Career Advice http://www.dudleychild.co.uk Sat, 31 Jul 2010 03:12:01 +0100 FeedCreator 1.7.2 http://www.dudleychild.co.uk/career-advice/guarding-against-knowledge-loss-from-a-business-as-a-result-of-headcount-attrition-and-retirem.htm Thereby hangs a tail !! Intellectual Property laws are intended to protect such matters, but unfortunately employers have had a tendency to push the barriers too far with restrictive clauses in Contracts of Employment. Fortunately, when seeking to enforce this, mediators are now ruling in favour of the individual, taking the view that the organisation is overstepping bounds by encroaching on a person’s right to earn a living. In respect of upcoming retirement, the sound advice is to be generous with timescales when planning ahead. One minute it is way down the line, then suddenly you’re reminded when the “gold watch” collection comes around. Furthermore, allow for a fulsome handover period, thereby maximising knowledge transfer, and improved colleague/team buy-in. In the event that you are facing such issues, please contact Dudley Child Executive Recruitment Ltd on 0113 246 8882 for an exploratory consultation. Fri, 07 May 2010 14:14:45 +0100 http://www.dudleychild.co.uk/career-advice/lean-and-six-sigma-how-can-you-set-youself-apart-from-other-lean-six-sigma-job-hunt.htm By Carl Boslem - Operations and Continuous Improvements Manager at Dudley Child Executive Recruitment Ltd www.carl.boslem@dudleychild.co.uk (http://www.carl.boslem@dudleychild.co.uk) There is no question that the manufacturing and engineering market has been affected by the tough economic climate yet there are still opportunities out there. With tough competition how do you set yourself apart from other lean / six sigma candidates? • When advertising your CV on job boards it is important to have a CV which is clearly set out and includes relevant buzz words such as Lean, CI, Six Sigma, etc. Make sure that you do not over complicate your role with abbreviations that no one else will understand • Make sure that any continuous improvement / six sigma projects you have been involved in or have led are clearly outlined on your CV and when discussing at interview. This should include any cultural changes you made, lean tool implemented, and the general process. It is also important to state the cost savings to the company brought about by the projects. • Make sure that any qualifications are visible early on in your CV. This may be green belt, black belt, master black belt etc. Also make it clear if you have any other formal training such as NSA or ASQ certification. • Often clients are very interested in academic backgrounds and thus degrees or even masters can be the difference between being successful or not. If you are doing a part time MBA then again make sure if is visible early on. • Being able to demonstrate CI/ Six sigma projects are aligned to the businesses objectives will separate you from individuals with less experience. • Strong leadership skills are a must for CI Managers/ Six Sigma Consultants. You must have been involved with projects from the shop floor to senior level management. • Another way to stand out from the rest is to not only drive change into the company but also to lean out suppliers as well. When possible look at ways of improving your supply chain. If you would like any hep with writing a CV or a confidential chat about Lean/ Six Sigma vacancies or market trends then please contact us on 0113 246 8923 Key words LEAN, SIX SIGMA, CONTINUOUS IMPROVEMENT, CANDIDATES, For more information on Lean manufacturing principles such as Kanban, Kaizen, 5’s please visit www.dudleychild.co.uk Mon, 29 Mar 2010 17:48:59 +0100 http://www.dudleychild.co.uk/career-advice/the-appointment-of-senior-positions-within-executive-recruitm.htm One focus of Executive Recruitment companies is to source excellent senior managers. It can be quite daunting for a candidate to be promoted to a senior level if they are not used to management or are used to managing smaller teams. Communication is key when managing a team and an Executive Recruitment Consultant will examine your communication skills this is in order to determine whether or not they possess the skills in order to be a successful manager, including setting targets, motivating employees and providing progress and praise when necessary. When applying for a senior position, Executive Recruitment companies including Dudley Child Executive Recruitment want to be able to see a candidate that is decisive and can clearly explain decisions to team. The decisions may not be always right but by taking responsibility for them, you will clearly demonstrate leadership and communications skills. Dudley Child Executive Recruitment specializes in recruitment into the global manufacturing and engineering markets. For more information about Dudley Child Executive Recruitment and how we could potentially help you please call one of your Executive Recruitment Consultants on 0113 246 8923 or email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk) Key Words: Executive Recruitment, Dudley Child Executive Recruitment, Executive Recruitment Consultants Mon, 29 Mar 2010 13:54:08 +0100 http://www.dudleychild.co.uk/career-advice/how-important-are-qualifications-in-the-appointment-of-an-executive-posit.htm It wasn’t long ago that an MBA was seen as a prestigious qualification, obtained only by the brightest business men and women. After completing an MBA, which was a great financial and personal commitment, candidates could expect a higher wage and brighter career prospects. Although business degrees were always around, they particularly took of in the dot.com boom in the 1990’s. What was once seen as a passage from graduates with work experience to gaining a higher qualification is now seen as a direct passage straight from gaining a degree. Does this mean that MBA’s have lost their appeal and aren’t seen as such a significant qualification due to 100’s of universities offering the qualification? Opinions vary greatly on this as although many universities offer MBA’s they are extremely selective on the candidates that gain placements. Many companies still prefer to see that candidates have real management and business experience on a CV, rather than another qualification. An executive recruitment firm like Dudley Child Executive Recruitment can provide you with all the information and services you would need as we understand that moving jobs or careers is well known to be one of the most stressful life events. It is our aim to ensure that every candidate interaction is as enjoyable, informative and professional as possible. For more information then please contact one of our specialist consultants at Dudley Child on 0113 246 8923 or email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk). Fri, 26 Feb 2010 21:29:00 +0100 http://www.dudleychild.co.uk/career-advice/assessment-centre-types-group-activities-presentations-psychometric-and-numerical-tes.htm Ask the majority of people what an assessment centre is and most will reply along the lines of the final stages of a job interview, which can incorporate various stages including group activities, interviews, presentation and psychometric testing. Numerous companies and organisations incorporate assessment centres into the recruitment process in order to ensure they select the correct candidates and due to this Dudley Child Executive Recruitment have included assessment centres into the service offering as our clients have been looking for us to deliver this for some time. Assessment Centres are predominantly used for recruitment needs however they can be utilised for numerous other reasons including training and developing, promotional needs or assessing more complex issues including disability allowance for student loans or various other benefits. All assessment centres are generic in the fact that they are all made up of various components, which usually all contain an interview in order assess candidates against set criteria. Dudley Child Executive Recruitment has recently added assessment centres to their portfolio of products, this service can be customised to the client’s needs but can incorporate interviews, group activities, presentations, psychometric and numerical testing. To discuss the suite of services that Dudley Child offer or for more information on assessment centres, please call one of our dedicated consultants on 0113 246 8882 or by email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk) . Key Words: Assessment Centre, Executive Recruitment, interview, group activities, psychometric, numerical testing Wed, 24 Feb 2010 10:02:45 +0100 http://www.dudleychild.co.uk/career-advice/executive-recruitment-articles-why-use-an-executive-search-age.htm Many companies prefer to use their Human Resource managers and therefore be in charge of their own recruitment needs. From the very start of the recruitment process including drafting the job advert, reading CV’s and selecting interviewees through to carrying out inductions once the candidate has started. Human Resource Managers like to control the process from the initial stages through to the final stages. However, there may be the time when companies are either expanding quickly or need to recruit very specific roles and this is the time when an Executive Search Agency should be utilised. A good Executive search and selection agency, such as Dudley Child, can reduce your recruitment burden drastically. By employing Dudley Child to source your candidates this leaves you free to concentrate on running your own business. Executive Search and Selection firms have an extensive range of contacts and hence are able to track down exceptional candidates. Dudley Child carries out a very thorough recruitment process, ensuring that any potential candidates that get through to the interview stage with companies have gone through a minimum of two pre-qualification calls and a face to face interview, ensuring only quality candidates get through. In terms of the cost involved in utilising Dudley Child Executive Search and Selection, it is important to weigh it against the cost associated with saving time and employee time of your company. Talk to us at Dudley Child on 0113 246 8923 or email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk), to see how we could help your company and its recruitment needs. View Similar Articles Executive Recruitment Articles: Why use an Executive Search Agency? (/career-advice/executive-recruitment-articles-why-use-an-executive-search-age.htm) Smart business leaders refrain from “knee-jerk” recruitment (/career-advice/smart-business-leaders-refrain-from-knee-jerk-recruit.htm) How much of a barrier are languages to Executive Search and Selection? (/career-advice/how-much-of-a-barrier-are-languages-to-executive-search-and-select.htm) Can an Executive Recruitment Agency help you find you your next highflyer? (/career-advice/can-an-executive-recruitment-agency-help-you-find-you-your-next-highfl.htm) What is Executive Search or Head Hunting? (/career-advice/what-is-executive-search-or-head-hunting.htm) Is there a difference between Executive Recruitment companies and Recruitment Agencies? (/career-advice/is-there-a-difference-between-executive-recruitment-companies-and-recruitment-agenc.htm) Executive Recruitment Articles: Staff Retention Starts with an Effective Recruitment Process (/industry-news/retention-starts-with-recruitment-2.htm) What makes a Good Executive Headhunter? (/career-advice/what-makes-a-good-executive-headhunter.htm) Manufacturing Articles: How to get the best from your Executive Search Agency (/career-advice/manufacturing-articles-how-to-get-the-best-from-your-executive-search-ag.htm) Manufacturing Jobs and the appointment of an Executive Recruitment Partner (/career-advice/manufacturing-jobs-and-the-appointment-of-an-executive-recruitment-par.htm) Executive Recruitment: What is an Executive Search Firm? (/career-advice/executive-recruitment-what-is-an-executive-search-f.htm) Tue, 16 Feb 2010 17:41:54 +0100 http://www.dudleychild.co.uk/career-advice/smart-business-leaders-refrain-from-knee-jerk-recruit.htm In this current commercial climate where volume redundancy programmes cause a surfeit of skilled workers in the employment market, it is far too easy to be lulled into thinking that you’ll be able to pick someone up when you need them. In actual fact, the reverse is true, when caution is needed in budget allocation, this “hit miss” approach is contrary to sensible fulfilment of the need to bring people into your organisation. Have the foresight to step away from thinking about headcount requirement when it presents itself through necessity via attrition, underperformance or contract wins, rather take an anticipatory approach and make the time to put in place a forward thinking strategy for talent acquisition, formulated around the needs of the business growth objectives. The benefits are tangible, not least of which is a greater control of hiring costs which can easily escalate when departmental spends are totalled and hasty decisions due to operational pressures are largely eliminated. To discuss how we at Dudley Child can work with you to ensure talent acquisition into your business is managed and controlled in the best possible way, please contact us on 0113 246 8882 or by email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk) Wed, 10 Feb 2010 17:45:58 +0100 http://www.dudleychild.co.uk/career-advice/undergraduate-assessment-centres-to-strengthen-interview-techni.htm The University of Stirling have formed a one-day mock assessment centre in order to prepare undergraduates for interviews. It has been identified that undergraduates often lack interview experience and therefore struggle to show the skills and knowledge that recruiters are looking for. With unemployment statistics being at an all time high in the UK, especially the graduate market of 18-24, it has been recognised that graduates need to develop general interview techniques as many have never been in a professional interview environment until they graduate. The assessment centre, held at Stirling University comprises 20 students, a mix of both undergraduates and MBA students. It involves four interview panels consisting of a major employer and a careers advisor on each panel acting as interviewers/assessors. The overall aim of the assessment centre is to place special emphasis on helping students to demonstrate skill sets that employers feel students struggle to demonstrate including customer orientation and commercial awareness. Dudley Child Executive Recruitment, the Leeds based recruitment business specialising in the manufacturing and engineering industry, has recently expanded its portfolio of recruitment services to include assessment centres, including Graduate assessment centres. To discuss the suite of services that Dudley Child offer, please call one of our dedicated consultants on 0113 246 8882 or by email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk) Mon, 08 Feb 2010 18:23:24 +0100 http://www.dudleychild.co.uk/career-advice/how-much-of-a-barrier-are-languages-to-executive-search-and-select.htm Most executive search and selection firm’s claim they operate on an international basis, what this ultimately means is that they source executives from English speaking countries including the USA and Australia. This means that exceptional candidates from other parts of the world may be by-passed because of perceived language barriers. Language barriers are still present between English speaking countries; this can be experienced frequently in a recruitment situation. When Executive Search firms approach candidates in the USA or Australia, simple tasks including explaining the role of the job can be lost in translation between the recruiter and candidate as many recruitment companies forget about the words they are using to explain the role. Although English is classed as the first language of business, more and more people are choosing to study languages with Spanish and Mandarin becoming increasingly popular. In order to ensure that the right candidate is sourced for the role is may be important to consider applications outside of the UK. Dudley Child Executive Search and Selection can help you approach this in the right way. For more information on how Dudley Child Executive Recruitment can help you, please contact one of our dedicated consultants on 0113 246 8923 or email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk). Mon, 08 Feb 2010 18:00:50 +0100 http://www.dudleychild.co.uk/career-advice/helpful-articles-for-job-seekers-on-cv-writing-telephone-interviewing-and-face-to-face-intervie.htm Finding a new job in the current market is becoming an increasingly difficult and stressful task. It is therefore vital that for any job seeker to really get to grips with each of the processes involved in job seeking such as CV writing, telephone interview etiquette, face to face interview technique and salary negotiation. Dudley Child Executive recruitment has put a suite of helpful articles together to give advice on each of these points. Please click on the links below for further information. • CV writing. (/candidate-services/cv-writing.htm) • Telephone interview tips. (/candidate-services/telephone-interview-tips.htm) • Face- to – face interview tips. (/candidate-services/face-to-face-interview-tips.htm) • Common interview questions. (/candidate-services/common-interview-questions.htm) Alternatively, if you are an individual with a background in the manufacturing and engineering industry and are looking for a new role, please contact one of our dedicated consultants on 0113 246 8882. Fri, 18 Dec 2009 12:10:59 +0100 http://www.dudleychild.co.uk/career-advice/can-an-executive-recruitment-agency-help-you-find-you-your-next-highfl.htm Recruiting managers often utilise the services of an Executive Recruitment company when they have had issues in finding or attracting individuals to fit a certain position. Responses to adverts may have been low, their own network may not stretch far enough or the people they have might not just live up to expectations. This can be a very frustrating time as these efforts can take up a large amount of time from the management team and can come at an expense. To advertise in a national newspaper or on the web certainly isn’t cheap these days and when taking into consideration management time spent running the process, this expenditure can be in fact more than the fees charged by an Executive Recruiter. Working with an Executive Recruitment Consultant can remove this burden from the company’s internal resources and should significantly improve the company’s chance of finding and selecting the very best candidate the market can yield. Outsourcing recruitment activities is no different to outsourcing web development, marketing or IT and leaves the management team to concentrate their efforts on the latter part of the recruitment process including selection, rather than time consuming task of generating appropriate CV’s through advertising. Dudley Child has a clear mandate to be the most client focussed, quality driven recruitment business within the Manufacturing and Engineering industry. To this extent we aim to tailor our service to the needs and interests of our client’s business and not that of Dudley Child. To speak with one of our consultants about our service proposition, please contact us on 0113 246 8882 or by email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk). View Similar Articles Executive Recruitment Articles: Why use an Executive Search Agency? (/career-advice/executive-recruitment-articles-why-use-an-executive-search-age.htm) Smart business leaders refrain from “knee-jerk” recruitment (/career-advice/smart-business-leaders-refrain-from-knee-jerk-recruit.htm) How much of a barrier are languages to Executive Search and Selection? (/career-advice/how-much-of-a-barrier-are-languages-to-executive-search-and-select.htm) Can an Executive Recruitment Agency help you find you your next highflyer? (/career-advice/can-an-executive-recruitment-agency-help-you-find-you-your-next-highfl.htm) What is Executive Search or Head Hunting? (/career-advice/what-is-executive-search-or-head-hunting.htm) Is there a difference between Executive Recruitment companies and Recruitment Agencies? (/career-advice/is-there-a-difference-between-executive-recruitment-companies-and-recruitment-agenc.htm) Executive Recruitment Articles: Staff Retention Starts with an Effective Recruitment Process (/industry-news/retention-starts-with-recruitment-2.htm) What makes a Good Executive Headhunter? (/career-advice/what-makes-a-good-executive-headhunter.htm) Manufacturing Articles: How to get the best from your Executive Search Agency (/career-advice/manufacturing-articles-how-to-get-the-best-from-your-executive-search-ag.htm) Manufacturing Jobs and the appointment of an Executive Recruitment Partner (/career-advice/manufacturing-jobs-and-the-appointment-of-an-executive-recruitment-par.htm) Executive Recruitment: What is an Executive Search Firm? (/career-advice/executive-recruitment-what-is-an-executive-search-f.htm) Fri, 04 Dec 2009 10:05:43 +0100 http://www.dudleychild.co.uk/career-advice/executive-appointments-what-to-expect-during-second-interv.htm So have you had the preliminary interview with the executive recruitment business and a first stage interview with prospective employer. They have now asked you back for a second stage interview- Why? There are many reasons why people are called back for second interviews and this happens more frequently for senior management roles and executive appointments. If the executive recruitment consultant has done their job properly, there will be at least two people on the shortlist for second interview who after the first stage meeting are deemed to have the knowledge, skills and personal traits required to fulfil the role effectively. The second stage interview is usually more rigorous than the first stage and usually involves one or more of the steps outlined below: More in depth questioning During your first stage interview with the prospective employer, they will gained an insight into your background and your general suitability for the role. The second interview allows them to dig deeper into areas not covered in detail during the first stage. “Competency based questions” usually form part of this process and involve you being asked specifically about situations you have found yourself in in the past, how you handled the situation, the benefits of your actions and the lessons you have learnt from this. Being questioned about a specific, real life situation helps the recruiting managers understand how you would cope in difficult and testing circumstances. Commonly you will be asked to discuss your key acheivements and where appropriate present technical information or financial figures to back up your claims. Meet the team In most cases, the second interview would involve meeting the team who you would be working with on a day to day basis. This gives you the opportunity to gauge the type of culture that exists within the business and gives the team an idea of what it would be like to work with you. Recruiting managers will often ask the team for their input after the meeting to gauge how they feel you would fit in. It is important to understand that this part of the process is still an interview situation and that quickly building relationships with the team members will enhance your chances of being offered the job. At Dudley Child Executive recruitment Ltd, our ethos is to provide a first class service that champions excellence in the recruitment process, mirroring the quality requirements of its target markets, namely Manufacturing and Engineering. If you would like to discuss how we may be of benefit in locating your ideal role, please contact one of our consultants on 0113 246882 or be email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk) View Similar Articles CV Writing Tips (index.php?option=com_content task=view id=150 Itemid=119) Face-To-Face Interview Tips (index.php?option=com_content task=view id=278 Itemid=119) Telephone Interview Tips (index.php?option=com_content task=view id=281 Itemid=119) Tue, 06 Oct 2009 09:27:06 +0100 http://www.dudleychild.co.uk/career-advice/executive-appointments-being-flexible-for-meetings-will-contribute-towards-your-applica.htm It is vital that executive appointments are filled with the very best candidate possible. However companies cannot afford to allow a recruitment process to stretch out too long and therefore at that start of a given project, a timescale is usually set by the recruiting company. In the case of a manufacturing company for example, often the absence of a senior executive can dramatically affect the speed of introduction of a new product line or the successful reduction in costs within a specific part of the manufacturing process that is very inefficient. Essentially, the appointment of a senior executive can literally be the difference between making a profit or a loss. Typically when looking to make an executive appointment, companies will often utilise the services of an executive recruitment firm and in turn pass on the project timescales. These constraints will then directly affect the timescales potential candidates are asked to work to. Sometimes candidates who work with executive recruiters for the first time often find that the speed of the process takes them by surprise i.e. in some instances the first stage interview with the recruitment consultant and then second stage interview with client often takes place within one week! It is therefore worth bearing in mind that to be sure you don’t miss out on the opportunity, you will have to be flexible in order to work through the various parts of the recruitment process that have been set by the client. Being available for meetings is a key part of the process and being flexible enough to accommodate interviews at short notice will count as a positive step towards your application. Working to such tight timescales can however cause problems for those already in a high profile position that demands total commitment, particularly so for those who want their job search to remain confidential. It is therefore recommended that you don’t apply for too many executive appointments at once as you’re more than likely you won’t be able to accommodate each and every one of them. Dudley Child is an Executive Recruitment business operating within the Manufacturing and Engineering industry. We have a wealth of experience in running executive recruitment projects for organisations on a National and International basis. You can make contact with one of our consultants on 0113 246 8882 or by email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk). View Similar Articles What is Executive Search or Head Hunting? Approaching an Executive Recruitment Consultant Executive Recruitment: Changing Career Direction within the Manufacturing Industry What makes a Good Executive Headhunter? Looking for Jobs in Manufacturing? How to select the best Executive Recruitment Partner for you Jobs in Manufacturing: Executive Recruitment and the impact of Web Technology. Executive Recruitment: What is an Executive Search Firm? Mon, 05 Oct 2009 10:12:51 +0100 http://www.dudleychild.co.uk/career-advice/what-is-executive-search-or-head-hunting.htm What is the difference between an executive search business and a general recruitment company? A general recruitment company will utilise a database of CVs that they have in their possession to find candidates for vacancies they are looking to fill, as well as using traditional advertising media and online job boards to attract applicants. Head hunters and Executive Search firms, on the other hand, directly approach candidates that have identified based on their industry expertise, career performance, qualifications, and skills. They will often call or make contact via email in the first instance to describe the ins and outs of the job and the goals/ aspirations of the company in question, to see if it is a position that interests the potential candidate. If the role is of interest, then the search consultant will request a CV and then in most instances conduct a preliminary interview either on the phone or in person, to further determine their suitability for the role. Executive Search or “Headhunting” is usually utilised for key assignments, when it is important to recruit the very best person that the market can offer at that moment in time, when recruiting second best is not an option. At Dudley Child Executive Recruitment Ltd, our executive search consultants will work with the upmost professionalism to ensure that we introduce to you candidates with the required skill sets to make your business grow and be successful. For more information on our range of services, please contact us on 0113 246 8882 for a confidential chat or by email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk) View Similar Articles Is there a difference between Executive Recruitment companies and Recruitment Agencies? Approaching an Executive Recruitment Consultant What makes a Good Executive Headhunter? Manufacturing Jobs and the appointment of an Executive Recruitment Partner Executive Recruitment: What is an Executive Search Firm? Thu, 01 Oct 2009 22:51:14 +0100 http://www.dudleychild.co.uk/career-advice/is-there-a-difference-between-executive-recruitment-companies-and-recruitment-agenc.htm The role of a recruitment consultant within an agency is typically made up of database searching and advertising in order to identify and attract the right individuals. There is minimal research involved in the process and all avenues are not considered. Executive Search Consultants will take a slightly different approach to the recruitment process, ensuring that all avenues are covered and that the client is supplied with the best person on the market for that position at that time. In order to ensure that the entire market is covered in the identification and selection of candidates there are a number of different process that are undertaken depending on the assignment and commitment from the individual clients. A full Search and Selection campaign is the most comprehensive method of recruiting any position. It is best utilised for senior and board level appointments or when the talent pool is in short supply, e.g. highly technical requirements. This campaign ensures that no stone is left unturned and that every possible avenue is explored. The timescales involved are typically longer due to the volume and nature of the methodologies employed, it does however provide the most transparent and effective approach. We recommend a full search campaign when time and circumstance permit; there is an initial financial commitment with a full search campaign. Dudley Child Ltd is a quality focussed recruitment business. We have the capability to manage exclusive, retained single search campaigns at an executive level internationally. With the right commitment from our clients we can ensure that they are provided with a service that can only be described as excellent and the best candidates for that role. View Similar Articles Is there a difference between Executive Recruitment companies and Recruitment Agencies? Approaching an Executive Recruitment Consultant What makes a Good Executive Headhunter? Manufacturing Jobs and the appointment of an Executive Recruitment Partner Executive Recruitment: What is an Executive Search Firm? Thu, 30 Jul 2009 16:51:58 +0100 http://www.dudleychild.co.uk/career-advice/approaching-an-executive-recruitment-consultant.htm The general perception of an executive recruit consultant is that for a given assignment they would directly approach suitable individuals that they feel would be suitable for the opportunity they are representing. However, if you are an executive who is assertively looking for your next career move, there is little point in waiting to be approached when you could be proactive and call an executive recruiter who may be able to introduce you to your ideal opportunity. Executive recruitment consultants are usually experienced recruiters with specific industry knowledge who specialise in working on high level appointments. It is important that before you approach an executive recruiter that you conduct research on the company you are about to approach to ensure they do represent companies in your chosen industry sector. Once you have decided which companies to approach, it is then advisable that you spend time with your assigned consultant to ensure they fully understand your strengths, key skills and the types of businesses that you are interested in working with. It is important to remember that the more the executive recruitment consultant knows about you, the more likely they are to recommend you to their clients when they make contact with them. At Dudley Child Executive Recruitment Ltd, we understanding that tracking down executive appointments to fit an individual’s requirements isn’t easy, but if you talk to experienced executive recruiters, you are giving yourself the best possible chance of securing your ideal position. For more information on our service offering then please call us today on 0113 246 8882 or by email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk) View Similar Articles Is there a difference between Executive Recruitment companies and Recruitment Agencies? What makes a Good Executive Headhunter? Manufacturing Jobs and the appointment of an Executive Recruitment Partner Executive Recruitment: What is an Executive Search Firm? Thu, 23 Jul 2009 18:11:29 +0100 http://www.dudleychild.co.uk/career-advice/executive-recruitment-changing-career-direction-within-the-manufacturing-indu.htm Making a career switch into a completely new area is often prompted by a number of factors. When the economy is depressed, when there are increased job redundancies and tougher competition on the job market, people often consider careers in areas that they previously wouldn’t have done. People who receive redundancy payouts often gain the confidence to retrain and try something that they always wanted to do but hadn’t. Once a decision has been made to take such steps it can be a very exciting time as you are faced with a huge amount of different options. However a key consideration when making such a move is that you can really only afford to do it once. Switching career focus once can be easily explained when in an interview situation and can give the impression that you are confident, sure of yourself and willing to take risks. If done well, it also shows that you are flexible and able to react and deal with new challenges. However, if changing careers becomes a trait running through your CV it obviously looks as you are unsure of yourself, unable to adapt and an unstable option. A potential employer is likely to see you as a risk. If you are interested in considering a career move into a new area, then one our consultants at Dudley Child will be more than happy to offer advice on areas you might wish to transfer into. We can also give you an overview of various options and discuss particular buoyant environments. Please contact us on 0113 246 8882 or by email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk) View Similar Articles CV Writing Tips Face-To-Face Interview Tips Telephone Interview Tips Tue, 26 May 2009 16:53:25 +0100 http://www.dudleychild.co.uk/industry-news/retention-starts-with-recruitment-2.htm Human capital is widely perceived to be the most valuable asset any business can hope to attain. The due diligence process for mergers, acquisitions and business valuations looks closely at the management capabilities of a business to determine the future sustainability and validity of a company and its business objectives. Therefore, the retention of your team’s best people should be high on the list of priorities for any manager. Naturally a certain level of churn in your staff is healthy for a business and allows it to diversify its capabilities bringing in fresh ideas and direction, whilst removing any under performers and stagnant team members. The cost of high attrition figures can be inordinate. Initially there is the cost of managing an individual out of the business, and quite often a role will be left empty until the successful replacement starts with the business, this consequently stretches other individuals who pick up aspects of the incumbent’s role, distilling the value that can be added to your customers. The next cost to consider is that of recruiting. Even if you opt for an alternative to using a recruitment organisation there is the time required to conduct interviews, review CV’s, advertise, network etc. Once you have made an offer and had it accepted, the next step is bringing that individual on board which has its own associated cost, all the while there is always an element of risk until your new acquisition is in the business day one. Research suggests that the cost of attrition is equal to one and a half times the departing employee’s salary. As you can see, there are many factors to consider when recruiting new people into your business and this detracts from the service that can be provided to both internal and external customers whilst also costing a significant figure, not to mention the intangible cost of the effects of lowered employee morale and motivation, which can happen when you lose key players. So, why do people leave their jobs? In a recent survey conducted by Dudley Child Executive Recruitment Ltd on 100 senior/mid managers, the following reasons were cited for leaving their job. Redundancy – 58% Career Progression – 19% Instability in job function – 12% Not being challenged – 7% Compromise agreement – 4% Clearly we are in the midst of recession and the key drivers for most individuals are now reaching the lower end of the Maslow scales and are centred around their basic needs and security. However it is clear to see that even in uncertain times there are a number of individuals that would leave their current organisations either because it is not giving them what they want or because of friction amongst peers and superiors. Ina recent article written by Paul Quinn and Alison Aprhys of Quitessential Marketing Consultancy, there were 10 indicators for people quitting their job. A majority of these were aligned to poor management; however a number of reasons cited included factors such as lack of empowerment, lack of challenge and change in employee’s personal situation. So how can the recruitment process start to identify these issues? When recruiting you must consider a number of factors that are not typically linked to recruitment, it is important to take into account your entire organisation and how the incoming individual will interact with all the functions, customers and management. One of the key elements of any interview process should be investigation into motivations and aspirations. This can tell a potential employer a vast amount about how the individual thinks, how they will function in their business, their key values, how they will interact with peers and customers and most importantly will act as an indicator to the longevity of employment in the business. For example, if an individual has aspirations to move up quickly through the ranks in your organisation but the business corporate objectives do not facilitate such dynamic career progression there is a good chance that that individual will leave once they reach their ‘comfort zone’. Another example to illustrate the point is an individual that is motivated by money will not stay in a position long that offers no overtime, bonus or commission. The key to making assessment in investigating these areas is aligning an individual to the short, mid and long terms goals and objectives. Make sure you take the long term view as well as considering the short term benefits of having that person in place. This may seem like a basic part of your recruitment process but these mistakes are rife. You must also consider an individuals current and historic personal situation. Do they commit to long term aspects of their life i.e. mortgages, marriage, children etc. Do they make regular moves either in home or job? Do they manage their personal life effectively? Have they successfully completed courses or assignments that they undertook? What other responsibilities do they have in life? All the above factors should assist you in building a profile of how that individual thinks and behaves and should give you an expectation of how long they will stay with you and your organisation. Clearly the above factors are taken into consideration when recruiting; the recruiting manager must also then manage the individual effectively, which in theory is relatively straight forward. Understanding your people and communicating effectively should be seen as being the key to successful staff retention after that point, which is easier said than done. View Similar Articles Executive Recruitment Articles: Why use an Executive Search Agency? 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(/career-advice/executive-recruitment-what-is-an-executive-search-f.htm) Fri, 27 Feb 2009 11:57:06 +0100 http://www.dudleychild.co.uk/career-advice/what-makes-a-good-executive-headhunter.htm A good executive headhunter will add considerable value to the process of hiring a candidate for a senior position, saving recruiting organisations time, money and stress. In many cases the appointment of an executive search firm is the most effective method of ensuring that the best possible candidate on the market at that specific moment in time is identified and ultimately hired. An executive headhunter will carry out all of the key tasks that make up a full recruitment process including advertising, networking and headhunting to identify candidates, before moving onto CV screening and face to face interviewing. A critical step to this process is an effective client brief which gives the executive headhunter a thorough understanding of the organisation, its culture, its long term objectives and a full job brief. Done correctly, this process will give the executive headhunter the information required to ensure that the opportunity is articulated as effectively and as concisely as possible to potential candidates, thus achieving maximum impact. To capture candidate’s attention and create interest from suitable candidates, this part of the process should not be overlooked. Following initial meetings, the executive headhunter will provide a shortlist of appropriate candidates along with a candidate report highlighting how each individual matches the original brief. Dudley Child’s team of executive headhunters are ideally placed to provide full search and selection services to organisations aligned to the manufacturing and engineering industry. To find out more about our process, please contact one of our dedicated consultants who will be happy to give you an overview of our services with no obligation. To contact is please call 0113 246 8882 or email us at info@dudleychild.co.uk (mailto:info@dudleychild.co.uk) View Similar Articles Is there a difference between Executive Recruitment companies and Recruitment Agencies? Approaching an Executive Recruitment Consultant What makes a Good Executive Headhunter? Manufacturing Jobs and the appointment of an Executive Recruitment Partner Executive Recruitment: What is an Executive Search Firm? Thu, 05 Feb 2009 21:24:49 +0100 http://www.dudleychild.co.uk/career-advice/manufacturing-articles-how-to-get-the-best-from-your-executive-search-ag.htm If you are a Manufacturing or Engineering business and have decided to retain the services of an Executive Recruitment partner in order to help your locate and recruit a key individual into your company, you are possibly asking yourself “which recruitment company do I choose?” With the UK Recruitment Market estimated to be worth in excess of £23billion annually, with a myriad of recruitment companies offering what at first glance looks like exactly the same service, it is sometimes difficult to know which company to opt for. Selecting an appropriate Executive Recruitment company to run your project is in itself a critical decision and getting it right can make the difference between having a thorough, professionally run campaign or a badly coordinated campaign with your organisation being unprofessionally represented. Therefore before you choose a recruitment company there are a number of recommend steps that you should take. Steps to selecting an appropriate recruitment company The first step would be to get a few recommendations from people who have utilised the services of sector specific head-hunters who operate within the Manufacturing and Engineering market. Working with a recruiter that specialises in the placement of manufacturing and engineering jobs, who has a good understanding of the nuances within the sector is vital, otherwise how would they able to benchmark the abilities of a candidate? It is also worth considering speaking to people who have experienced manufacturing and engineering recruiters as a candidate, and asking questions such as: How professional was the company? What was the communication like? How did they represent their client? Did they demonstrate a thorough understanding of engineering and manufacturing? Would you class them as experts in manufacturing and engineering recruitment? Once a number of possible manufacturing and engineering recruitment companies have been identified, the next important step is to have initial conversations. Like any project, the compatibility of the project team is critical and by having a short discussion you should get a feel as to whether you could work with these businesses or not. Following these calls you now should have two or three potential recruiters who you should then meet face to face. Within these face to face meetings it would be advisable to give the recruiters an insight into your organisation and the role you are looking to fill before then asking the recruiters up front as to how they would run the assignment and fill the job. Typically in these meetings, organisations will often spend time discussing the technical aspects of the role, the desired skill sets, the desired knowledge base of prospective candidates and their qualifications. However, in order to get the best out of your recruiter, there is other important information that you will need to pass on. Information to pass on during your meetings with executive recruiters Firstly you should give the recruiter an overview of your organisation, tell them the company life story, where you have come from, where you are looking to achieve, what your business strategy is. Then you should look at how you are going to achieve this, through what means, what are your tactics. Then you should consider the objectives, when you are looking to hit certain milestones, when will you get there and how these milestones will be measured. Furthermore it is worth discussing your company’s succession plans, what are the limitations of the other people within your senior management team, what are the strengths. As part of the brief it is also important to highlight the development and training that will offered to the successful candidate, what guidance and direction will they get, if this direction will be given by you, other internal resources or will this training be outsourced to third party providers. By spending time discussing the above, you will yourself develop the “recruitment policy” for this appointment. The recruitment policy which is typically made up of 3 key areas: Motivations/ Aspirations of the individual, the desired skills and desired qualifications are what the recruiter will need to be armed with in order to run the project successfully. The key areas to cover in the brief What your organisation does, its turnover, number of employees, hierarchical structure. The history of the business. An overview of your competitors. Your organisation goals/ business strategy. Your company’s business tactics i.e. how your organisation is to achieve the company goals. The business objectives, when milestones will be reached, how they will be measured. Your internal succession plan. The job description. The person specification The timescales you have set for your recruitment, the candidate start date. Questions to ask the recruiters following the brief At this meeting, make sure you also ask the agency about their own business – how long has it been operating? How much experience do the consultants have within the manufacturing and engineering sector? What areas within the industrial recruitment market do they particularly specialise in? What recruitment process will they adopt? Can they recruit online as well as by traditional means? What are their charges? What are their success rates on retained assignments? How do they interview, do they use competency based interviewing techniques? What media will they advertise in? Do they know which media gives the best results when seeking manufacturing and engineering candidates? Which job boards give best value for money? Is this an assignment for traditional media? All of these questions will help to form an opinion as to whether this agency will be a good one to work with. See if you can get some references or case studies on similar projects they have completed in the past. It might also be appropriate to introduce the recruiter to other key stakeholders in this hire, individuals who will have a decision as to which candidate you opt for as these people might have slight variations on what they feel are important considerations. Use this meeting as an interview; look at how the consultant questions you about your business as a guide to whether or not you think they can get the relevant information out of prospective candidates. Once you have seen several executive search agencies, set out the pros and cons of each, taking into account how you interacted with the consultants as well as the bare facts about their business. If you feel like you’ve established the beginnings of a good relationship and their business has taken the time to understand yours, and has all the things in place to provide a good recruitment service, then you’re likely to get what you want from them. Lastly, once you have chosen your recruiter it is important to lay out the rules of engagement. What is the project plan, what timescales are you working to, how the communication shall be carried out. This process itself will take time; however it is certainly a valuable step when looking to recruit a key individual who will have a huge impact on your business. To find out more about Dudley Child Executive Recruitment Ltd, and how we can help with your manufacturing and engineering recruitment needs, please contact us on 0113 246 8882 or by email info@dudleychild.co.uk (mailto:info@dudleychild.co.uk) View Similar Articles Is there a difference between Executive Recruitment companies and Recruitment Agencies? Approaching an Executive Recruitment Consultant What makes a Good Executive Headhunter? Manufacturing Jobs and the appointment of an Executive Recruitment Partner Executive Recruitment: What is an Executive Search Firm? Mon, 08 Dec 2008 23:30:57 +0100 http://www.dudleychild.co.uk/career-advice/looking-for-jobs-in-manufacturing-how-to-select-the-best-executive-recruitment-partner-for.htm For those with little experience of today’s recruitment market within the manufacturing and engineering industry, it can often be a daunting task to understand the best way of securing an appropriate technical engineering job, senior management position or an executive appointment. Often, new job seekers become overwhelmed by the sheer volume of manufacturing jobs advertised on online recruitment sites such as Monster, Total, Jobs, Hotonline, Planet Recruit, Jimfinder, Just Engineers, Executives on the Web and Jobsite. Furthermore, individuals seeking manufacturing jobs, often become disheartened when they receive very few responses to a high volume of applications made. For those that are new onto the market, there are a few things that should be considered, probably the main one being “which is the best executive recruitment company to partner with?” In order to supplement your own job applications, it is advisable to partner with one or a select few Executive Recruitment Companies who genuinely specialise in Manufacturing and Engineering vacancies as opposed to working with a generalist. Often the most valuable process undertaken by the executive recruitment consultant will be to spend time understanding your individual needs, your key skill sets and your career aspirations, and then work alongside you to generate a profile of clients which they can then make direct contact with. The consultants understanding of the manufacturing and engineering industry is a vital factor in this process as this knowledge can save a lot of time in securing your next job. A good understanding of the cultures that exist in certain types of manufacturing environments, a knowledge of which skills would be of interest to certain businesses, an understanding of the key drivers that exist within specific sectors can only add value to the candidates job hunt, as this will ensure that well matched manufacturing vacancies are presented to the candidate in a timely manner. Further considerations when looking for a job in manufacturing As mentioned above, it is recommendable that you choose a recruitment consultant who focuses purely on working with people in industry to fill manufacturing and engineering jobs. It is also advisable to consider and question further what area of expertise your ideal consultant would have. Would they specialise in aerospace jobs (index.php?option=com_content task=view id=213 Itemid=130), automotive jobs (index.php?option=com_content task=view id=214 Itemid=130), jobs in defence (index.php?option=com_content task=view id=222 Itemid=130), jobs in the process industry (index.php?option=com_content task=view id=217 Itemid=130), jobs in design (index.php?option=com_content task=view id=257 Itemid=134), capital equipment jobs (index.php?option=com_content task=view id=223 Itemid=130); obviously the list is endless. Once you have considered this, it is worthwhile considering what level of job you are focussing on i.e. is would your ideal consultant specialise in technical engineering vacancies, management jobs, senior management jobs, director level appointments or executive appointments. Obviously what we are doing here is coming up with the “best fit” for you, the ideal company for you to partner with. At this stage it is worthwhile investing some time in speaking with few people in your own network, looking through recruitment websites to get a feel of what certain companies can offer before picking up the telephone and speaking with the recruitment consultants direct. At this stage it is worthwhile asking the consultant you speak with the questions that will help determine how close the recruitment consultancy is to your “ideal recruitment partner.” Once you have shortlisted 3 or 4 specialist manufacturing and engineering recruitment companies, it would be advisable for you to meet with the company’s consultants face to face to understand them more and to ensure that you have fully demonstrated your key achievements, your aspirations and the key factors you are looking for in your new job. This information will ensure that they work with all the facts required for them to do their job effectively. With one or two quality recruitment companies working on your behalf, at the right level, in the correct areas of the market, this should ensure that your exposure is maximised and that you get the correct volume and quality of manufacturing and engineering vacancies to consider. If this thorough process is followed thoroughly, then when combined with other means of flagging up opportunities such as direct applications through the newspapers and internet, then it should ensure that no stone is left unturned and the process is as seamless as possible. For more information on Dudley Child Executive Recruitments areas of expertise then please call us on Wed, 26 Nov 2008 08:49:51 +0100 http://www.dudleychild.co.uk/career-advice/manufacturing-jobs-and-the-appointment-of-an-executive-recruitment-par.htm Dudley Child Executive Recruitment Ltd is a boutique business providing recruitment solutions and executive search and selection services to the international manufacturing and engineering markets. We aim to provide a tailored recruitment service that is open, honest and professional and one that will put the needs of our client’s business before that of Dudley Child Ltd. All consultants pride themselves on their expert knowledge of the engineering and manufacturing marketplace, and are appreciative of the nuances within their specific vacancies. Engineering and Manufacturing Job Vacancies - The Current Market Trends The current economic climate is affecting most vertical business markets, which in turn is impacting on who and how businesses look to fill their manufacturing and engineering jobs. In order for any business to recruit successfully in these changing markets, they need to understand the current trends and tailor their recruitment processes accordingly. Dudley Child Ltd is acutely aware of these current changes and can therefore provide the level of service required to suit the current recruitment, manufacturing and engineering markets. Due to the economic uncertainty surrounding many markets, personal circumstance and the resulting behavioural changes, we are seeing a shift in the way we need to recruit for manufacturing and engineering job vacancies. This brings with it an even greater need to employ a thorough and robust recruitment solution. Dudley Childs Methods of Operation when working on Engineering and Manufacturing Job Vacancies Dudley Child Executive Recruitment Ltd has a strategy of identifying the best method of operating whilst keeping the interest of the client’s business at the forefront of the process. Dudley Child Ltd is capable of conducting full search and selection campaigns for senior level hires, normally on a retained basis, whilst also offering recruitment solutions on a contingent basis for manufacturing and engineering job vacancies. To meet your engineering and manufacturing job vacancy requirements, Dudley Child Ltd will recommend a strategy with best-fit and that will allow a level of comfort for our client's businesses. Regardless of what type of campaign we adopt on your behalf, we aim to meet with all candidates in the process and will always advise you on when we have not. Added Value Recruitment Services When retained we can provide a number of added value services to ensure that the recruitment campaign is as thorough and professional as possible. These include: Candidate Profiles - In addition to a standard CV, you can also benefit from a candidate profile which details interview notes in relation to the selection criteria. Project Planners - If required we can provide project planners to give full visibility of what will happen and when, allowing you to organise your diary more effectively. Interview Guidance - Recruitment is our core competence and we recognise that some businesses will only recruit key appointments periodically. For this occasion, we will provide guidance on interview style and competency based questioning and techniques. Interview Representation - Experience tells us that some clients reap the benefit from having a recruitment professional on site for either first or second stage interview. Salary Benchmarking - Whether recruiting a job function for the first time or are wanting an industry comparison we can provide common salary bandings in the market. This will ensure you remain competitive, both in managing your overheads and staff retention. Differentials Dudley Child Ltd operates a quality culture, our consultant KPI’s and reward structures are aligned to the interest of your business. We offer free replacement guarantees on all recruitment exercises. We offer free web advertising incorporated into the cost of the recruitment. We have genuinely experienced consultants and our extensive internal training programme ensures that all consultants ‘know the market’ before recruiting for a client. We do not believe in hard selling and provide consultancy using our industry knowledge. Conclusion Dudley Child Executive Recruitment Ltd is passionate about recruitment and passionate about manufacturing and engineering. We operate in an honest and open culture that values integrity. We try to ensure that your time in the process is utilised as efficiently as possible. We are not looking for quick wins, instead we want to develop long term relationships that deliver genuine value over time. We understand that our clients are exactly that, clients, therefore we will consult. With our knowledge of the industrial marketplace and your business, together with your knowledge of your market and your business, we will bring about the best result possible. View Similar Articles info@dudleychild.co.uk (mailto:info@dudleychild.co.uk) Fri, 21 Nov 2008 20:57:44 +0100 http://www.dudleychild.co.uk/career-advice/jobs-in-manufacturing-executive-recruitment-and-the-impact-of-web-technol.htm A myriad of technology is now available to Executive Recruitment Organisations to help store, locate and identify high calibre candidates for their client’s recruitment projects. Sophisticated recruitment specific databases and web search technology helps the executive recruitment consultant to speed up the initial phases of the search and take the legwork out of exercises such as qualifying qualifications and experience gained within specific industries. The question then is, do executives who are looking for new opportunities within the Manufacturing and Engineering marketplace take these new developments into consideration when putting together their CV? Traditionally, your CV is a list of the things you have achieved in your career to date. It shows a list of your qualifications, your roles and responsibilities along with your main achievements. As web technology has impacted upon the volume of responses being generated to each executive and senior management vacancy, and the way these applications are “pre-screened,” is important to consider the content of your CV further. “Peppering” your CV with phrases or words that that might be searched for in Boolean driven screening mechanisms should now be a norm when writing your CV. It might be obvious to people from within your industry sector for example, what your company manufactures, what the client base is, what manufacturing process you use, what engineering technology you employ on site, what lean manufacturing tools you use- six sigma, kaizan, kanban, poka yoke, OEE, takt time, 5S, agile manufacturing, SMED, TPM, JIT, OTIF etc, but in order for your CV to be highlighted by the tools mentioned above, it is important that this information is present within your CV. As part of our service offering to the candidates we work with, we can discuss ways of making your CV more visible and searchable on the web. For further information please call Dudley Child Executive Recruitment Ltd, the Manufacturing and Engineering recruitment specialists, on 0113 246 8882. View Similar Articles Is there a difference between Executive Recruitment companies and Recruitment Agencies? Approaching an Executive Recruitment Consultant What makes a Good Executive Headhunter? Manufacturing Jobs and the appointment of an Executive Recruitment Partner Executive Recruitment: What is an Executive Search Firm? Fri, 07 Nov 2008 08:54:58 +0100 http://www.dudleychild.co.uk/career-advice/executive-recruitment-what-is-an-executive-search-f.htm An executive search organisation typically specialises in locating and providing high calibre candidates with specific skills for companies who have a business critical recruitment requirement. An executive search company works firstly by researching specific market sectors in order to locate people who have the appropriate skills to transfer into your company. This particular approach will highlight a number of individuals who might not be currently looking for a new job, but who might be interested in the opportunity once it has been presented in a thorough and professional manner. Executive search is often conducted alongside other ways of locating suitable candidates such as advertising and networking through a database of candidates who again might have suitable skills. Only when all of the above processes are employed on a particular search campaign can you be assured that you are selecting from the best possible candidates the market has to offer at that moment in time. Executive Search is particularly valuable when looking to attract “industry high flyers” for senior or executive positions. It will be of benefit when current recruitment practices are not reaching the right audience, or you don’t personally have time, resource or network needed to generate a big enough pool of candidates to take forward into the recruitment process. Executive search can also be a cost effective solution, the cost of getting a hire wrong is often more expensive than paying a recruitment fee, that compounded with having a position vacant means it can be an inordinate amount to get recruitment wrong. At Dudley Child Executive Recruitment Ltd we have consultants with many years of experience in recruiting at senior level and have consequently developed a large network of senior candidates within the Manufacturing and Engineering market that allows us to target the people that will be right for your business. To find out more about Dudley Child's executive search capabilities, please call or email us now: 0113 246 8882, info@dudleychild.co.uk (mailto:info@dudleychild.co.uk). View Similar Articles Is there a difference between Executive Recruitment companies and Recruitment Agencies? Approaching an Executive Recruitment Consultant What makes a Good Executive Headhunter? Manufacturing Jobs and the appointment of an Executive Recruitment Partner Executive Recruitment: What is an Executive Search Firm? Sat, 01 Nov 2008 18:59:53 +0100