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Tuesday 9 December 2008

Supply Chain Management Exposed

By Steve Crosbie, Managing Director of SupplyChainRecruit.com

The concept of Supply Chain Management is relatively new and in this article we seek to provide a basic understanding of the origins and components of Supply Chain Management.

Supply Chain Management as a concept has been widely accredited to a Booz Allen consultant named Keith Oliver who in 1982 defined the concept as follows: “Supply chain management (SCM) is the process of planning, implementing, and controlling the operations of the supply chain with the purpose to satisfy customer requirements as efficiently as possible. Supply chain management spans all movement and storage of raw materials, work-in-process inventory, and finished goods from point-of-origin to point-of-consumption”.

This seems to be the earliest published definition and therefore places the concept of Supply Chain Management at approximately 26 years old. We can see that “Supply Chain” without the “Management” is referenced in the definition, so we know that the general idea of a supply flow through a business was recognised prior to Olivers definition. What Oliver really captured was the conscious and deliberate control, integration, and management of the business functions contributing to, and affecting that supply flow through the business, for the purpose of improving performance, costs, flexibility etc, and for the ultimate benefit of the end customer.

The concept has been defined in simpler terms since that time and is often captured with five words: Plan, Source, Make, Deliver, Return.

Both of these definitions allude to a manufacturing origin but of course Supply Chain Management is as relevant to service, retail, distribution, and most other types of companies as it is to manufacturing.

The area of Supply Chain Management has enjoyed a meteoric rise in significance over the last twenty to thirty years as businesses have tried to establish advantage, and felt the pressure to keep up, in an increasingly homogeneous and competitive global business environment.

Japanese manufacturing companies brought great emphasis to the area of Supply Chain Management in the 1980’s and early 1990’s. Awareness of Supply Chain Management tools such as “Just In Time” and “Kan Ban” spread rapidly and became globally accepted best practice amongst volume manufacturing businesses. Western businesses raced to keep pace with a rapidly changing environment, dragging their supply bases, and sometimes employees behind them.

At the same time companies like SAP and Oracle were developing the complex IT systems that would be essential for enabling large complex businesses to effectively integrate and managing the sub areas that combined to make complex supply chains.

Of course the elements of Supply Chain Management have always existed in business. What changed was the willingness of businesses to recognise the inter-relationship of the various sub areas, and to pursue the benefits generated through coordination and integration, both from a strategy / planning perspective and operationally.

The sub areas comprising a supply chain include:

· Forecasting / Planning
· Purchasing / Procurement
· Logistics
· Operations
· Inventory Management
· Transport
· Warehousing
· Distribution
· Customer Service

Today, Supply Chain Management is an accepted term in our business glossary. However, it is difficult to find a standard model of Supply Chain Management operating in the business community. We continue to see variations on the theme. Some business will refer to and manage their supply chains in a coordinated and all encompassing fashion, including all of the sub areas defined above. Others will integrate some elements of the supply chain, for example purchasing and logistics and call this Supply Chain Management. Many will refer conceptually to Supply Chain Management, but only address it specifically at the general management level.

One area of confusion arises because Supply Chain Management is both a horizontal business function (i.e. managing the supply chain in a business), and a vertical industry sector (i.e. businesses involved in managing supply chains on behalf of their clients). A company like TDG operates as a supply chain services provider, within the vertical supply chain industry sector. But each of the clients serviced by TDG will employ supply chain staff within their business operating on a horizontal basis across their organisation. The “supply chain industry” sector as the vertical is often referred to, is largely restricted to transport and storage type operations. Distributing products on behalf of clients. Whereas, the horizontal supply chain functional areas encompass the entire supply chain spectrum across a business.

Supply Chain Management has matured from a compelling method of deriving competitive advantage, to a “ticket to ride”. Its is now a baseline expectation for any company wishing to compete in the 21st Century, and with that the professions and occupations comprising Supply Chain Management are now firmly entrenched in the armoury of essential business executives.


The sub areas comprising Supply Chain Management are defined further below:

Forecasting / Planning

All business need to forecast and plan. To look forward and predict what will be required in terms of resources and materials in order to deliver their product or service to their customer in a timely manner.

In this area we find activities such as demand planning, inventory planning, capacity planning etc

Purchasing / Procurement

The commercial part of the supply chain is purchasing. Otherwise known as Buying or Procurement. This is where a business identifies suppliers to provide the products and services that it needs to acquire in order to create and deliver its own service or product. Costs and terms of business are negotiated and agreed and contracts created.
Thereafter the suppliers performance and future contractual arrangements will be managed in this area.

This area of the business is sometimes referred to as purchasing, sometimes, procurement, buying, sourcing, etc. However, all titles relate to the acquisition of materials and services.

The difference between purchasing and procurement is largely academic as, whilst there is a theoretical difference between them, businesses use the titles interchangeably for the two variations of activity. You will for example find manufacturing companies with purchasing departments that are actually doing procurement roles, and you will find service based organisations with procurement departments but in fact doing purchasing roles. In its strictest definition purchasing is limited to the actual commercial transaction and no more, whilst procurement includes the wider elements of the acquisition, including logistics and performance management.

Logistics

In its strictest definition logistics refers to the movement of goods or materials, whether inbound, through, or outbound.

In some manufacturing businesses forecasting and planning will be found within a logistics department, in other businesses logistics will be exclusively managing the movement and transportation of goods and materials.

Operations

Operations is a general management type activity ensuring that a business uses its resources effectively to meet its customer commitments. Usually referring to the conversion activity of the business, i.e. the point where the acquired resources and/or materials are converted into the product or service that the business is selling on to its customers.

Inventory Management

Sometimes found within Logistics Management, or Demand Planning or Operations, Inventory Management typically takes responsibility for both the replenishment of physical stock, the levels of physical stock, and of course storage and issue of physical stock. Stock may be materials and goods sourced from suppliers, work in progress, or finished goods awaiting sale/dispatch.

Transport

Transport management can involve the control of a company owned fleet of vehicles, collecting, moving, or delivering materials and goods, or managing transport services sourced from a 3rd party transport provider.

Warehousing

Like transport management, warehousing can involve the control of company warehouse space, or managing warehouse space sourced from 3rd party providers.

Distribution

Distribution involves the physical distribution of the company’s products to the sub-distributor or directly to the customer base. Typically this is a combined transport and warehousing operation, responsible for storing and delivering products to meet the customers needs. Again this combined activity will often be placed with a 3rd party service provider who will control and implement the processes.

Customer Service

Most people do not recognise customer service as part of supply chain management, but it is in fact the final piece in the jigsaw. Having taken the business inputs, created and delivered a product or service, the final element is to check that the customers expectations were achieved, and manage any actions necessary to meet your customer obligations and commitments.

[supply chain jobs, purchasing jobs, procurement jobs, buying jobs, buyer jobs, warehouse jobs, distribution jobs, logistics jobssupply chain recruitment, purchasing recruitment, procurement recruitment, buyer recruitment, warehouse recruitment, dustribution recruitment, logistics recruitmentpurchasing, supply chain, supply chain management, logistics, warehouse, warehousing, inventory, distribution, buyer, buying]
http://www.supplychainrecruit.com/
http://www.Jobs4Purchasing.com
http://www.Jobs4Logistics.com
http://www.Jobs4Warehousing.com
http://www.Jobs4SupplyChain.com
http://www.SupplyChainAgenda.com
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Friday 21 November 2008

November Jobs and Application Index

PURCHASING & SUPPLY CHAIN RECRUITMENT NETWORK

In May 2008 we launched our supply chain recruitment index (covering purchasing, logistics, and supply chain recruitment) to track changes in market activity from one month to the next. At the same time we also launched a candidate application index, again specifically for the supply chain sector.

The indexes are based upon algorithms that collect data from numerous sources across the supply chain recruitment sector and provide an objective view of developments within the sector.

Both indexes are calculated on the 15th of the month and published shortly thereafter.

The UK Supply Chain Recruitment Index
The November index fell to 83.5, compared to 90.9 for October 2008. This suggests that the number of live supply chain vacancies in the UK fell by just over 8% from October to November 2008.

The UK Candidate Application Index
The November index increased to 144 from 135 in October, reflecting an increase of more than 18% in applications from October to November 2008.
Market Update

We are waiting to see how the current global financial crises impacts specifically on the UK supply chain recruitment sector. We would expect the sector to be fairly resilient compared to other recruitment sectors due to the critical role played by purchasing and supply chain professionals in helping companies to cut costs and remain competitive.
We are aware of four members of the UK supply chain recruitment sector entering administration since September. These are:

Tudor Appointments
Richard Bailey Associates
Alexander Chapel Associates
Ellis Fairbank (though we understand the assets were acquired by the directors and the name will continue).

On a more positive note, a new Leeds based recruiter entered the market in the form of PRS (Procurement Recruitment Services), backed by Rilwood Associates.

Recruitment Group Manpower recently launched a new Logistics & Supply Chain division within their Manpower Professionals brand.

Earlier this year Miles McLeod moved from Hudson, where he headed up purchasing and supply chain recruitment activities, and joined McKellan Group where he takes the reigns as Managing Director of their RK Supply Chain division. Commenting on his appointment, McLeod said: - There is much potential in the business and brand, and I am very much looking forward to working with our clients and consultants to build on the success of the business. The supply chain and procurement recruitment market has significant potential for growth and we are well placed to support this growth.

Finally
Thanks for taking the time. We are always happy to share information and you are welcome to connect with me via the Linked In network. You will find my profile here:
http://www.linkedin.com/profile?viewProfile=&key=1483256&trk=tab_pro

We have also launched a Purchasing & Supply Chain Recruitment Network Group via linked In. You will find the Group page here: http://www.linkedin.com/e/gis/87104 This will be a great resource where recruiters in the sector will be able to open dialogue with other network members, perhaps ask for help, share experience, etc. Both quick and easy to join.

http://www.SupplyChainRecruit.com
http://
www.Jobs4Purchasing.com
http://www.Jobs4Logistics.com
http://www.Jobs4Warehousing.com
http://www.Jobs4SupplyChain.com

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Thursday 25 September 2008

SupplyChainRecruit.com welcomes 4 new job boards to the family.

SupplyChainRecruit.com has successfully completed the launch of 4 new job boards dedicated to the purchasing, logistics, and supply chain sector:

Job4Purchasing.com
Jobs4Logistics.com
Jobs4Warehousing.com
Jobs4SupplyChain.com


Steve Crosbie, Managing Director commented “We launched a new SupplyChainRecruit.com platform in March of this year and this has proved to be a great success with candidates searching for jobs. You often hear job boards referring to simplicity of the user experience, but in fact the key to a successful job board is ensuring candidates find the right jobs for them, in the simplest possible way. We believe that SupplyChainRecruit.com, and our Jobs4 platforms, offer candidates the most advanced and effective user experience in the purchasing, logistics, and supply chain job board sector.

The new Jobs4 sites offer additional niche focus to our advertising clients. We are the only UK Company dedicated exclusively to online advertising of purchasing, logistics, and supply chain jobs and we lead the market by a considerable margin. The new Jobs4 sites, together with the launch of our full suite of job boards in the USA & Canada, mainland Europe, and Australia & New Zealand demonstrate our commitment to dominating this niche market on a global basis. We already deliver around 200,000 applications a year to UK advertisers and these new sites will help further extend our lead in the market.”

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http://www.supplychainrecruit.com/
http://www.jobs4purchasing.com/
http://www.jobs4logistics.com/
http://www.jobs4warehousing.com/
http://www.jobs4supplychain.com/
http://www.supplychainagenda.com/
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Thursday 7 August 2008

New Appointment at Leading Purchasing & Supply Chain Job Site - SupplyChainRecruit.com

SupplyChainRecruit.com, the leading purchasing and supply chain job site, is pleased to announce the recent appointment of Gavin Jones to lead business development activities.

Steve Crosbie, Managing Director at SupplyChainRecruit.com, commented: “Gavin has joined the business at a very exciting time. We have been the market leader for the last 7 years and we are continuing to build upon our considerable market strength. We launched a brand new platform in March of this year and at the same time pushed out our international reach. We now run dedicated purchasing, logistics, and supply chain job sites in the UK, Europe, USA, Canada, and Australia.

We continue to see considerable opportunity in the market, and despite the efforts of a few smaller competitors, we continue to increase our market dominance by offering a high level experience to users and significantly sperior performance for advertisers. Currently we are the only business in the UK dedicated exclusively to online purchasing, logistics, and supply chain job advertising.

Gavin brings a critical skill set to the business and will help us to embed a more systematic approach to both sales and customer service.

Gavin Jones commented: “I am excited by this new challenge and look forward to helping the business move up to the next level. I have been impressed by SupplyChainRecruit.com’s commitment to performance and customer service, and when I looked at the market for online purchasing, logistics, and supply chain job advertising it was obvious to me that SupplyChainRecruit.com’s market leadership was built upon very solid foundations. The business has a very clear strategy going forward and I am fully committed to delivering that strategy in terms of business development.”



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/client/index.asp
http://www.jobs4purchasing.com/
http://www.jobs4logistics.com/
http://www.jobs4warehousing.com/
http://www.jobs4supplychain.com/
http://www.supplychainagenda.com/

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Thursday 24 April 2008

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:

http://www.SupplyChainRecruit.com

http://www.Jobs4Purchasing.com
http://www.Jobs4Logistics.com
http://www.Jobs4Warehousing.com
http://www.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:

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

Tel : +44 (0) 845 130 1928

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Thursday 7 February 2008

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/
http://www.Jobs4Logistics.com

http://www.jobs4warehousing.com/
http://www.jobs4supplychain.com/
and
http://www.supplychainagenda.com/

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Monday 14 January 2008

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

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

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/

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