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Welcome to the UK's Leading Jobsite for Procurement Jobs, Logistics Jobs and Supply Chain Jobs since 2001.  There is Only One Leader for Procurement, Logistics & Supply Chain Job Advertising in the UK - That's Because We Offer Access to More Candidates Than All of Our Competitors Combined

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Operations Director - Alfa Travel
Head of Contract Management & Performance
Birmingham or London

Featured Jobs
Commercial Officer - Ministry of Defence

Production Controller - Initial 6 month FTC - Johnson Matthey
Brimsdown, London

Purchasing Manager - Johnson Matthey
Brimsdown or Royston
Operations Director - Alfa Travel

Head of Contract Management & Performance
Birmingham or London

Network Design Manager - Hermes
Commodity Buyer (m, f) - Bombardier

Production Controller
North Nottinghamshire

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The area of supply chain encompasses:


·         Forecasting / Planning

·         Purchasing / Procurement

·         Logistics

·         Operations

·         Inventory Management

·         Transport

·         Warehousing

·         Distribution

·         Customer Service

·         Supply Chain Management


SupplyChainRecruit.com – incorporating:

·         Jobs4Purchasing.com

·         Jobs4Logistics.com

·         Jobs4Warehousing.com

·         Jobs4SupplyChain.com


Advertises jobs and attracts candidates across this entire spectrum. The job board is structured in defined industry sectors to enable employers and recruiters to advertise jobs to specific sectors of the candidate audience. Jobs can be advertised by skill type, industry sector, career level, and location.


In addition to advertising jobs online we match new jobs through our registered candidate database and emails daily Job Alerts to many thousands of candidates every day of the week. Ensuring jobs reach relevant and motivated candidates.


Candidate applications are delivered directly to the advertiser.



Targeting and Attracting Candidates


The best advice that we can offer employers or recruiters seeking candidates to fill a particular vacancy is be clear about what you are looking for in the ideal candidate, and in your business overall. Of course everybody is open to new and stunning candidates that may take them by surprise from time to time, but you are far more likely to find the candidate that you seek if you have thought about the ideal person in terms of skills, experience, career level, locations etc. The more accurate your understanding of the ideal candidate that you seek, the easier it will be to target candidate groups that are likely to match your requirements and be motivated to apply.



Preparing Effective Job Ads


In contrast to the points made above (Targeting and Attracting Candidates), we would always recommend a taking a more general approach when preparing job ads on the internet. The starting point is to have a very clear understanding about the ideal candidate that you seek, but in preparing job ads you need to reflect the job searching methods and habits of your target audience.


It is very easy to exclude part of the target candidate audience just because they do not use exactly the same terminology as your industry sector or business.


Click here to download our article: Effective Internet Job Ads


You may also want to consider additional branding options that will encourage candidates to view your job opportunity. We offer a wide variety of branding opportunities from button and banners through to sponsorship of job search pages, targeted emails, profile pages, etc..


For further information telephone +44 (0) 845 130 1928 or email sales@supplychainrecruit.com



Assessing Potential Candidates


Assessing candidate’s ability to be successful in a specific role and organisation is a complex and critical process, and one that must be approached in a planned and methodical way.


Click here to download our article: Assessing Potential Employees



Follow Up With Applicants.


It is good practice to follow up with all applicants that respond to your applications. The only exception to this rule should be the odd occasion when candidates that are clearly inappropriate for a role proceed to apply, ignoring your clearly expressed requirements.


A best in class procedure would be to acknowledge the application when received, and then to communicate progress or decision in due course. At the very least candidates should be made aware of the time frame for your recruitment activities and that if they have not received further communication by the end of that period then to consider the application unsuccessful.


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Category Managers / Buyers
Network Design Manager - Hermes

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