Capability

Briefing, Candidate Sourcing, Candidate Assessment and Completion.

Briefing

Our in depth knowledge of the sector enables us to determine where, in the industry, the experience sought is most likely to be found, and to accurately establish the salary required to attract a high calibre of candidate. This level of understanding ensures that time and money are most effectively directed into the most appropriate candidate sourcing methods for a specific role, company and location.

Candidate Sourcing

Davies & Robson has access to a wide and comprehensive range of candidate sourcing methods including dedicated in-house advertising. Different roles require different methods of sourcing candidates. Examples of methods used to find and attract the best calibre and most suited candidates for a given role include:

Candidate Assessment

Once the candidates are sourced, assessment is the key area where our experience proves invaluable. Davies & Robson’s combination of in-house logistics operational and recruitment experience ensures that we only select those candidates who match the brief and meet our assessment of the role’s corporate and local environment.

CV Reviewing

The first line of assessment is conducted by one of our experienced supply chain recruiters who is tasked with ensuring that those submitted for an in-house interview have the relevant experience to warrant being considered further for the role.

Interview

Thorough interviews conducted by experienced professionals (see below) designed to accurately assess the candidate’s experience and previous responsibilities. Assessing the suitability of this experience and their character to the nature of the role and the ethos of the client company.

(An interview only service is available to clients with a candidate sourcing capability, but limited in-house supply chain expertise.)

Interviewers

John Cashmore – John heads Davies & Robson’s Recruitment Division and has over 10 years experience of providing recruitment services for supply chain management and executive positions in a broad range of industry sectors, including being retained to recruit operational board roles for FTSE clients.

Brian Templar – Brian has a wealth of operational logistics and in-house recruitment experience gained in senior executive roles in the logistics industry including Lex (Managing Director-Systemline), Federal Express (Group Managing Director – European Logistics Division), DHL Exel – (Development Director – Downard Pickfords) , Christian Salvesen (Managing Director – Swift Transport), Iveco Ford (Managing Director – Contract Hire & Leasing Division) and Dart Group (Non Executive Director).

Psychometric Assessment

Davies & Robson use the widely endorsed and reputable McQuaig System™ to provide a reliable and cost effective psychometric assessment of candidates’ key characteristics. Once assessed their key traits can be directly compared to a predetermined evaluation of the requirements of the job. This approach is invaluable in providing extra credence to certain aspects of an application and in establishing areas that may require further discussion.

Completion

This is the most crucial and often neglected part of the recruitment process. In conjunction with the client we ensure that the successful candidate is assisted and supported through each step of the process of changing jobs; One of life’s big altering events. Simple measures can send powerful signals to someone who is unlikely to know you well at this stage: Contracts that arrive on time, invitations to company events during the candidate’s pre-joining period and advance details of an itinerary for the first day are all examples of small gestures that can have a huge impact either way on a recruit, who once their notice has been handed in, is at the mercy of the wider recruitment market.