Recruiting for the best logistics professionals can be not only time-consuming but also extremely costly if the wrong person is selected for the position. This cost is not purely down to the re-hiring process, but can reflect on damage to customer relations or the negative affect of a miss-fit with co-workers and a lowering of staff morale.
When carrying out in-depth screening of potential candidates for a logistics role, Bis Henderson recruitment consultants are very aware of the need to look beyond the C.V. It’s common for applicants to exaggerate the level of aptitude and experience, but this becomes an even greater issue if the C.V contains a fabricated and deceptive work history.
There should be no short cuts in the verification process.
Employers may feel pressured into making a quick decision if there is an urgent need to fill a vacancy at short notice. This can often be avoided if the logistics recruitment team are brought on board to pre-plan with the client for any gaps which may arise ahead, including staff retirement or interim management positions.
Following a comprehensive review of desired skill-sets and personality profile for the role, candidates registered on the Bis Henderson Recruitment talent pool can be approached when the time is right. Qualifications will be substantiated and initial screening carried out before applicants are short-listed for interview by the client, avoiding any unnecessary delays.
The key to Candidate Q&A
Getting the assessment right in a face-to-face interview depends greatly not only on asking the right questions, but also in the analysis of the answers. A candidate who is highly critical of their previous or current employer may be equally as derogatory of future employers, which is potentially a damaging trait. Weak response during the interview suggests they may lack communication skills essential to the supply chain and logistics operation.
Candidates will of course be anxious to show the best version of themselves. Bis Henderson recruiters will support the client throughout the interviewing programme, helping to evaluate career goals, attitude and behaviour that will ensure the right person is engaged and retained in the long-term.