Olivia Bagley

Automation is the future! 🚀 In my short time as a Recruitment Consultant at Matchtech, specialising in Controls & Automation, I've seen firsthand how advanced automation systems can transform manufacturing and engineering sectors. Companies investing in these technologies are not just keeping up with the times; they're setting themselves up for long-term success. Advanced automation systems bring a host of benefits to the table: ✅ Increased Efficiency: Automated systems can operate 24/7 without breaks, significantly boosting productivity. ✅ Cost Savings: While the initial investment might be high, the reduction in labour costs and increased output can lead to substantial savings over time. ✅ Improved Quality: Automation reduces human error, ensuring consistent and high-quality products. A recent study by the UK Manufacturing Review found that companies implementing advanced automation saw a 30% increase in production efficiency (UK Manufacturing Review, 2023). This is a game-changer for businesses looking to stay competitive in a fast-paced market. I'd love to hear your thoughts! How has automation impacted your business? Drop a comment below or get in touch with me at [email protected]. #recruitment #smartmancan #automation

3

2 Comments

As a Recruitment Consultant in the manufacturing and engineering sector, I've noticed a significant shift in demand for Control and PLC Engineers due to the rise of smart manufacturing. 🤖 Gone are the days of traditional manufacturing processes; the industry is now embracing automation, data exchange, and IoT technologies. This shift has created a surge in the need for skilled professionals who can design, implement, and maintain advanced control systems. With the integration of smart technologies, Control and PLC Engineers are now pivotal in ensuring efficient production, monitoring quality, and optimizing processes in real-time. 🔧 The demand for these specialists has never been higher, as companies seek individuals who can bridge the gap between hardware and software, enabling seamless operation of smart manufacturing systems. If you're looking to embark on a career in this dynamic field or if your company is seeking top talent for these roles, let's connect! 🚀 Drop me a message at [email protected] to explore opportunities in the constantly evolving world of smart manufacturing. #recruitment #smartmancan #manufacturing #engineering #smartManufacturing #UKIndustry

3

Tackling talent acquisition challenges in the competitive UK design, electronics, and manufacturing sector demands precision. A retained search offers a unique advantage by delving beyond usual talent pools to unearth candidates perfectly aligned with company culture. Eager to optimize your hiring process and boost retention rates? Drop a comment or reach out to explore effective recruitment strategies. Let's navigate this together! 🌟 #UKRecruitment #TalentAcquisition #EffectiveHiring

1

🌟 Retaining Top Talent in Electronic Manufacturing 🌟 In the fast-paced world of electronic manufacturing, keeping high-performing staff is more critical than ever. With the industry projected to grow by 6% annually in the UK, competition for skilled professionals is fierce. So, how can companies ensure they retain their top talent? Firstly, investing in continuous professional development is key. Offering opportunities for employees to upskill not only enhances their capabilities but also shows that the company values their growth. This could be through advanced training programmes, certifications, or even sponsoring higher education. When employees see a clear path for advancement, they are more likely to stay committed. Secondly, fostering a positive workplace culture cannot be overstated. Creating an environment where employees feel valued and heard can significantly impact retention rates. Regular feedback sessions, team-building activities, and recognising achievements can go a long way. Remember, a happy employee is a productive employee! 😊 Lastly, competitive compensation and benefits packages are essential. This doesn't just mean a good salary, but also includes health benefits, flexible working hours, and even mental health support. In a sector as demanding as electronic manufacturing, ensuring your staff feel supported in all aspects of their lives can make a substantial difference. #EmployeeRetention #ElectronicManufacturing #WorkplaceCulture

6

2 Comments

Friday feel-good.... Early Careers is a very broad area, and it's all too easy to just wear one hat 👒 , be that as a programme manager, recruiter, a line manager, or even a campus ambassador. At the very start however are the STUDENTS 👩‍🎓 👨‍🎓. Early engagement with schools, colleges and educators is really important. There will be an element of raising brand awareness, especially for employers that are unknown to students, but through engagement you can inform career choices, enable teachers and careers advisors. Much as most of us aren't able to teach, we cannot expect them to know about the ever changing world of work, so let's enable them to have meaningful conversations. You could do a mini workshop that demystifyies the application process (knowing to add in all the skills to an ATS, formatting a cover letter to hit key words, or what to expect at an assessment center), or delivering a few insight sessions or lego robot building workshops, you will get to upskill so many people. The options are endless. The post below has resulted in me having a fabulous information exchange with Rob Verdon at Reigate Grammar School, and I've pointed him to the great resources out there from teams like Bright Network, Pathway CTM, RateMyApprenticeship, Prospects.ac.uk, Aim A Little Higher and StudySmarter | Vaia. If you can also help, please do contact him directly. In the meantime, here's a link to some of Hays own resources. https://lnkd.in/eiNxbN-7 If you have challenges at any stage of your process then we can help. #HaysSolutions and Advisory can create a whole new approach, outsource the process for you, or just advise on best practice. DM me and let's talk!

15

1 Comment

Tackling talent acquisition challenges in the UK's competitive design, electronics, and manufacturing sector demands precision. Retained searches offer a bespoke solution, delving beyond traditional talent pools to find candidates in perfect harmony with your company ethos. Looking to optimise your hiring process and bolster retention rates? Let's discuss effective recruitment strategies. 💼🔍 Connect with me to kickstart this conversation or share your thoughts below! https://lnkd.in/eEY3Rgyp #UKRecruitment #TalentAcquisition #EffectiveHiring

3

1 Comment

🎯 Hiring Right in Manufacturing & Warehousing 🏭 Navigating the interview process in the UK's manufacturing and warehousing sectors can be a maze of challenges. But get it right, and you unlock a team that drives efficiency and growth. Here's how: 🔍 Precision is Key Start with a laser-focused job description. It's not just about listing duties; it's about painting a picture of the day-to-day realities. Be clear on the skills and experience needed, but also highlight the soft skills that can make or break a team. 🤝 People Over Process Remember, you're hiring humans, not robots. Even in industries driven by precision and order, the human element is irreplaceable. Build rapport, listen actively, and look for candidates who fit the company culture. 📊 Metrics Matter In our data-driven world, numbers speak volumes. Ask candidates about their track record. How have they improved processes or saved costs in the past? UK-specific examples are gold dust, showing they understand the local market and regulations. 🔄 Continuous Improvement The best candidates don't just work; they evolve. Look for a mindset of growth and adaptability. The manufacturing and warehousing landscapes are constantly changing, especially with Brexit shaking up supply chains. 🧠 Safety First Never compromise on safety. It's the backbone of the industry. Ensure candidates respect and understand the importance of health and safety regulations. It's not just about compliance; it's about caring for your team. 💡 Innovation Station The UK's manufacturing and warehousing sectors are ripe for innovation. Probe into how candidates have embraced new technologies or processes. Have they shown initiative in problem-solving or efficiency? 🚀 Launching Careers Remember, an interview is a two-way street. Sell the role. Talk about career progression, training opportunities, and how you invest in your employees. The best talent wants to know they're stepping into a role with a future. #ManufacturingUK #Warehousing #HiringTips Crafting a team that embodies these qualities can transform your operations. It's about finding the balance between skills and cultural fit, between experience and potential. Keep these tips in your toolbox, and you'll build a workforce that's not just capable, but exceptional. 🌟

2

🚩🚩🚩🚩PLEASE REVIEW MY PROFILE🚩🚩🚩🚩 Dominic Joyce had a really good post recently about the different types of recruiters and how to approach them on the job's market ( I can't find the post so feel free to link it ) ❤️And what really resonated with me , which is something I encounter multiple times a day is receiving messages from potential candidates saying ' Review my profile and see if you have any jobs that are suitable' 👀As inhouse recruiters we often manage multiple vacancies across various levels, functions and countries while also contributing to employer branding, recruitment marketing, and DE&I initiatives, we do a lot more than people think we do. ✅Everyone deserves to be heard, but sending these types of messages often results in them being ignored. Additionally, such inquiries are often too vague to be helpful. For companies operating globally, asking if there are any suitable roles without providing context—such as your location or desired role—lacks the specificity needed to assist you effectively. ✅If you send a message like this you will likely be directed to the company careers page. Remember, we are recruiters, not career coaches or counselors. We are dedicated to filling the roles we've been assigned and often don't have the capacity to offer personalized career guidance ( as much as we would love to ). It's not about being rude; we're managing numerous responsibilities. ✅If you want to make a connection, make a proactive effort to come to the conversation prepared. Research the company's job openings, tailor your application to specific roles, and approach the recruiter with clear, informed questions. This approach shows initiative and respect for their time, increasing your chances of making a meaningful connection. Also shout to Dominic Joyce for being the absolute GOAT with content like this.

32

3 Comments

Where are all the grads?! I have worked in grad recruitment for over 20 years… Although I do not personally recruit at this level anymore, a significant proportion of RULE’s turnover has come from this part of the market. In a downturn market where, fewer requirements exist at this level, you would expect to be inundated with candidates at this level. That is not the case. Finding good grads ATM is as hard as sourcing 360 billers. Why? There could be a few reasons, but this is what I believe… *London is too expensive on a recruitment base salary. Yes, we are in this for the comms but in a ‘normal’ market comms can come quickly. However, for the last 18 months or so, those big paydays are taking much longer to be realised (they will return)!   *Those students who had their studies interrupted by Covid are putting a pause on things to go travelling. Something they could not have done due to ‘Rona’!   *Those good candidates that do look at recruitment are being turned away. Lots of agencies have gone back to the days of selling against the sector. They want to ensure people are fully aware of what to expect and as a result are going in on candidates ‘too hard’. Good people still need to be encouraged to join any sector. *It is no secret you can earn good money in recruitment, but it does take time. Most sectors do to realise financial gains. Gen Z’s are used to having everything instantly. When I was a kid, Friday night at Blockbusters.. today, Netflix. Want shopping? Amazon next day. Information, I used a library (that’s right, I did not have access to the internet at school)- today the internet in your pocket. The time it takes to be rewarded is not quick enough for that generation.     If you want to discuss your graduate recruitment requirements, or chat about trends we are seeing, please get in touch, 07776 130665.

46

9 Comments

IR35 might seem complex, but it's essential to grasp its implications. Educate yourself and protect your contracting career! #IR35 #Contracting #KnowledgeIsPower

1

🎉 Great news! The petition has been approved! ✅ Here's the link: https://lnkd.in/exu55ePf So, by clicking the link, you'll be signing to ask for: ✅ Give our Engineering & Manufacturing industries a representative in Government. ✅ The UK's Engineering & Manufacturing industries urge the recruitment of a highly experienced, respected, and trusted professional to represent them to Government to fortify our sector, catalyse GDP growth, stimulate demand across industries, and strategically foster economic prosperity for all. ✅ Dedicated Engineering & Manufacturing industry representation within Government, both OEM & SME focused, would facilitate better communication between Government and Industry and ensure more effective, appropriate, and relevant policies on: Innovation, Technology, and R&D Education and Skills International Trade and Export Stimulating demand, Economic Growth, and Job Creation Sustainability, Green Manufacturing, and Regulatory Support Crisis Management and SME Supply Chain Resilience Let's make a difference together! 🚀 #Engineering #Manufacturing #GovernmentRepresentation

7

1 Comment

A tip for those who require sponsorship to work in the UK... A lot of recruiters out there work with clients who do not support sponsorship, although many companies do offer this, save yourself time and make them aware of this at the beginning of the call. Sometime's (more often than not), the need for sponsorship is not included in the CV and sometimes it can be presumed that you are freely able to work. Granted, it's the recruiters job to ask these questions, but by bringing this up right away.... 🎯 You will save yourself time 🎯 You will avoid disappointment 🎯 You will know right away if the role is suited to your situation 🎯 You will fast track the process of finding a role that suits you I once had a candidate who hid this from me until the offer stage, in which they wasted a 3 weeks of their life! A rule of thumb is that the larger the organisation, the higher the likelihood is that they can sponsor you. Don't give up, volume is key.

2

This is HUGE! Onward Search just released a new Digital Accessibility Salary Guide! Check it out to view the latest salary data, most in-demand roles, and a11y insights. https://bit.ly/4bmzCIv   #a11y #DigitalAccessibility #InclusiveDesign #AccessibilityMatters #SalaryGuide

7

The biggest mistake you can make is assuming something you think is a problem is actually a problem for your customer. This happens in recruitment a lot, especially when you see surveys from recruiters where the top issues are always salary or commute, which is often untrue and pushes an internal agenda/bias. Here are just some of the points my candidates have looked for during my interviews this week. - Improved brand - Lead a team - Better D&I policy - Less time in office - More time in the office/structure - More interesting work - The ability to take a step up in responsibility - Travel to events not just plan them - Faster-praced environment - Leave Sin Industries Funnily enough, money has always been the secondary point and actually becomes a problem if another point/requirement for instance, I have multiple candidates increase their salary expectations for an additional day a week in the office.

3

Why I think recruitment doesn't work: Nowhere near enough sector experts work in recruitment. I had a call last Friday from an engineering recruiter and this is how it went: They asked if I want to apply for a Senior Design Engineer role for an aerospace company near me. 'Ok, what will I be doing?' They then read off the job description what I'd be doing. 'What CAD system do they use and will there be any need to use FEA or CFD modelling tools too?' Silence on the phone followed by 'I don't know, can I get back to you?' Now, I could go on and list the further basic questions they couldn't answer, but you get the drift. At one point they mentioned the company do 'CNC making' 🙈 The irony is that this employer is on a huge recruitment drive and desperately needs engineers, but the people that are recruiting for them don't have a clue about engineering. It was a missed opportunity as they couldn't sell the opportunity or tell me about the employer in any kind of detail. Yet that phone call was supposed to result in me applying for the job!! Are you an engineer that had experience of strange phone calls like this? How did it make you feel about opportunity they were selling? I'd love to get your thoughts.

19

35 Comments

Introducing Our 8-Step Promise... At Cooper Lomaz Recruitment, we have introduced this service level agreement to further improve our recruitment service. Here's what our 8-Step Promise offers to all clients: 𝐎𝐮𝐫 𝟖-𝐒𝐭𝐞𝐩 𝐏𝐫𝐨𝐦𝐢𝐬𝐞 1. Connect Promptly: Contact the hiring manager within 2 hours of receiving the job descriptions 2. Start Shortlisting: Begin the shortlisting process within 24 hours of receiving the job 3. First Submissions: Submit at least two CVs within 48 hours after job qualification 4. Complete Submissions: Provide a total of four CVs within 96 hours 5. Interview Coordination: Organise and prepare candidates for the interview process as advised 6. Rapid Feedback: Deliver candidate feedback within 2 hours of the interview 7. Offer Management: Ensure a final decision on any offers within a maximum of 48 hours 8. Post-Placement Support: Offer support to both clients and candidates after placement. This SLA is our commitment to making the recruitment process efficient and effective. Learn more about how our 8-Step Promise can work for you: https://lnkd.in/ec6ka72d #fmcg #recruitment #engineering

7

Check out the latest roles I am recruiting for and click the link in the first comment to apply #Recruitment #Engineering #Systems #newjob

1

1 Comment