Over 35 years, MVP has built a solid reputation for placing the UK’s best supply chain talent. Although we’ve seen the recruitment landscape change and evolve constantly, at MVP we believe in taking a simplistic approach to recruitment and the challenges faced by our clients and candidates. For us, it’s all about three main components.
Understand. Identify. Deliver.
Our consultants are market experts with a proven track record in delivering challenging recruitment solutions based around this approach. We partner with our clients and candidates, developing longstanding relationships built on trust and personal recommendations. With the supply chain sector facing major skills shortages in many specialist functions, we are well placed to deliver on even the most challenging of briefs.
Our consultants work across the supply chain sector and have an unrivalled depth of knowledge within the industry. This enables MVP to be one of the most well-respected recruiters in our field.
We provide permanent and interim recruitment solutions, with extensive experience in middle to senior management appointments. With our strong market presence, we’re well recognised for delivering on complex recruitment assignments, confidential recruitment projects and business critical positions.
Put simply, we love a challenge.
Signs that retail is on the road to recovery?
As we race towards the end of the year and strategies for 2021 start to take shape, we take a look at how retailers can make easy wins and face the year ahead with confidence – themes that are central to RWRC’s Recovery 2021 masterclass Retail should be proud of itself for the courage and strategic conviction it has shown this year with so many businesses acting swiftly and smartly during the strangest of times. Although to consumers little may have changed on the surface, retailers and brands have been pedalling faster than ever to keep operations running smoothly. Virtual boardrooms have faced some of their toughest decisions, operations have been altered at lightning speed, digital strategies overhauled and investments pivoted at the last minute. The challenges have been relentless at times but as we step into 2021, retailers will face further obstacles. Navigating a challenging future Coronavirus is not going anywhere fast and the prospect of further lockdowns and restrictions are looming. What this could mean for retail is unclear at the moment but businesses must shape their strategies to sustain growth and achieve success in new ways. Meanwhile, there will be many adjustments needed as the UK’s transition period after leaving the EU ends on December 31, and, more generally, consumers’ purse strings will be tightened with the country enduring another recession. Despite the uncertainty 2020 has brought, there has also been a lot of positivity, with the retail industry proving it can act fast under pressure and adapt to meet demand under the most strained circumstances. As Retail Week editor Luke Tugby flagged earlier this month, retail is tackling challenges head-on with courage. Many are doing so with levels of success that even they had not dared to predict at the start of the crisis. PwC anticipates that most sectors, including retail, will return to growth in 2021 There are signs that retail is on the road to recovery. For instance, total retail sales for September were up 5.6% year on year, compared with a 0.6% decline in September 2019, according to the BRC-KPMG retail sales monitor. PwC anticipates that most sectors will return to growth in 2021, including hard-hit sectors such as retail. “There is still significant uncertainty over the pace and path of the recovery, especially in light of the growing number of cases,” the accountancy firm said. “Our expectation is that the UK economy would recover to the pre-lockdown levels by the end of 2021 under the ‘contained spread’ scenario and in the middle of 2023 under the ‘further outbreak’ scenario.” Keep consumer needs front of mind Preparation for the year ahead is integral and despite the outlook being uncertain, retailers must attempt to find solutions that work for the customer and their bottom line. “Next year could be every bit as unpredictable as 2020,” says Kyle Monk, director of insights at the BRC. “What happens to sales and prices will depend on everything from the success in fighting the coronavirus, to whether the UK managed to secure a tariffs deal on Brexit. Without a deal, supermarkets and their customers could face over £3bn in tariffs on food – pushing up prices in store.” Exclusive Retail Week research, based on a nationally representative survey of 1,000 consumers in August, suggested consumers will feel less confident about their personal finances in 2021. Consumers want value for money – retailers must keep that front of mind The survey found 40% of consumers feel less confident about their personal finances but on a more positive note, 58% expect to have the same income available for discretionary spend, suggesting that some will continue to shop. Shoppers are therefore likely to be more price-sensitive and so it is key retailers ensure price points are spot on. The survey found that relevant offers and discounts tailored to a consumer from a brand they like will encourage 62% to shop. However, customised websites and messaging that suggests products similar to ones previously purchased are only preferred by 17% and 24% of consumers respectively. Retailers must keep consumer wants at the top of their agenda when planning pricing as cash-strapped shoppers are on the hunt for value for money. Ecommerce must be a priority At the start of UK lockdown in March, ecommerce activity accelerated to a point previously not expected to be seen until 2030. Capita innovation director Alan Linter says: “The opening up of the economy has seen this number drop but we are still six years ahead of where we would expect to be seen at the start of 2020.” This proliferation of ecommerce is only expected to continue with retail web traffic increasing as we head towards Christmas. Data from research intelligence agency The Smart Cube revealed a 6.6% uplift in average daily visitors to retail websites in the week beginning September 27, compared to two weeks previously. Retailers must ensure their ecommerce operations are up to scratch as we approach the peak period and move into next year Linter predicts that if this pattern continues a third of all retail transactions could be on digital channels, potentially a 50% increase on last year’s volumes “A higher number of online sales from the Covid six-year shift, a shift to later [December] transactions and lower confidence make for a volatile trading period,” he adds. As a result, retailers must ensure their ecommerce operations are up to scratch as we approach the peak period and move into next year. The pandemic has already accelerated investment plans for many and it is key that retailers do not take their foot off the pedal now. Virtual customer service has become a staple of online offerings for the likes of Dixon’s Carphone, while Tesco doubled the number of online delivery slots it offered from 600,000 to 1.2 million in just five weeks. Whether it is streamlining the online user experience, improving the supply chain or adding more tech-minded people to your team, ecommerce must be a priority for the year ahead. Investments in offline and online strategies are key Some of the changes required of retailers to keep pace in the year ahead are expensive and drastic but it is the retailers that have invested, and continued to invest, in their store and digital activity that are reaping rewards. Retailers may be rightly concerned about investing at a time when managing the bottom line is so crucial but, with so much change in consumer behaviour and purchasing decisions, there is no time for businesses to rest on their laurels. Ikea, for instance, has shown resilience and adaptability during the pandemic. Despite a dip in full-year sales, the DIY and homewares retailer opened 26 new locations across its global store estate during the year with new city-centre outlets in Shanghai, Seoul, Moscow and Tokyo. The retailer and its franchisees plan to open a further 50 stores worldwide, 30 of which will open next year including the brand’s first UK city-centre store in London. Despite coronavirus-related restrictions and subsequent nervousness from shoppers about visiting physical stores, group boss Jesper Brodin is resolute the retailer will continue investing in store openings “Eighty per cent of our customers start their shopping online but very few are channel-specific,” he said. Ikea’s store visitor numbers fell only 15.8% during the year to 706 million despite weeks of closures across its global estate as shoppers used time at home as a chance to spruce up their living spaces. It is not just homeware chains that have continued to invest throughout the pandemic. Greggs has accelerated its digital drive, rolling out its click-and-collect and home-delivery propositions at a quicker pace than previously planned. The high street food-to-go chain is also resuming its store opening programme and will open net 20 new stores in its financial year. Another retailer putting its efforts firmly on growth is H&M, which has been heightening its focus on driving full-price sales, creating new collections, renegotiating more favourable rental terms and right-sizing its store estate. This activity saw it return to profit in its third quarter, the three months to August 3 – an impressive feat given the battering the fashion sector has received in 2020. Take inspiration from the grocers Unsurprisingly, given the stockpiling of loo rolls and hospitality curfews, the grocers have come out of this period with a slightly rosier disposition. Fellow retailers can take a leaf out of grocers’ books and, rather than batten down the hatches when things get tough, find new ways to innovate and keep customers coming back. Tesco reported a 29% jump in pre-tax profit to £551m in the 26 weeks to August 29, driven by a 6.8% rise in group sales to £26.7bn. A significant 69% spike in online sales helped bolster sales across the business as the grocer more than doubled its online order capacity to 1.5 million slots per week. The supermarket giant has also been on a drive to boost customer loyalty with its Aldi Price Match scheme across 500 branded and own-label lines and its Clubcard loyalty scheme. Clubcard members are currently benefiting from Clubcard Prices on around 2,000 lines, while members of Tesco’s £7.99-a-month Clubcard Plus subscription service get 10% off two ‘big shops’ a month in-store. Tesco’s work to boost loyalty by strengthening its reputation for price and quality will remain key into 2021. The Co-op has also focused on revamping its membership scheme, overhauling customer rewards on purchases and doubling the funds going to community groups. The new scheme provides more personalised offers – allowing members to choose two tailored offers a week, as well as exclusive in-store-only discounts. The grocer reported a sales rise in the first half of the year “as customers shopped closer to home and ate out less frequently during lockdown”. Group underlying operating profit doubled to £121m even though costs rose steeply as the retailer adopted measures to trade through the pandemic. The Co-op is investing in pricing and customer-facing technology, as it aims to keep the core food business relevant to more price-conscious consumers. With its customers’ growing preference for online shopping showing no signs of diminishing, the retailer is investing in back-office AI range-forecasting software and robotics for delivering grocery orders and also for more efficiently packing them. The discount grocers are going digital too. Aldi had made its foray into online, recently launching a pilot click-and-collect proposition. Hailed as one of the business’ “most significant” strategic initiatives since it opened in the UK 30 years ago, Aldi is expected to expand the trial into more stores soon. With many shoppers still anxious to venture into physical shops, this could be a strong move for Aldi in the lead-up to Christmas and one that others with a limited ecommerce presence should take inspiration from. Now is the time to tread your path to recovery In spite of the uncertainty and disruption thrown at the sector this year, one thing that is abundantly clear is that retail will not give up without a fight. From re-evaluating tech investments to adapting operational and digital strategies, retailers can – and are – treading a path to recovery. However, retailers who want to survive and thrive in 2021 must take action and invest now, despite concerns around controlling the bottom line, and have an innovative mindset to mitigate against further disruption. https://www.retail-week.com/tech/recovery-2021-how-retailers-can-emerge-stronger-in-the-year-ahead/7035967.article?authent=1
Calling HR Professionals and Business Leaders! Do you have unconscious bias in your recruitment and talent programmes?
But what is unconscious bias and to what extent could it be happening within your business? The below link provides valuable insight on this subject. https://bit.ly/33coLRs We invite you to view this recent webinar which was attended by Marcelo Souza, Country Manager for Thomas International Brazil, and Graeme Doyle, Managing Partner for MVP and TLP Recruitment, where they share their expert views on the definition and types of unconscious bias, as well as discussing the implications of leaving this unchecked. This is the first in a series of webinars which may prove useful to HR professionals, leaders and managers, looking to improve their diversity and inclusion strategy by addressing unconscious bias in the workplace. For further information and discussion on this or any other topic, please don’t hesitate to get in touch with Graeme or one of our Business Partners.
Women in Logistics Virtual Diversity Roadshow
Coming soon to a screen near you. Over five days from 21st September, the Women in Logistics Virtual Diversity Roadshow will bring together panellists from across the logistics sector for five free, online sessions discussing a range of topics. Book your free place below #WiL2020 #diversitymatters #logistics https://www.linkedin.com/posts/ciltuk_diversity-activity-6710179032358498304-LFnL
The Role of a Transport Manager
So you're considering a career as a Transport Manager? Do you think it will be right for you? Far from acting like the Fat Controller, you can expect to oversee all planned routes whilst managing maintenance of the entire fleet and ensuring safe operations at all time. Most people already have the old stereotype stuck in their head, but there’s more to this position. Being a transport manager means your daily tasks will vary a lot. This role suits people who don’t mind taking care of the extra details while also keeping in mind the bigger picture. We’re going to have an in-depth look and see what this job really is like. You’ll be expecting a lot of fast-moving tasks and responsibilities, so let’s dive right in. Responsibilities of a Transport Manager On a daily basis, you’ll be involved in a lot of tasks. From planning, costing and allocating routes and vehicles, to ensuring all vehicles are compliant with legal, regulatory and contractual requirements. That’s only an overview of the tasks you’re going to oversee. Did we say being confident with people’s skills? As part of your responsibilities, you’ll be in charge of managing and ensuring that your team of drivers and transport assistants supply great customer service. Being a transport manager requires a lot of flexibility and quick thinking. Every career is different but you’ll be faced with a lot of decisions to make. At the end of the day, as a transport manager, you need to make sure that the overall operations of the business to run profitably and efficiently. With such a wide array of tasks to choose from, you can see why being a transport manager is such a unique role in the logistics industry. What is the salary of a transport manager? The good news is that salaries make for attractive compensation. The average salary for a transport manager comes in at £40,000. With such a multitude of tasks, it’d only be expected to be rewarded for your hard work. What skills does a Transport Manager need to have? A transport manager needs to have a wide range of skill sets in order to be considered for a position. Some positions will require more experience than others but usually, you will see a pattern in terms of what you need to have. Some of the main skills and expertise that a transport manager should have are: Experience in a similar managerial role in the transport sector, including supervision of staff Experience of managing budgets & contracts Excellent written and verbal communication Proven ability to plan and navigate journeys confidently Experience of vehicle maintenance Have a CPC qualification 3 - 5 years’ experience within Transport Management Excellent geographical knowledge of UK roads and networks Working knowledge of WTD and drivers hours With great power, comes great responsibility. So if you can tick most of these boxes, then you’re on the right track to be considered for a transport manager. How does a normal day in the life of a transport manager look like? When it comes to working conditions you can expect to work Monday – Friday with occasional weekend work required. Your time will be typically split between the office, the transport depot and clients' premises coming up to a 36 hour week. All in all, it’s a rewarding and varied career choice with good prospects. This would mostly suit a person who likes to be involved in a busy environment, jumping from a task to another while ensuring the outcome is 100%.
How To Manage Your Office Teams During The Coronavirus Outbreak
As the lockdown continues, most businesses are faced with the mounting struggles of managing remote teams while ensuring all parts of the business are still in a synergy that allows them to operate. It goes without saying that as a manager, you are being faced with an unprecedented situation that challenges the way you and your team operate. Ensuring that everyone stays on the top of their workload, that your teams can communicate effectively with each other and that productivity levels stay up are only some of the most important factors you need to see. So what are some of the most important tips of managing your remote-working employees during the Coronavirus? SET SPECIFIC TIMES FOR REGULAR MEETINGS Communication has always been paramount and in times where you can’t see your teams face-to-face, this becomes a number one priority on your list. Your team needs to have a clear picture of the tasks they have to complete and how to progress from there. Any concerns they might have should be discussed so that the back-and-forth during the day is kept to a minimum - and everyone stays focused. Depending on the size of your teams and business, a recommended minimum of 15-30 minutes per team should be sufficient. This could be one of the first tasks that you do during the morning, followed by a mid-day and end of the day catch-up. There are many tools available to help you organise tasks and deadlines. Trello, Notions.so, Connecteam are only a few. Apart from ensuring that your teams are on the right track with their tasks and everyone is moving towards the same goal, having regular conversations with your teams also helps with reducing loneliness. Having regular catch-ups also promotes teams to talk to each other more, boosting teams’ morale during self-isolation. SET EXPECTATIONS AND INTERNAL PROCESSES THAT WORK Just as you have precesses back in the office, it is equally important to have a set of rules and processes that are tailored to facilitate working from home. You will need to discuss with your team how reporting is going to work, what is the best way to do it, what software and tools everyone should use and so on. Setting expectations also allows everyone to deliver that’s been promised and in a way that works. Working times might also be a good thing to cover. Take your time and discuss with your team what matters. ENSURE THAT EVERYONE HAS WHAT THEY NEED Every business functions differently and everyone has different needs. Ensure that your team members have the equipment they need in order to perform well. They might be using their home laptops, but it’s important to know if they have access to the right software that you might use, the right phone and so on. FLEXI-HOURS As we previously mentioned, another issue you might want to discuss is the working hours. Everyone has different work environments at home. They might deal with different responsibilities, taking care of children or other relatives. That’s why the 9-5 dynamic might not suit everyone during this time. Encourage your team members to strike a balance between workload and the hours they are the most productive. Note that during this crisis, many people could deal with higher anxiety levels, the loss of dear ones and other situations that could impact their productivity. Be understanding and mindful of your employees. ENCOURAGE YOUR TEAM MEMBERS TO TAKE CARE OF THEIR MENTAL HEALTH Living in isolation is something that none of us has ever experienced before. And when you deal with keeping your work responsibilities up while also taking good care of yourself can be difficult. Undoubtedly, most of us experience higher levels of stress that arise from different sources- whether it is family, job or anything else, it’s something that should not be ignored. During your catch-ups, it is a good idea to encourage your teams to: Allocate some time for activities that relaxes them (could have a walk outside, jog, take the dog out, practice a hobby they once abandoned) Separate work from personal life (during outside work hours, they shouldn’t check emails) Have themed discussions every now and then with the rest of the members.
How to write a winning cover letter
Cover letters are your opportunity to not only show that you have the background and knowledge needed to do the job you are applying for well, but that you’re also driven, clued up on the role and industry and passionate about what you do. Many people shy away from including a cover letter but in fact this is a mistake as for some employers / recruiters it can be just as important as your CV. First impressions count! But how do you write a good cover letter? – we’ve provided some top tips to help you draft a cover letter that may well help you score your dream job. Contact Info - Don’t make recruiters dig through your cover letter to find your name and contact info — include it at the top so they can easily reach out. Greeting - Forget “To Whom It May Concern”. If you can find it, address the recruiter/hiring manager by name. Intro Paragraph - Relevant anecdotes, quotes, fun facts, etc. are all good ways to make your opening line stand out. Make it clear that you know who the company is, what they do and what they care about. Mention a few roles, projects, experiences, traits or passions that make you a strong candidate. If someone at the company has referred you, this is the place to name drop them. Body Paragraphs - Incorporate keywords directly from the job description. Whenever possible, include details that illustrate the results you’ve achieved. Closing Paragraph - Summarize, don’t plagiarize. Reaffirm your interest, passion and qualifications from earlier in the letter, but don’t make it sound redundant. Additional - Cover letters should be clean and easy to read – keep it simple and concise, to one page only.
We would like to take this opportunity to wish all of our partners, clients and candidates a very happy and prosperous New Year. 2019 was a great year for us, and we look forward to continuing our partnership with you in 2020. Best wishes from all at MVP Recruitment Solutions.
Team MVP are feeling festive
Our team got together for a Christmas lunchtime gathering this week - bubbles were drank and lots of festive food consumed. It's beginning to look at lot like Christmas in our office! We'd like to wish all of our clients and candidates, a very Happy Christmas!
MVP Recruitment Solutions - excited to be sponsoring 'The Logistics Leadership Awards'...
MVP Recruitment Solutions is excited to be sponsoring ‘The Logistics Leadership Awards’ in Solihull this Thursday 14th November, an event organised by the Logistics Leaders Network. We’re looking forward to attending this celebration of excellence in logistics leadership and would like to wish our clients, and all of the other fantastic businesses nominated, the best of luck!
Tips for a successful interview
There is a lot to consider when interviewing for your next opportunity. Here are four of our top tips to help your preparation for a successful interview: 1. Pre-identify three things you want your interviewer to know about you It’s impossible to know every topic or question the interviewer will ask you, but by identifying some main topics in advance you can be as prepared as possible. Before you go into your interview, think about three things you want the interviewer to know about you before you end your conversation. Identify three skills or experiences that demonstrate your expertise and value to the organization. For example, you might want to highlight your cross-functional communications skills, ability to consistently complete projects ahead of schedule or flair for generating revenue with innovative ideas. Whatever the three things are, think about brief illustrative examples for each. You can use these three things as a basis to focus your response. For instance, the interviewer asks you about an accomplishment you feel proud of. You can respond with an example demonstrating your cross-functional communication skills, about a project you completed one month before the due date or a new corporate initiative that made money. Cut down on the time to think and, in turn, your stress levels because you know you have information to retrieve to respond to unexpected questions or topics. When you are thinking about the three things you want to communicate, make sure these three things are valuable to the company where you are interviewing. Focus on communicating only what is relevant. 2. Hold off discussing salary Try to hold off on talking about salary until later. Make sure you understand what the role requires after discussion, so you know what value you can bring. If the interviewer questions your salary history, you don’t have to disclose this. It’s important so that you are not tied to your past salary and that you get paid what you deserve. 3. Don’t give too many details on why you are looking for your next career move If you are asked about why you are looking to leave your job, be honest. But being honest doesn’t mean you have to share all the details. If there is a negative reason why you are looking to move on, thinking about trying to answer this question can be stressful. The reality is that you are not the first person to want to move on from an unpleasant experience. So your reason for wanting to leave may not be as bad as you think it is. Either way, keep your answer general and brief. Most important is understanding and communicating what you learned from working with, for example, different personality types or little resources. No situation is perfect. Self-awareness and self-improvement show your potential next employer that you will be successful in your next role. 4. Be yourself If you are hired based on an interview in which you acted rather than being yourself, your new employer is going to expect that you continue to act that way on the job. Just be yourself from the start, so you don’t risk undermining your ability to perform as expected. Interviewing is a two way street. The organization wants to see if you are going to be the right fit. Take advantage of the interview process to see if the organization is going to be the right fit for you, as well. The only way you will know it is a good fit is if you are your authentic self. Make sure you can bring your whole self to work to ensure that you can be most effective in your new role. Give your next interview your best shot. Show your value by being relevant, demonstrating what you have learned, staying away from money talk until the end of the interview process and being your authentic self. Good luck!
The Logistics Partnership in the News - Recruiter Magazine
Graeme Doyle, our Managing Director appears in The Recruiter Magazine's August issue, commenting on how training can support business transformation.
Why use a specialist recruitment consultant?
Perfecting and tailoring your CV and cover letter, spending hours searching and applying for your next job…then there’s the interview preparation and feedback - it’s a daunting and time-consuming exercise finding and securing a new role! Using a specialist recruitment consultant can provide a wide range of benefits for applicants, and help the whole process run smoothly and effectively. A good recruitment consultant helps to guide you through the new job process, and understands the needs, wants and strengths of each of the candidates they work with. When you work in partnership with a recruitment consultant, you can trust that they have many years of experience and will ensure they have your best interests at heart and be dedicated to finding and securing you a new position. Recruiters have direct access to hiring managers, as well as in depth knowledge of the roles they are recruiting for, along with any previous interviews and downfalls that have happened from these. This means they are able to ensure that applicants are prepared the best that they can be and armed with knowledge to help them to (hopefully) succeed. When you apply directly to a company you will only get the basic information about the interview process, and you could potentially also be going up against candidates who have had the benefit of an expert consultant guiding them with the inside knowledge of those little extra traits the hiring manager might be looking for that are not as obvious from the job description. An agency that has been recruiting in a certain field over a long period of time will have seen every different position offered by the industry. They will (hopefully) be bona fide experts in their field and be in the best position to help and advise companies and employees. At MVP Recruitment Solutions, we have years of experience within our specialist industries, giving all of our candidates and clients alike, the reassurance that we are true experts and have the skills and contacts required. Indeed, we have worked repeatedly with many clients and candidates over the years, who come to us as the first point of contact when hiring, or searching for their next position. We know how to have the difficult conversations on your behalf – negotiating a salary is a very difficult conversation to have with a company as it is a fine line to tread, but we are always well-placed to take this worry out of your hands. Some of the other key benefits of using a recruitment consultant include: Recruitment agencies are free of charge for candidates. They are working on request and are paid by their clients (companies). Therefore, there are no costs for you as a candidate. You are getting help for free! Recruiters have an excellent knowledge of their market. They know which sectors and companies are forming exciting opportunities for people with your knowledge and expertise, and which expectations are realistic. Recruiters have a large network. Therefore, they can often quickly get you in contact with interesting clients and projects. Recruitment consultants have access to jobs that you as a job seeker often cannot see. They may have unique opportunities that aren’t available anywhere else. Through many years of partnership with clients, agencies can be the first to hear about particular roles. Recruitment consultants will follow up your application in the best way and gain feedback. You will receive feedback and/or will be assisted from initial interview to salary negotiation. Using a recruitment consultant when looking for your next position could really make all the difference. Our expert team here at Recruitment Solutions will always give you honest and reliable advice. We're long-standing experts in our field for a reason. Get in touch today.
The Importance of your social media profile
We all use social media these days, so it’s more important than ever to make sure your online presence represents you well, as it can be a powerful self-promotional tool. Many recruiters now use social media sites like Facebook and LinkedIn to search for their next hires, and over 60% of employers look at the profiles of potential candidates before hiring, so it’s clear social media is key when it comes to the job-search process. Our online profiles have become like a second CV, and as such it’s worth thinking about how you can tailor yours to ensure it stands out to a potential employer. Which may mean deleting those questionable photos of you on Facebook, or at least making any undesirable photos of you, private :) Social media sites are now another resource for companies and their hiring managers, as well as recruiters, to make great connections to help the hiring process. So regardless of your field of work, it’s good to be aware of how you look on social media and do what you can to make your online self as attractive as possible to potential employers as the genuine article. We’ve put together some quick tips to help you on the way to achieving this: 1. Have a complete, up-to-date, and relevant profile Employers and hiring managers have admitted that they are less likely to hire candidates with little information about them available, so it’s best to keep all your online profiles up to date – whether you’re currently searching for a job or not. This is clearly important on LinkedIn; where you will want to ensure your profile showcases your complete employment history & education, as well as any skills related to your job. You can also include achievements, interests, and a personal note to give an idea of who ‘you’ are – it is a chance to let your personality shine. Employers can use your profile to check background information as well as looking to see if you have good communication skills or a wide range of interests. 2. Keep it professional / employer friendly If you are actively job-seeking, it’s worth considering removing any photos you think may be deemed as inappropriate by anyone other than your friends. The Internet provides a huge platform for publicity and it would be a shame to miss out on a job opportunity based on something visible to a potential future employer or business connection. It’s best to keep most photos under a private, friends-only security setting. Also, for sites like Twitter and Facebook, its worth bearing in mind the things you post/have posted that may be visible. Bad-mouthing previous colleagues or workplace or having discriminatory remarks evident is not a good idea. Research shows that employers screen posts to see if a person is a potential cultural fit in their company, so it’s important to keep on top of what you’re putting out into the social world. 3. Join career/industry relevant groups Social media is full of great groups that can connect you with likeminded job seekers and offer industry-specific insights. It’s also full of silly and funny groups, which while may be compelling, might not be immediately relevant to your career interests or something you want to advertise as something you like. It’s ok to be part of some of these, but make sure you’re primarily participating in groups that relate to your actual or target job, and that those others that you do like couldn’t be deemed as inappropriate. 4. Highlight your skills and achievements effectively In your career history, be thoughtful about what you choose to highlight. Show off your achievements and skill-set with clear examples of these, such as voluntary or charity work you have undertaken, or an additional course. Also, don’t be tempted to list past activities such as being captain of the netball team from school or college; as whilst this is an accomplishment, it will most likely be of little interest to employers. 5. Keep your social media profiles up to date It is worth updating your profiles sporadically to ensure they stay fresh and current. There is little point creating a profile to then do nothing with it, so staying active on all social media sites is important. Starting a new job or received a promotion? – post about it in an update and update your job title. Think about what you are posting. 6. Aim to keep your connections relevant Both LinkedIn and Twitter are great platforms to make connections with potential employers and like-minded people in your industry. Keeping your connections career-focused or relevant to your professional remit is worth bearing in mind, and it is still good to build your contacts even when you’re not actively looking for a job. Getting requests to connect from old school friend’s is inevitable, as are requests from lots of people you don’t know! - but you will want to make sure the majority of the people in your LinkedIn circles are somehow relevant to your career as this gives employers the impression that you’re plugged in to your particular niche. 7. Provide clear contact information where appropriate A recruiter or potential employer will want to get in touch with you easily should they so wish – so ensuring your email address is linked somewhere clear and easy to see. 8. Have a professional-looking headshot Digital first impressions count! It’s important to have a good, clear photo of yourself; preferably a headshot on your social media profiles. Aim to look well-presented and engaged. Social media can be used to your advantage when your online profile and CV complement each other – so taking the above points into account may well help you to maximise your chances of being noticed, at every job level.
Gender Equality in Logistics
In the UK, women on average are still earning less than their male counterparts. The subject of gender diversity is frequently reported in the news, and senior staff of businesses in every sector can be found to be reassessing these imbalances in their boardrooms and across the pay-scale. Recent data released by the World Economic Forum reports that globally, women are earning less than men by a significant amount and they predict that the gender pay gap will not be closed until the year 2234. The UK supply chain and logistics industries are currently unrepresented by women, with only 10% working at board level, and female participation across the industry low compared to men. Women clearly need to be better represented but the challenge is appealing to that talent, and this requires both the right communication and education about the opportunities that exist, to ensure that the sector is attractive to women as a long-term career choice. Once in a role, research suggests that women tend to promote more women to senior roles than men. As such, one of the steps organisations can take to fix the imbalance sustainably is to ensure it has strong female role models that will develop more junior women. Optimising all talent, especially one that is seen to have such a correlation on increasing returns, should surely be a priority for any organisation. However, it is easier said than done. Historically the view / understanding of the career paths available to women within the logistics and supply chain industry have not been clear, so while being unrepresented anyway it’s no wonder there has been a prolonged shortage of females who have chosen this route if the opportunities available to them are not understood. With an ever-changing supply chain however and new roles being created, the requirements of female workers will need to be further recognised to help new approaches and ultimately an enriched and enlarged set of skills available. Whilst the issue of gender equality will ultimately not disappear overnight, with developments in technology and better communication with potential employees, the industry should see its male to female workforce ratio start to improve.
Join us at Multimodal...
There's just a few weeks until Multimodal at the NEC Birmingham on the 18-20th June; a great logistics solutions and networking event. If you're attending do let us know, as we would be delighted to see you to catch up over a coffee. You may have noticed that we’ve recently given our brand a facelift and a new name - MVP Recruitment Solutions. It would be a great opportunity to meet up and give you more insight into how we're looking to create the ultimate recruitment experience for all of our contacts. We hope to see you soon!
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