is to recognise that advertising jobs on the internet is a marketing activity. It is all about identifying your target audience, communicating with the target audience, and convincing the target audience to take action in the form of applications. So it should be approached with a marketing thought and planning process.

There are of course some jobs that are in higher demand and will always attract greater viewing and applications levels than the “average” jobs. But let us think about the average, or even the harder to fill jobs. There is a candidate audience out there for every job, if it attracts their interest.

If your job ad is not seen then it can not be successful. You can only receive applications if your job can be found. Incorrectly or poorly posted job ads will not be seen by relevant candidates, either because they will not be present when jobs are searched on the internet, or because they will not be sent to relevant candidates as part of a Jobs By Email process. SupplyChainRecruit.com emails job alerts to many tens of thousands of candidates every day of the week.

If your job ad is seen by relevant candidates, but is badly prepared, it will achieve only a fraction of the potential applications. As a job site providing services to many clients we see dramatic variations in response levels achieved by clients. We believe that the quality of job posting probably accounts for 95% of the variation between recruiters receiving the most to least application levels.

Get Your Jobs Seen

Experience shows us that many recruiters prepare job ads with too much of a focus on the job specification, rather than the potential candidates. For example, let’s say that we were looking for an IT Buyer for a Retail business. The quickest way to post this job would simply be to place it as a purchasing job in the retail sector, and whilst this is theoretically correct, it is not the most productive strategy from a marketing point of view. IT purchasing skills are very transferable and therefore, whilst this specific position is in the retail sector, there is no reason why the candidates would need to come from the retail sector. Even if the client specified that they want somebody from a retail sector, experience shows that a high performing candidate from another industry sector is likely to be chosen by the client if presented alongside lesser performing candidates from the retail sector.

When posting a job to the internet we therefore need to start with three questions:

(1) How is my target audience defined?
(2) How will my target audience be searching for jobs?
(3) How can I get my job in front of my target audience?


1. What is my target audience?

Let’s stay with the IT Buyer example. The target audience might be purchasing professionals with 2 years or more experience purchasing software and hardware. Candidates with experience in a retail background may be of obvious interest, but this is not a prerequisite given the skill set of the role. It is probably more important to think about where would I find the skill set required for this role. Which industry sectors and which sizes of companies are likely to be relevant.


2. How will my target audience be searching for jobs?

To continue with our example, most IT purchasing professionals would be searching on keywords including “IT” and “purchasing”. Their main focus when searching jobs will be the location, job content (is it progression), level / remuneration (is it career advancement). Only after this are the candidates likely to consider industry sectors and employer information. So to get as many relevant candidates viewing your job as possible it is important to put your job in their search path.


3. How can I get my job in front of my target audience?

In order to get your job in front of the target audience you need to ensure that your job will be picked up on the job searches being conducted by your target audience. This means ensuring that it is posted under categories and keywords that your target candidates will be searching on. For example:

Industry Sectors
SupplyChainRecruit.com allows every job to be posted under three industry sectors. For maximum exposure industry sectors should be selected based on where the target audience could come from, rather than only the industry sector applicable to the job.

Many recruiters assign their jobs to just one completely unrelated industry sector in their rush to get on to the next posting, without appreciated the very serious effects that this will have upon response levels. We also see many cases of incorrect industry sectors resulting from erroneous links from the job feeder service providers.

Keywords
The keywords section should be populated with all of the word that may be used by your target candidate audience, when searching for a job. Begin by thinking about what your target candidates will be typing into the internet to search for new job opportunities. For example, a junior purchasing person could be searching on the terms purchasing, procurement, buying, or buyer. Failing to include one of these key words could be excluding part of the candidate audience from ever uncovering your job opportunity. Make sure you enter a range of key words that will capture all possible variations for the sector that you are recruiting in.

A typical problem that we see is jobs posted under non-standard titles that do not contain the accepted keywords used to describe that type of role. For example, an ad for a Sourcing Manager. This is of course a purchasing role and the vast majority of candidates will search for jobs using the term “purchasing”. If the word purchasing does not appear in the job title, or the job description, and has not been entered as a key word, then the job ad simply cannot be found by candidates.

Locations
Ensure that locations are accurate. For example we recently had a job posted to the North West UK, but listed in the Town / City box was Hull. This is clearly a consultant with a dodgy geographical knowledge, but it is also a job that is unlikely to be found by candidates in the target audience.

We need to consider where the candidates may be living now, rather than simply where the job is located. It is not so much a question of will the candidates relocate, but more about have the candidates thought about relocating. Some candidates would move at their own cost for a role that excites them, even though they were not thinking about relocating prior to seeing the job ad.

SupplyChainRecruit.com allows job to be posted under three regional locations.


Influencing Candidates To Take Action

The next area to be considered is how we ensure that candidate click through to read our job ads, and apply, after searching them on the internet.

Job Titles
Many recruiters do not appreciate the importance of the job title. A job ad is a marketing tool and like other advertisements, the most successful ads will include titles that draw the audience’s attention to your ad and encourage them to click through. The title of the job is usually the link on the job search results page to open the full job ad. So it is critical to get potential candidates clicking through. Let us consider the requirement for a junior purchasing person again. A title such as “Buyer” is likely to be lost in the ocean of Buyer opportunities out there. Unless the salary is unusually high compared to the norm is there any reason why anybody should click on your ad over all of the others? What if we changed the title to something like “Career Purchasing Opportunity!”. Do you think that would draw attention? Of course it would, because candidates will be curious to understand more.

Job Descriptions
So now you have candidates clicking through to your job ad, but what happens next. Well ideally they will continue to be enthused by a well written and considered job ad. Again, this is a marketing tool and should be used as much to excite, enthuse, and encourage action as it is to inform the candidate. Far too often job ads are purely a statement of facts, rather like a recipe for the role. If you are hoping to encourage the right candidates to apply then you better think about getting them motivated. They require emotive language and softer adjectives. You need to paint a scene and encourage the candidate to enter.

Let me ask you, which of these opportunities would you be more attracted to consider.

Retailer requires Buyer to join UK purchasing team.

Our client is a growing and progressive retailer with ambitious plans for the future. They currently seek an ambitious and motivated purchasing professional to join their UK head office purchasing team.

Of course not every business is growing or progressive, but every organisation has some positive featured that can be used to talk them up.

The ad should be no more than 4 or 5 paragraphs long, and not less than 3, and should provide clear instruction about how to apply.

Contact Information
Avoid job sites where the candidate is forced to complete their registration form in order to apply. There remains a significant element of candidates that simply do not wish to load their personal details onto an internet website and would prefer to send their application directly by email. So always include an email and telephone number. Ads that display no contact details will always lose a proportion of potential applicants.

SupplyChainRecruit.com automatically display full contact details for the recruiter on every job ad.


The White Elephant

Over recent years we have seen a steady and continuous increase in the use of online application systems by employers. Often this involves a URL link from the job ad to the employers website where they can apply online or download an application form. There is a lot of evidence to suggest that asking candidates to leave the website on which they found the job is fatal to the application process. It seems that candidates are reluctant and at best cautious to follow such links, and certainly very unwilling to complete application details on a secondary website. To use an analogy. It’s a bit like deciding which supermarket you want to shop in, then seeing something on the shelf that you would like to buy, but when you look closely it is just some instructions telling you to go to another shop to get the product. 9 out of 10 people would probably just pick up the competitors product on the next shelf instead.


Happy job posting!



www.SupplyChainRecruit.com

The Online Home of Purchasing & Supply Chain Recruitment


The Leading Internet Job Site since 2001 for :

Purchasing / Procurement / Buying
Logistics
Demand Management / Planning
Supply Chain Management
Warehousing / Distribution / Transport

SupplyChainRecruit.com has been the Nr 1 UK job site for purchasing, logistics, and supply chain since 2001. Other sites claim to be number 1, but we encourage you to dig a bit deeper and get behind these claims.

SupplyChainRecruit.com is Nr 1 based on numbers of:

website hits
website visitors
candidate job searches
registered candidates
jobs posted
clients advertising,

In summary SupplyChainRecruit.com advertises more purchasing, logistics, and Supply chain jobs, on behalf of more clients, and generates more candidate responses than any of our competitors.

In addition we have been established longer than any of our competitors

We are Supply Chain experts, available to advise your clients on ad copy and candidate attraction strategies.

Finally, we will respect your client relationships. Many niche job sites are linked to recruitment companies and this can result in a conflict of interests. SupplyChainRecruit.com is not linked to any recruitment company. Our only goal is to ensure that our advertisers receive the applications that they need.


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http://www.supplychainrecruit.com/candidate/index.asp

www.supplychainrecruit.com
www.Jobs4Purchasing.com
www.Jobs4Logistics.com
www.Jobs4Warehousing.com
www.Jobs4SupplyChain.com
and
www.SupplyChainAgenda.com

SupplyChainRecruit.com – Reassuringly expensive and unattached!

The online job advertising market has generated many free to post job sites amongst the many fee charging sites. But is free really such a good deal? If it is, then why don’t the free boards dominate the market?

Reed Jobs is probably the best know of the free job sites. The Reed site would be positioned alongside the big generalists like Monster and Jobsite. I have used all three of these sites in past lives and in my experience Reed was very poor in terms of results generated. For me it was not worth the time posting jobs on the Reed site as I rarely got anything worthwhile from it. Although I had to pay for the Monster and Jobsite service, at least we received some applications, and at the end of the day its all about making placement. No candidates means no placements, and no placements means no income. So the charging sites suddenly appear much better value, even when compared to a nil price tag.

Of course Reed make no secret about their motive for running a free site. The candidate database that results from all of those free job adverts is only available to Reed’s own recruitment consultants. So as a candidate generation mechanism the entire job site project is probably good value for them.

In our own purchasing and supply chain sector a free site has recently entered the market, and from their website looks set to launch a range of free recruitment job sites. Purchasingjobboard.com was launched by purchasing recruitment company MSSL and purchasing consultancy Horizon Associates. Recruiters and employers can post jobs for free. Presumably the rational behind this site is also to build a candidate database that can then be utilised by MSSL’s own recruitment business. I have spoken to a number of people that have tried the site and the results seemed to be extremely poor. Time will tell.

All of this raises an underlying question about whether it is good practice to have job sites within the ownership, however well hidden, of recruitment companies. SupplyChainOnline.co.uk recently launched their job site under the veil of a company named Ashenhurst Media Ltd. Our understanding is that one of the key people behind this site is Saj Chowdry, who is also the main person behind purchasing and supply chain recruitment company Supply Chain Selection Ltd. In fact if you search the “who is” domains directory you will see that the domain supplychainonline.co.uk is registered to Supply Chain Selection Limited.

At SupplyChainRecruit.com we recognised the critical fact that impartiality plays in the mind of potential recruitment clients, and rightly so. SupplyChainRecruit.com is an independent company with no links to any recruitment business, and strangely, we produce great results for our very satisfied clients.

It will be interesting to see how the market plays out these two issues


Contact Steve Crosbie
SupplyChainRecruit.com
scrosbie@supplychainrecruit.com

http://www.supplychainrecruit.com/info/about.asp

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www.supplychainrecruit.com
www.Jobs4Purchasing.com
www.Jobs4Logistics.com
www.Jobs4Warehousing.com
www.Jobs4SupplyChain.com
and
www.SupplyChainAgenda.com

SupplyChainRecruit.com Announces New Agency Commission Scheme

STOP PRESS
SupplyChainRecruit.com
announces agency commission scheme.


7 very good reasons why Media Advertising Agencies should be recommending SupplyChainRecruit.com to their clients:


Number 1
SupplyChainRecruit.com advertises more purchasing and supply chain jobs than anybody in Europe – typically around 2500 live jobs at any one time.

Number 2
SupplyChainRecruit.com operates Europe’s largest database of purchasing and supply chain candidates with in excess of 53,000 registered candidates. When your clients advertise with us your clients vacancies will automatically be matched through our database and be emailed directly to matching candidates.

Number 3
SupplyChainRecruit.com has been providing exceptional service since 2001. Longer than any other niche jobs board in the sector.

Number 4
Our staff will upload jobs and logos on behalf of your clients at no extra charge.

Number 5
All postings can be invoiced on standard payment terms.

Number 6
SupplyChainRecruit.com works harder to ensure that your clients achieve the results that they desire. We will support your clients with salary advice, role definition support, market information, and modifying job ads in order to maximize response levels. We will do what we can to ensure that your client is happy.

Number 7
From 1st August 2007 SupplyChainRecruit.com will pay 10% agency commission to media agencies placing ads with SupplyChainRecruit.com


Contact Steve Crosbie at SupplyChainRecruit.com now for a copy of our latest media information ( scrosbie@supplychainrecruit.com )

Direct Line +44 (0) 845 257 3197Switchboard +44 (0) 845 130 1928

http://www.supplychainrecruit.com/client/index.asp

The Online Home of Purchasing & Supply Chain Recruitment

Supply Chain Recruit is a global job board dedicated to purchasing, logistics and supply chain management. The ideal place for employers and recruiters to advertise vacancies to an audience of supply chain professionals.

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www.supplychainrecruit.com
www.Jobs4Purchasing.com
www.Jobs4Logistics.com
www.Jobs4Warehousing.com
www.Jobs4SupplyChain.com
and
www.SupplyChainAgenda.com

New Platform Launch for SupplyChainRecruit.com

New Platform Launch for SupplyChainRecruit.com

SupplyChainRecruit.com, the UK’s leading purchasing and supply chain job site, has announced the imminent launch of its latest platform. Steve Crosbie, Operations Director at SupplyChainRecruit.com explains their market position and strategy.

Our success can be attributed to a number of factors, including:

- First to Market. This will be our third platform evolution since we launched in 2001. We were the first purchasing and supply chain niche job site in the market and we have come an incredibly long way during the last six years, and I am pleased to say, have established ourselves as the leading job site in the niche purchasing and supply chain sector by a long margin.

- Market Dominance. Whilst the purchasing and supply chain sector is not on the scale of some other horizontal market sectors, like IT, Accounting, or Sales, it is never-the-less a well defined and very active market that adapts well to online recruitment processes.

SupplyChainRecruit.com carries more than 2000 purchasing and supply chain jobs at any time and processes around 150,000 job searches each month.

Market Scope. There are a handful of other job boards operating in the Supply Chain space, but we are the only site to cover the entire supply chain spectrum. This means that specialist recruiters can work with SupplyChainRecruit.com for all of their assignments. Including forecasting, logistics, planning, purchasing / procurement, inventory management, warehousing, distribution, and broader supply chain roles.

Brand Awareness. If you are in any doubt about our brand awareness then go to the worlds largest search engine, Google, and type in the terms purchasing jobs or supply chain jobs. Yes, we are number one in the free listings. We like to think of ourselves as “wholesalers” of purchasing and supply chain candidates. We operate as the route to market for purchasing and supply chain candidates, and the route to candidates for recruiters. In addition to online marketing you will also find our presence in the broadsheets, such as The Telegraph, and in the specialist purchasing and supply printed media. But our marketing strategy is definitely built around online communication and that is where we focus our attention.

Independence. SupplyChainRecruit.com is an independent business with no links to any other recruitment business. Six years ago SupplyChainRecruit.com operated as a division of a recruitment business. However, it quickly became apparent that this would never be accepted by the recruiters operating in the purchasing and supply chain sector. SupplyChainRecruit.com was subsequently sold as an independent business and since that time has gone from strength to strength. A couple of other entrants into the market appear to be attempting to defy the markets apparent dislike for such links. For example Purchasing Job Board . com describes, on its website, its connection to purchasing and supply chain recruiter MSSL , and according to Companies House forthcoming job board Supply Chain Online (Ashenhurst Media Ltd) shares a Director with recruiter Supply Chain Selection Ltd. They also share the same business address, and the domain Supply Chain Online is registered to Supply Chain Selection according to the “Whois” directory.

We will see how the market feels about this. In reality, as was the case for our business some years ago, the job board businesses will probably operate quite independently from their recruitment businesses. But there is always a lingering suspicion of a conflict of interests.

International Scope. The new SupplyChainRecruit.com platform will bring many new features to the site, together with an entirely new look and feel. SupplyChainRecruit.com is utilised by nearly every specialist UK recruiter operating within the purchasing and supply chain field, as well as the major generalist recruiters like Hays, Hudson, Michael Page, Jonathan Wren etc.

One of the key competitive advantages of SupplyChainRecruit.com is its international scope.

The purchasing and supply chain recruitment market is truly an international one, and the opportunities on mainland Europe are immense. Countries like Germany, France, and the Netherlands have very advanced purchasing and supply chain sectors, yet the purchasing and supply chain recruitment markets in these countries are retarded in comparison to the UK. There are a few specialist recruiters on the continent, but there is real scope for UK recruiters to grow internationally.

Many of the large multinationals employers recruit internationally across borders. They don’t care which country the candidate comes from, and in the majority of cases the business language will be English. So you can manage your relationship with these companies in English, and you can deal with candidates in English as the employers will usually insist that candidates are fluent in English. We are not proud of the UK’s general lack of language skills, but we have a clear advantage in international recruitment because we share the global business language.

One further point to consider. Some of the top purchasing and supply chain business schools are based on continental Europe. You do not have to search far to reach many outstanding and highly qualified professionals.

At SupplyChainRecruit.com we provide the online capability for recruiters to operate internationally. Jobs can be posted, and candidates searched, on a global business. The new platform launch will see a dramatic increase in our international development. We already advertise jobs in UK pounds, Euros and US Dollars. The new platform will add Australian Dollars and Canadian Dollars to that list.

Pricing. Our pricing model is based upon low cost and high volume. Many of the recruiters that we support have been with us for many years, and in that time we been able to maintain very modest price movements. Our dominance in the market enables us to offer extremely competitive terms to an extensive client base. Getting to a point of profitability was an up-hill struggle. But having arrived, we are now keen to ensure that the recruiters that supported us enjoy the benefits of our market position.


We are very excited about the approaching launch of our new platform as we know that it will bring tremendous additional functionality and value to our client’s. We are however remaining purposely vague about the launch date. Firstly because we want to retain some flexibility in completing the final bits of functionality, and secondly because we know that the competitors are “watching this space”! There is one further bit to the jigsaw, but we will keep that under wraps for now!

New features will include:

- Multi-level account structure for large clients
- Features recruiters area
- Recruiter profiles
- Recruiter directory
- Enhanced CV search facility

However, that is just the tip of the iceberg.

Contact Steve Crosbie
http://www.supplychainrecruit.com/info/contact.asp

supply chain jobs, purchasing jobs, procurement jobs, buying jobs, buyer jobs, warehouse jobs, distribution jobs, logistics jobs
supply chain recruitment, purchasing recruitment, procurement recruitment, buyer recruitment, warehouse recruitment, dustribution recruitment, logistics recruitment
purchasing, supply chain, supply chain management, logistics, warehouse, warehousing, inventory, distribution, buyer, buying

www.supplychainrecruit.com
www.Jobs4Purchasing.com
www.Jobs4Logistics.com
www.Jobs4Warehousing.com
www.Jobs4SupplyChain.com
and
www.SupplyChainAgenda.com