VANRATH are delighted to be assisting a prestigious Food based FMCG Manufacturing Company in NI and Ireland with the recruitment of a Operations Supervisor. This is a prestigious organisation and the successful individual will reap the rewards of a company that is thriving and places immense value on their staff.
Monday - Friday - Role is based in Ballymena
This is a Permanent position.
£25,000 - £30,000 + Fantastic Benefits Package & Progression Opportunities in at a growing site
As a member of the Operations team, the Operations Team Lead will have full responsibility for managing production operations and staff within the area of responsibility to achieve the performance targets set by the Production Manager.
The Ideal Person:
Experience at a similar level within a FMCG / manufacturing / production environment.
- Excellent communication skills, ability to liaise with varying stakeholders at all levels, both internal and external.
- Problem Solving Skills
- Organisational skills and the ability to multi-task
For further information on this vacancy please apply via the link below or contact Jack Groves for a confidential discussion via Vanrath.
Our recruitment consultants spend a lot of time speaking on the phone and meeting with people face-to-face each day. Recruitment consultants act as a liaison between employer and prospective employee, trying to negotiate a mutually-beneficial agreement for all parties. As candidates and HR personnel have busy professional and social lives, this can sometimes be challenging and frustrating for recruiters, but it is important for many reasons, including:
- Relationship building - ensuring that each party is satisfied with the service being provided
- Candidate referrals - referrals are a great way to get in touch with talented candidates who are similar to those that they already know and trust
- Networking - the more candidates and clients that they speak to, the broader their network and the greater their ability to connect with experienced talent
- Sharing information - having an open line of communication with all parties and ensuring that everyone is on the same page
Keeping in regular contact with candidate and client networks after a placement is also good practice for all involved. Taking an interest in a candidate's career allows the recruiter to keep a look out for roles that will suit them when they make their next career move. This is helpful to contractors who are regularly looking for new postings, and for candidates in a time of need i.e. redundancies. Similarly, keeping up a rapport with clients will keep recruitment consultants in tune with their hiring needs, allowing them to continuously meet their requirements and deliver results quickly.The best of our recruitment consultants have exceptional questioning skills. This does not mean interrogating the candidate or client on the other end of the phone. Rather it is about asking the right questions that will enable the recruiter to fully understand their needs and motivations. This is crucial as without the right information, candidates will be placed in unsuitable roles. This can only result in higher short-term turnover and a significant breakdown in trust between recruiter and candidate/client. If they do not believe that the recruiter is concerned with their best interests or willing to fulfil their needs, the relationship will suffer.
Asking the right questions will help to ensure a technical and cultural fit. A high percentage of employers value candidates who will complement the existing workforce over the best technical skillset. Similarly, candidates are more committed and motivated when they identify with their company. For example, at Proclinical, our consultants ask candidates questions about their ideal company culture, pay and benefits, preferred location and willingness to relocate to ensure that the company will meet their personal needs. Not knowing these important details from the outset can cause difficulties and delays further down the recruitment process.
The process of gathering information is also very useful for when recruiters are trying to manage expectations. This involves things like giving clients a realistic time to hire, briefing candidates on what to expect from the recruitment/interview process and handling notice periods.