FMCG recruitment services

FMCG RECRUITMENT

ABOUT US

COREcruitment have always had a presence within the FMCG industry and, as the demand for top candidates has increased we have expanded the team to include specialistconsultants.

Our consultants have been working in recruitment for several years, working with some of the big players as well as new startups looking for outstanding candidates to help grow their business. These clients range from businesses of all sizes in the FMCG food &drinksmarkets.

This is an exciting time for us as there are more and more clients looking to expand outside of the UK. With our consultants global experience we are able to source candidates and arrangerecruitmenteventsworldwide.

Now in our 15th year, we are very proud to have worked with a multitude of different and flourishing businesses. In that time we have been able to develop an understanding across all sectors whilst building strong relationships in both proactiveandreactiveclimates.

+442077902666

corecruitment.com

OUR TEAM

MIKEY CRUMP

Mikey is a passionate, driven, and dedicated consultant with over 10 years recruitment experience.

With an excellent track record in recruiting specialist workforce across various sectors, Mikey oversees the recruitment process guaranteeing a smooth transition from start to finish and ensuring a successful outcome for both candidates and clients alike.

Mikey heads up our FMCG & Supply Chain team here at CORE and personally specialises in all Sales, Procurement, Supply Chain & Logistics roles from midmanagement to executive levels.

MARK GIRDLESTONE

After 12 years working in Hospitality across multiple sectors, Mark headed into the world of recruitment. Having recruited across all levels within the bar and restaurant world, it seemed like the perfect fit for him to launch our FMCGDrinks desk. Previously, Mark worked alongside and in collaboration with a number of drinks businesses, so he has a broad knowledge around the sector.

The FMCG-Drinks desk offers recruitment in all categories – beer, wine, spirits and softs.

The roles we recruit for includes Junior Sales right through to Director level. We also offer recruitment within procurement and supply chain, along with branding and marketing roles.

For Mark, culture is the biggest drive with experience – along with being an extension of the recruiting business to achieve the best results.

OUR SPECIALITY

SUPPLYCHAIN&LOGISTICS

Without a smooth supply chain andlogisticsfunction,thereisno ‘fast’ in ‘fast moving consumer goods’. We know that in this sector you need candidates with relevant experience, a work history that shows consistency and longevity and the essential management skills to operate in a high-pressured environment. We’re ableto source across the supply chain board for drivers, warehouse operatives, supply chain management and procurementspecialists.

NDP & TECHNICAL SALES

Making the right hire is time andmoneytoyourbusiness,and this is especially true of your sales team. They are the lifeblood of yourbusiness and the face of your company. That is why we specialise in recruiting the highest calibre of sales specialists and have access to a talent pool full of Field Sales Agents, Key Account Managers, National Account Managers, Regional Account Managers and CommercialDirectors.

In the manufacturing of new products food safety is paramount. Whether it’s necessary to audit external kitchens, ensure quality is kept at a premium, or develop new and exciting items, CORE can helpyoufindtherightpersonfor thejob.Not only can we access numerousliveapplicants,butwe can also useour database to work across sectors to source former chefs that have moved into more technicalroles.

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REFERRALS

We have a target at COREcruitmentthat 40% of our placed candidates will come via referrals or recommendations – because goodpeople tend to know good people. We actively incentivise candidatestoputusintouchwith their friends, colleagues and contacts to find a higher number of ‘passive job seekers’.

ADVERTISING

While our existing database ofcandidates is our first port of call, we also place advertising on 23 specifically targeted, UK andinternational websites. We even write the adverts using the latest keyword and SEOinsightsavailable.All adverts are posted with a highlevelof confidentially.

We actively target candidates from competitor businesses. We useavarietyoftechniquesinour approachallwhilemaintainingthe strictestofconfidentiality.

RECRUITMENT PROCESS

THREE STAGE SCREENING PROCESS

The first stage of our process is an initial telephone interview. This is done so that we can find out more about the candidate’s experience, and what they are looking for in the next stage of their career. By having a non-vacancy specific chat, we are able to best match up candidates to roles that match for theirs and the clients benefit.

Upon identifying the candidate’s suitability we then conduct a second telephone interview which is more specific to the job at hand. During this interview not only do we present our client in the best possible light but we feel it is important to properly brief the candidates on the vacancy and company. It is important that we match this with the reality of the job role and the problems that the candidate might face.

If we find suitable candidates beyond this stage we then ask them to come into the office for a face to face interview. This process may seem exhaustive however; we believe this is necessary to get a complete feel of not only the candidate’s experience but their personality and work attitude.

INTERNET

Aswellasourexistingdatabase, we use a variety of websites foradvertising and CV databases - depending on location and specialism:

Total jobs, manager. co.uk, Careersbank.com, Caterer, The ladders, CV-Library, Monster, Simply sales jobs, Sales target, Career structure, FM Management, FMWorld Jobs online, My facilities management jobs, Reed, Supply Management.

International job boards: Asiacaterer.com, pnet.co.za, corecruitment.co.za, Recruitgulf, lodgestaff.com and craigslist.com,tonameafew.

OPEN DAYS

One of our popular methods of attracting candidates is organising Open Days. Essentially they are an opportunity for potential members of staff to visit your business at one of your locations, interact with your team to further our understandingofyourbusiness.

We also have the ability to use our in-house system of psychometric testing. We have found this especially useful as part of the recruitment process to doublecheck that a candidate has the appropriate ability levels to besuccessfulinarole.

CANDIDATE ATTRACTION

OUR NETWORK

Each consultant at COREcruitmenthasanichearea thattheyworkin,andwithinthis niche area they are part of many different networkgroups. Consultants use thesenetwork groupstotheiradvantage.

Consultants make a consciouseffort to attend any relevantnetworkingevents, sowhenwesaytheyknowthe industryinsideout-theyreally do!

Working within these niche areas also means consultants are constantly working on similar roles. Therefore, consultants know assoonastheyreceiveavacancy whois available, who would be suitable and who may have a referral.

Some of our top candidates are known as ‘passive candidates’ which means they are not activelylooking but we alwayskeepaneyeout for them and contact them ifanysuitable rolescomeup.

WE ARE GLOBAL

We have a far-reaching global presence. With offices in 8 countriesworld-wideincluding:the UK,theNetherlands,France,South Africa, Canada and the USA. We have access to the candidates otherssimplycannotreach.

TECHNICAL ABILITY

We can screen and reference technical ability. It will exclude 99.9% of the populationfrommostroles.We will then look at multiple sectorsandmarketstoidentify top performing companies withsynergies with our client and willidentifytheindividuals responsiblefortheirsuccess.

• Requirements

• Timelines

• Futureplansandmission

• Ideaofcultureand understanding

• Approach–advertising/ selection/international.

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CULTURE FIT

• Howdothecandidates conductthemselves?

Whathasbeentheirmost successfulrelationships? Whatistheirperceivedv’s actualmanagementstyle?

• Doestheirstylematchthe businessanddoesithave to?

• Howwilltherelationships workataseniorlevelwithin thebusiness

MOTIVATION

Where possible, we build our methodology into the recruitment process. A four stage approach involving business planning as well as interviewing to test a candidatesmotivationforarole aswellastheirability.

PROCESS & METHODOLOGY

MARKET RESEARCH

We talk to previous seniormanagers in the team / otherinfluencers in the business. Then we research the company and its market perceptions. Then we create a candidate map to look at top companies and their people and aim to produce a list of 30names by the end of this stage (ideally with profiles and summaries of experience andachievements).

It is quite often the case that that multiple individuals are responsibleforthesuccessofa business. This stage is very much about speaking to the individuals concerned to identify the right people. We use a variety of techniques to make contact with these candidates which can range from identifying the networking events they attend to reference checking past team members. There is normally a route to engage themforaqualifyingcall.

SPONSORSHIP

We are very active in sponsoring upcoming events within the industry. This includes networking drinks, award dinners and fun social events.Wearealsooneofthe main sponsors of the Building FuturesGroupBoatParty.Asa team, we have a few charities that are close to us and therefore we have decided to support as much as possible such as atk, Springboard, The Food Chain, Hospitality Action, careUK...

HOW WE GET GOING

REGIONAL RECRUITERS

Another one of our bespoke candidate services is having a regionalrecruiter.Asweservicethe wholeoftheUKfromourLondon head office, we understand some candidates may not be able to come down to meet us. Therefore,wesendaconsultantup tovariouslocationsforadaywhere theymeetwithcandidatesinthat area.

TRADE SHOWS

Recently we have been exhibiting at industry specific tradeshows.Thisisnotonlyto reinforce our brand awareness withintheindustry,butalsoto be on hand to offer advice for clientsandcandidates.

AtCOREcruitmentwehaveverystrongonlineandsocialmediabranding,withacombinedfollowingof over220,000wecanintroduceyourbrandandservicestoanewaudienceofpotentialcandidates.

Wefocusoncommunicationchannelsthatattractlargenumbersofrelevantcandidates,whospread thebrandbywordofmouth.

We have also developed a comprehensive social strategy that includes the use of platforms like Facebook,LinkedIn,TwitterandInstagramtoengagethemembersofyourpotentialtalentpool.We havethetoolstoeffectivelyadvertiseandmarketlatestjobsthroughE-marketingandSocialMedia whichsuccessfullytargetsalargeproportionofdesirablecandidates.

In 2019 we were the fastest growing UK recruitment agency on LinkedIn

SALARY CHECKER 2024