Baxters North America’s Post

Prime Day isn't just a sales event; it's a major disruptor for the retail job market. Here’s how it impacts talent acquisition: Increased Staffing Needs: Retailers rush to hire temporary staff to manage the surge in orders, from warehouse workers to delivery drivers. Operational Strain: Existing employees face extended work hours and increased workloads to keep up with demand. Supply Chain Adjustments: Companies must reallocate resources and adjust inventory levels to handle the spike. Temporary Job Creation: Short-term employment opportunities soar, particularly in logistics and customer service. Skill Demand Shifts: There's a heightened need for skills in logistics, supply chain management, and customer service. High-volume hiring at scale is a challenge for any talent acquisition leader. How do you manage hiring surges and surplus staff effectively? https://hubs.ly/Q02FgjdB0 #Retailrecruitment #TalentAcquisition #RPO #Staffing

Supply Chain Planning, an ongoing dilemma? Supply, Demand, Production Planning… every business we speak to is struggling to attract and secure top talent. Especially within FMCG. Roles are often up for months; readvertised, hundreds of applicants, 10+ interviews.. find a superstar, 3-4 week process.. salary negotiation, candidate takes another role. Back to square one. Sound familiar? Good Planning candidates will have 2-3 offers on the table. What does this mean? You must find a way to win in a highly competitive market. Solution: 1: speak to Bree who can help you with a temporary solution, typically within 24-48 hours 2: engage an agency who is entrenched in the world of Supply Chain Planning, who can effectively communicate your EVP and bring strong passive talent to the table (& mitigate hiring risk). Julia L. If you’re feeling stuck and frustrated, it might be we can help, or at least offer insights to help you fill your vacancy yourself. Sharp & Carter Aaron Julia L. Bree

How much of the mid-level supply chain market is actively seeking a new role? See our February Market Data below for the % of active candidates across planning, logistics and analytics. Please note that this data is collected from our live cloud based candidate portal. Demand Planner – 25% Logistics Coordinator – 25% Supply Chain Analyst – 25% Vendor Replenishment Planner – 17% Warehouse & Distribution Manager – 20% On average, these figures reflect roughly 1/4 or less of the whole talent market therefore traditional recruitment methods may not be the most efficient way to tap into the best talent. Through JigsawTM proactive talent management approach, we have cultivated a heavily vetted network of industry professionals that we can tap into to source the top talent for our clients. Once we have engaged with the relevant stakeholders (Hiring Managers/Talent & HR) & have been briefed on the role, we simply take the opportunity to our own data supply chain which has been expertly categorised by job search status, salary, location and more importantly skill, position, industry & capability. This allows JigsawTM to not advertise on job boards nor conduct a reactive search process, letting us shortlist high calibre talent in a timely and effective manner. For more information please email me – antonia@jigsawtm.com #recruitment #talentmanagement #supplychain

We’re Hiring! 🚨 Bit of a different post for me today... but one I’m really excited to tell you about. Here at Distinct, we’re looking to expand our Procurement & Supply Chain division and recruit someone to work alongside myself. I may be a little biased, but the opportunity areas within P&SC are endless. You’d have the chance to carve your own niche within a huge industry - working on Procurement and/or Supply Chain roles across the Midlands. It’s a market that kicks on, even when there is uncertainty in the world. So don’t worry, you’ll have plenty to get your teeth stuck into. The candidates are my favourite part though. They’re great to talk to and they always keep me informed about the market. You’ll also have support from Claire Fletcher, who has given me brilliant advice and guidance from her several years in recruitment. There are plenty of other reasons why you should join us too - have a look at the attached image. If you’re experienced in recruitment and fancy a change of scenery, get in touch. Likewise though, if you’re interested in starting a career within recruitment, we still want to hear from you. Drop myself, James Calder or Claire Fletcher a note to find out more. #recruiter #recruitment #hiring #distinct

Hiring Manager’s, the detail of information you share with internal stakeholders when going to market with a new role should not be underestimated. I’m seeing roles in the market go unfilled for substantial periods of time, often due to there being misalignment between the Hiring Manager and Talent Acquisition/HR. Especially if the salary on offer isn’t in line with the brief requirements, working collaboratively to bring a role to market that is realistic and fillable will be key to sustained hiring success. Without over complicating, consider: what is absolutely essential and what is more of a “nice to have” when assessing skills, experience and potential fit. This will help to not just save you and the business time and resources, but will also promote a greater candidate experience. #supplychain #hiring

🚀 Attention, recruiters! 🚀 In the fast-paced world of talent acquisition, especially within the bustling logistics and transportation sectors, the debate often arises: programmatic advertising or standard job board advertising? While programmatic has its perks, I'm here to champion the tried-and-true standard job board advertising, and here's why: 🎯 Precision Targeting: Standard job boards, like JobsInLogistics.com, are niche-focused, connecting you directly with a pool of industry-specific professionals. When you're seeking CDL drivers, diesel mechanics, or freight forwarders, you want your ads seen by those who live and breathe logistics. 👥 Quality Over Quantity: It's not just about reaching people; it's about reaching the right people. Standard job boards deliver candidates who are not only qualified but also passionate about the industry. This means you're more likely to find a candidate who's a perfect fit for your team. 💡 Expert Support: Our team at JobsInLogistics.com provides personalized service, guiding you to craft job postings that hit the mark. We're not just a platform; we're partners in your recruitment journey, ensuring your ads resonate with the talent you need. In conclusion, while programmatic advertising has its place, standard job board advertising remains the cornerstone for finding top-tier logistics professionals. It's straightforward, effective, and laser-focused on the industry we know best. Let's connect and get your next hiring campaign rolling! 🚚💼 #LogisticsRecruiting #JobBoardSuccess #HiringStrategies

Many might now know, but I left my stable career as a supply chain/logistics manager to pivot into recruitment in 2019. Before making the career switch, I saw a lot of changes in technologies, the markets, and other economic conditions. But those events haven’t matched up to what we’ve seen recently with COVID and the proclaimed “supply chain crisis”, along with the constant disruptions in global trade. With all the recent chaos, LinkedIn published data that the U.S. demand for supply chain managers was 54% higher in early 2023 than during the same period in 2019. There is a need to manage all the chaos, however, there is a caveat from this report. It hasn’t been determined whether this claim was taken from a poll where the data is ambiguous OR there has been a spike in job postings for supply chain managers on LinkedIn. If the data was measured by the increase in job postings on LinkedIn, this is interesting since a large portion of jobs don’t get posted on LinkedIn. If the data is coming from a poll, who knows if the participants are actively posting their job reqs online or filling their reqs internally. Hiring managers might be at the stage where there’s a void in the company’s supply chain leadership, but don’t know what the particular solution should be. Simply they have not defined what skills, qualifications, and experience are necessary to hire to take their supply chain to the next level. Rather than just posting job ads online and managing the flood of resumes coming in, companies need to take a strategic approach. This means gathering intel about what technologies will be prevalent in the future as well as skills that will be necessary as the labor force continues to evolve. Having an understanding of this while building this framework around your business will be key.

Just picked up 2 more today that will be posted online tomorrow. Stay tuned! #LifeWorkSearch #DemandPlanning #SupplyPlanning

🚀 Attention, Recruiters! 🛠️ Are you still juggling between programmatic advertising and standard job board advertising? Let's cut through the noise. 📢 As the VP of Sales at JobsInLogistics.com, I've seen the landscape of recruitment evolve. But here's the deal: Standard job board advertising remains the undefeated champion, especially in our niche logistics and transportation industry. 🏆 Why? Here's the breakdown: 1️⃣ Targeted Reach: Standard job boards like ours are laser-focused. We're talking about a pool of candidates who are not just looking for any job, but THE job in logistics, supply chain, and transportation. 🎯 2️⃣ Quality Candidates: With over 280,000 industry professionals visiting our site monthly, you're more likely to find experienced CDL drivers, diesel mechanics, and logistics experts who know their stuff. 💼 3️⃣ Cost-Effectiveness: Get more bang for your buck! Standard job boards often provide better ROI compared to the scattergun approach of programmatic ads. Your budget will thank you. 💰 4️⃣ Personal Touch: At JobsInLogistics.com, we pride ourselves on our hands-on customer service. We're here to help you tailor your job postings to attract the right talent. It's recruitment with a human touch. 👥 Programmatic advertising has its perks, but when it comes to filling those specialized roles in logistics and transportation, standard job board advertising is your go-to. It's tried, tested, and it delivers. 🚚 Let's keep our industry moving forward with the right hires. Share your thoughts below or drop a like if you agree! 👇 #LogisticsRecruitment #JobBoardSuccess #HiringStrategies

🚀 Attention, Recruiters! 🛠️ Are you still juggling between programmatic advertising and standard job board advertising? Let's cut through the noise. 📢 As the VP of Sales at JobsInLogistics.com, I've seen the landscape of recruitment evolve. But here's the deal: Standard job board advertising remains the undefeated champion, especially in our niche logistics and transportation industry. 🏆 Why? Here's the breakdown: 1️⃣ Targeted Reach: Standard job boards like ours are laser-focused. We're talking about a pool of candidates who are not just looking for any job, but THE job in logistics, supply chain, and transportation. 🎯 2️⃣ Quality Candidates: With over 280,000 industry professionals visiting our site monthly, you're more likely to find experienced CDL drivers, diesel mechanics, and logistics experts who know their stuff. 💼 3️⃣ Cost-Effectiveness: Get more bang for your buck! Standard job boards often provide better ROI compared to the scattergun approach of programmatic ads. Your budget will thank you. 💰 4️⃣ Personal Touch: At JobsInLogistics.com, we pride ourselves on our hands-on customer service. We're here to help you tailor your job postings to attract the right talent. It's recruitment with a human touch. 👥 Programmatic advertising has its perks, but when it comes to filling those specialized roles in logistics and transportation, standard job board advertising is your go-to. It's tried, tested, and it delivers. 🚚 Let's keep our industry moving forward with the right hires. Share your thoughts below or drop a like if you agree! 👇 #LogisticsRecruitment #JobBoardSuccess #HiringStrategies