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 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.

Davies & Robson have 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:

• The extensive Davies & Robson network in the logistics industry 
• Pro-active head hunting and search activity
• The extensive Davies & Robson recruitment database
• Internet Advertising – Sourced at competitive rates
• Internet CV database research – access to major CV internet database services

Assessment is a key area where our experience and expertise 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 Screening – The 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. Key also is an assessment of the suitability of their character to the nature of the role and the ethos of the client company.

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 and other senior positions for clients such as Waitrose, Aggreko, B&Q, easyJet, Halfords, Lafarge, Maersk, Waitrose, Dunbia, Samworth Bros and Skanem.

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).

Davies & Robson use the widely endorsed and reputable McQuaig System™ for on-line candidate assessments. These tests provide a reliable psychometric assessment of a candidate’s key characteristics and measure a candidate’s verbal and numerical reasoning competencies. Once assessed the key traits identified 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.

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. 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 new recruit.