Very interested to talk to any Project Engineers, essentially with experience of food manufacturing projects, ideally within highly automated food factories, looking for a permanent role with plenty of projects across the UK + international travel. Call me, in confidence on 07881 631686 or 01909 512180. Thanks, I look forward to hearing from you. Ginnie Riley, MD, Harmas Riley www.harmasriley.com
Working closely with NPD, primarily focussed on packaging development, including design, construction and specification, this is a pacey and dynamic operation which offers significant challenge and scope. Supplying premium food products to the major multiples and wider market, you will work cross functionally supporting this complex business in developing new and existing packaging products.
Relocation assistance may be available.
Please ring Ginnie Riley for a confidential, non obligatory discussion to find out more. 01909 512180 or 07881 631686 or mail me directly at ginnie@harmasriley.com. We look forward to hearing from you.
BU QA Manager- North East or East Midlands, with Global Food Group. For more details – call Ginnie Riley on 01909 512180. All conversations are held in the strictest of confidence.
* Global Food Manufacturer
* £competitive + benefits (including relocation)
* Tel: 01909 512180 for confidential chat, or email your CV to ginnie@harmasriley.com
http://harmasriley.com
It’s not just about ‘bums on seats’ anymore, but it’s also about attracting the right type of person into your business (needs to be a good culture fit) who can hit the ground running (employers haven’t the luxury of time or resource to train and develop) and make an immediate impact. Coupled with a stringent qualifying checklist, including preferred knowledge, experience and skill sets it’s as tough as ever to break into the industry, particularly mid career.
The upside for employers trying to retain staff however, is that there is real nervousness to leave, employees are not wanting to make the mistake of “out of the frying pan in to the fire”. This risk adverse reaction in these gloomy economic times, is also slowing down natural market movement. Job stability / security and family values (flexibility) are now the key considerations. This is also reflected in the relocation aspect. 15 years ago relocation was a lot cheaper, quicker and an easier process all round. Even the most ambitious are taking stock, as priorities have shifted.
So when we peruse the latest edition of Food Manufacture, straight to the back pages, if there’s such a demand for talent – why isn’t the job section bursting with vacancies, like the good old days? (Interestingly, nearly every advert this month (November) is advertising a Quality or Technical role – just one sector fishing for a shrinking shoal of talent in a very big pond). Increased competition for top performers hampered by a shrinking pool of talent – Employers are getting wise to this now and this is reflected in their recruiting methods and the way they go about identifying suitable candidates. Have a look at the Blue Chip Food Groups and the Major Multiples activity on Social Media – Recruitment Managers are all networking like its going out of fashion. Changes in technology are clearly driving the way we communicate and recruit.
So the pendulum now swings the other way. It’s not about candidates responding to adverts and chasing the employers, but employers targeting potential employers – they are now doing the chasing.
Studies in future recruitment trends suggest that there will be a growing demand for the services provided by specialist recruiters. Considering the current mix of skill shortages and economic conditions, this makes total sense, doesn’t it?
Ginnie Riley, Owner and Head – Hunter, Harmas Riley – Specialist Search in Food and Drink
Tel: 01909 512180
If you have a background in Safety, Health and Environmental within the arena of food manufacturing, I would like to hear from you. I have a number of regional opportunities within an organisation which is experiencing tremendous growth. For a non obligatory and discreet conversation, please call 01909 512180 and ask for Ginnie Riley.
- required for successful and acquisitive Food Group. This position would suit a mechanically biased Engineer with experinece of civil and capital projects within food manufacturing.
Please contact Ginnie Riley, 01909 512180 for a secure and confidential discussion.
It’s becoming more and more common to hear the words ‘marketing’ and ‘employer brand’ being thrown around HR and recruitment teams. Against a tough economic backdrop employers have looked long and hard at their cost base with many workforces being trimmed to the minimum. If most FD’s had their way employers would be left with a very few, incredibly talented and equally overworked employees!
These employees are facing increased workloads; shrinking budgets; and more demanding targets to keep the business productive and profitable. In this kind of cost-cutting and highly pressured environment you can understand why employers are looking for ways to attract, retain and engage the best talent.
The priority for HR professionals is to work out just what employees want and need to remain loyal and engaged. The good news is that financial incentives and higher salaries are often not top of the employees’ wish lists. Many companies have introduced talent management strategies, well-being initiatives and family friendly employee benefit packages to appear more attractive to applicants. Employers are going that extra mile by demonstrating a holistic approach to human resources because they understand that by supporting work-life balance it will increase staff loyalty, staff engagement and thus productivity and profitability in the long term.
Employers are also taking advantage of the competitive edge that marketing and branding can provide. Marketing has been described as the ability to promote the right product or offering to the right person at the right time. Recruitment teams face the same issues: they need to have the right jobs for the right people at the right time.
Employer brand is a term many HR professionals have come to hear more regularly. Awards such as The Times 100 Best Companies and Top Employers for Working Families give an opportunity for organisations to build their employer brands, promote their initiatives and be recognised for the extra benefits they provide. It is no different to the “hidden powers” that convince us that Coke is better than Pepsi. Employer culture, values and work ethics will impact the type of talent an organisation attracts and retains. It will also affect the level of motivation, engagement and productivity.
In today’s ageing society and with women accounting for 46% of the UK workforce, the best talent available now more commonly comes with family care commitments. Flexible working has been a major catalyst in improving diversity and talent management strategies. It has grown dramatically over the decade, allowing more working parents to return to work and deliver excellent results.
In the fight to keep the best working parents and carers, employers are offering childcare or maternity support. Working parents and carer strategies are usually a mix of backup childcare, childcare vouchers, maternity consultancy, maternity coaching, training workshops and employee assistance programmes. These schemes have seen return to work rates rocket and childcare related absenteeism plummet.
Women are having children later and thus holding more senior positions when leaving for and returning from maternity. 60% of these women say that childcare is their biggest concern when returning to work. Working parent strategies have seen smoother transitions from working woman to working mum, making the whole process less stressful for the employee and less disruptive for the employer.
However it’s not just childcare that employees are faced with balancing. Many are juggling care commitments of adult dependents, or elderly parents. The minister in charge at the DWP, MP Jonathan Shaw, is fond of quoting that within 25 years the number of people over 100 will quadruple. Medical advancements have meant the sandwich generation is growing at an alarming rate. Some employers now offer backup eldercare/ dependent care or include eldercare support as past of an EAP.
By Ben Black, Managing Director, My Family Care.
Source: HR Review Newsletter
- National Account Manager (top 5 Major Multiple, £30m account)
- North
- Privately Owned, UK Chilled Food Group
- Company experiencing major growth
If you would like to find out more about this opportunity, please contact us for a confidential chat, on 01909 512180, or contact us here >>
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