SupplyChainRecruit.com

SupplyChainRecruit.com, Leaders in Public Sector Purchasing & Procurement Job Advertising.

2009-11-23T04:20:00.000-08:00

When it comes to advertising jobs, job boards usually offer a “one size fits all” approach.

Many advertisers understandably do not recognise the very distinct challenges faced when advertising purchasing or procurement jobs in the public sector. However, public sector jobs demand careful care and attention if responses are to me maximised.

Gavin Jones, Sales & Operations Manager at SupplyChainRecruit.com commented, “The target audience for a public sector job is always less defined and accessible than the audience for a job in the private sector. You could be forgiven for suggesting that the candidate audience for a public sector job is easier to define than that for a private sector job, given the perceived homogeneous nature of the various elements of the public sector, but the suggestion would be mistaken. Public sector campaigns are fundamentally different animals and require a specific set of tools in order to be consistently successful. To combat this SupplyChainRecruit.com has researched the most successful techniques for candidate attraction to public sector purchasing and procurement campaigns. We can recommend specific solutions designed to deliver exceptional performance when advertising public sector purchasing or procurement roles.

For us this is not just about advertising jobs, it is about successfully delivering the results required by the employer, and that means delivering applications from relevant candidates. Some job boards place jobs on the Internet and then sit back. At SupplyChainRecruit.com placing the job online is just the beginning of our process. Once the jobs are online we then actively support the candidate attraction process through our activity monitoring and management systems. That’s why we lead the market in public sector purchasing and procurement job advertising in the UK.”

Whether its Private or Public sector, SupplyChainRecruit.com advertises more purchasing, procurement and supply chain jobs than any other niche job board.

Supply Chain Management International Ltd operates job boards in the UK, Europe, and North America.

Sites include:
http://http://www.supplychainrecruit.com/
http://http://www.jobs4purchasing.com/
http://http://www.jobs4logistics.com/
http://http://www.jobs4warehousing.com/
http://http://www.jobs4supplychain.com/
Purchasing Jobs,Procurement Jobs,Purchasing Recruitment,Procurement Recruitment,Logistics Recruitment,Logistics Jobs,Warehouse Jobs,Warehouse Recruitment,Supply Chain Jobs,Supply Chain Recruitment

JOB BOARDS, JOB BOARDS, JOB BOARDS – BLAH, BLAH, BLAH.

2009-11-23T04:12:00.000-08:00

Steve Crosbie, Managing Director at job board operator Supply Chain Management International Ltd reflects upon the state of the job board market as we approach the end of 2009.

It seems as if there is an insatiable appetite for individuals and companies to launch job boards. You do not have to trawl the Internet too deeply to find what seems like a new job board launch nearly every day. Now don’t get me wrong, I have nothing against budding internet entrepreneurs wishing to make their mark, but I am often left with a feeling of pity when I see ill conceived job board projects that were probably doomed from the day that they were dreamt up.

The problems that can bring an ambitious job board entrepreneur down are many. When asked in 2008, “Is it getting harder to launch a job board?” job board entrepreneur Don Firth famously replied, “My best advice is to launch your job board in the late 90s or early 2000s. Today, it's very difficult for any new job board to compete against the established boards…..”

Perhaps the most significant challenge is the sheer cost of launching a job board into a typically over populated market. The job board market is now relatively mature and taking on established players is likely to be expensive, very expensive. You may think that you have identified a niche that has not yet been covered, but somebody is probably covering it somewhere, even if it is only as a sub-set of another larger market segment. It doesn’t really matter how your launch and marketing strategy have been devised, you are going to need very deep pockets, a strong constitution, and a very long-term perspective.

Many new job boards start with the “soft launch” approach. They will put the new site online and convince a few recruiters to post jobs with the aim of making the site look busy when the main launch takes place. It is at this point that many budding job board enthusiasts will realise that the adage about putting a website online and the traffic will come does not quite work out. The inevitable “chicken and egg” situation develops. Recruiters who initially posted jobs did not receive many applications, so are not too interested in continuing to waste there time. Candidates who visit the job board in the early days are disappointed by the volume of jobs on offer and decided to go elsewhere. The challenge of generating and sustaining enough job listings, and of course attracting enough relevant candidate traffic on an ongoing basis make the whole thing very frustrating. To make matters worse all of this usually has to be played out in a market where the existing leaders already have impressive candidate traffic levels, a large existing database of candidates, significant natural listings in main search engines, a healthy revenue stream, and of course a history of delivering results.

Of course the new job board entrepreneur could be focussing attention in an area that is not currently populated by job boards. The potential risk to be considered here is why the sector is not already targeted by job boards. Chances are the market size is too small to be able to profitably sustain a job board.

Over the years we have seen many hobby/kitchen table job board businesses launched in situations where the person behind the board is not overly ambitious, but simply wants to run an internet based business on the back of some recruitment industry knowledge. History has shown that such small operations eventually run out of focus, interest, money, or the will to fight in the market against the larger players. Resources are typically limited with the result that growth is difficult and the gap between them and the leaders expands to the point where they give up, or they put them on free posting and go and find something else to do.

A number of job boards have been launched with the proposition of offering Free job posting. This may initially be received as a commendable activity by recruiters and employers, but the old notion that “if it seems too good to be true then it probably is” generally finds its way into the mix. At the end of the day the business behind the board generally has some other agenda to promote. Often it is a recruitment company hiding behind a job board in the knowledge that nobody would post jobs if they knew of the link, but the recruiter benefits from the candidates of the recruiters and employers advertising, whilst also having access to the job posting activity of recruiters in competition with them.

The visible job board market is now largely defined by strong and highly effective sites that dominate their relevant sectors. The leadership sites in each sector have become so entrenched in the search engines and generally in the Internet structure that they are able to achieve incredible candidate traffic levels. The results for advertisers can be truly spectacular if the advertiser is prepared to put in the effort to maximise the effectiveness of their job ads. The net result is a truly potent yet incredibly cost efficient way for recruiters and employers to generate applications.

It should be no surprise that the newspaper and print media groups have tried to enter the online job board market with such gusto, given the mass migration of advertisers and job seekers to the highly efficient Internet. Unfortunately these traditional media groups appear, in the main, to have hung onto the hope that the fad will pass. They seem to continue to focus attention and love upon their printed titles, whilst begrudgingly financing their online job board investments and acquisitions. This may be the reason why traditional media businesses are failing to match the achievements of dedicated online advertising businesses.

Few can doubt that as the economy continues to improve an acquisition frenzy is likely in the job board sector. There are some incredibly strong sites and businesses around and the only way to be a leader in any sector may be to buy the existing market leader. However, whilst the leading sites ride the crest of the wave there are unlikely to many willing sellers. As the market continues to mature and the leaders become more defined, the “Golden Goose” may be starting to come into focus following years of honest and committed toil. Of course there will always be a few second rankers keen for the attention, but make sure you bring your deep pockets and your broken watch. Otherwise the future may be painful and prolonged!

Supply Chain Management International Ltd operates job boards in the UK, Europe, and North America.

Sites include:http://www.supplychainrecruit.com/
http://www.jobs4purchasing.com/
http://www.jobs4logistics.com/
http://www.jobs4warehousing.com/
http://www.jobs4supplychain.com/
Purchasing Jobs,Procurement Jobs,Purchasing Recruitment,Procurement Recruitment,Logistics Recruitment,Logistics Jobs,Warehouse Jobs,Warehouse Recruitment,Supply Chain Jobs,Supply Chain Recruitment

The Leading Advertiser of Purchasing, Procurement, Logistics, Supply Chain, and Warehouse Jobs

2009-08-27T04:37:00.000-07:00

Just who is the leading online advertiser of Purchasing, Procurement, Logistics, Supply Chain, and Warehouse Jobs?Other sites claim to be the leader on their websites, on Google advertising, or on media directories. But don’t be fooled, dig a bit deeper, get passed the cheap words. Ask, on what basis is a job site the leader?

If a site other than ours has been recommended to you as the best place to advertise, ask why? On what basis are they the best?

Lets get to the point. We are the leading online advertisers of purchasing, procurement, logistics, supply chain, and warehouse jobs based upon:

Longest established
More jobs advertised
More monthly visitors
More registered candidates
More applications generated
Highest Internet search engine rankings
Highest Independent website rankings

In fact, the only thing that we are aware that we can be beaten on is price. Some competitors do charge a bit less. But for us it is not just about advertising jobs, it’s about generating applications. We support your ads with dedicated account managers who will monitor your activity to ensure that the response if maximised. You see, it’s about success.

You would probably be amazed by the size of the leadership gap in our markets. Unfortunately, whilst the Internet is a fantastic recruitment tool, it also lowers the barriers and allows less credible sites to create a facade. Employers can end up saving a few pounds initially, and then having to spend money again doing it properly.

The Internet is ideally suited to job advertising and job search, and with more and more job seekers relying exclusively on the internet to find their next job opportunity internet advertising is essential for any serious recruitment activity.

We advertise jobs on behalf of Employers, Niche purchasing & Supply chain recruiters, Purchasing & Supply chain divisions of large general recruiters, Media Buyer and Agents.In fact we advertise more supply chain, purchasing, logistics, and warehouse jobs than any other Internet job sites in the UK.

All of our activity is focussed in this area, and our sites include:

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

We are the only UK business dedicated exclusively to online advertising of supply chain, purchasing, and logistics jobs.

You can register online and post your job directly, or email your job description to bookings@supplychainrecruit.com and we will take care of everything for you. Either way your job will be picked up and managed by an account manager who will monitor the performance of your job ad and help to maximise its performance.

We are experts in the areas of supply chain, purchasing, and logistics, as well as in Internet advertising and recruitment and we are always happy to provide advice about specific online recruitment campaigns or skill availability and salary levels, etc.

Just call us on 0845 130 1928 or email enquiry@supplychainrecruit.comWe also operate market leading supply chain, purchasing, logistics, and warehousing job boards in North America, and all parts of mainland Europe.

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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/

Supply Chain Management Exposed

2008-12-09T02:03:00.000-08:00

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.

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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

November Jobs and Application Index

2008-11-21T02:17:00.000-08:00

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

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

2008-09-25T02:51:00.000-07:00

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/

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

2008-08-07T02:41:00.000-07:00

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.jobs4purchasing.com/
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http://www.jobs4warehousing.com/
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http://www.supplychainagenda.com/

New Platform, New Job Boards.

2008-04-24T08:42:00.000-07:00

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

2008-02-07T06:17:00.000-08:00

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.

Your CV should include the following sections, presented in the order shown. Though they can not be prepared in this order...
Personal Details
Objective
Attributes & Benefits
Achievements
Employment History
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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Choosing a Niche Job Board – The Optical Illusion!

2008-01-14T07:37:00.000-08:00

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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and
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Effective Internet Job Ads

2007-11-08T06:36:00.000-08:00

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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and
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SupplyChainRecruit.com – Reassuringly expensive and unattached!

2007-08-10T09:59:00.001-07:00

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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and
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SupplyChainRecruit.com Announces New Agency Commission Scheme

2007-08-04T02:42:00.000-07:00

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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New Platform Launch for SupplyChainRecruit.com

2007-08-04T02:35:00.000-07:00

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

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www.Jobs4Purchasing.com
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www.Jobs4SupplyChain.com
and
www.SupplyChainAgenda.com