Employ Exec is an internationally focused executive search and talent consultancy specialising in the Food & Drink Industry. We support businesses to make critical appointments, across multiple organisational functions. Our services can act as natural extensions to your direct hiring strategies and in-house teams. Find out more about our capabilities and expertise https://lnkd.in/eHb98dAr enquiries@employexec.com #Talent #ExecutiveSearch #Leadership #TalentLeadership
About us
Employ Exec is an internationally focused executive search and talent consultancy, specialising in Food and Drink industry sectors. Our flexible services act as extensions to direct hiring strategies & in-house recruitment teams. We’ve a proven track record in supporting business critical appointments across multiple organisational functions. Focusing on a variety of geographies we work extensively across developed and emerging markets across the globe. We’re proud to work with a diverse range of companies from multinationals to owner managed heritage brands. Some of the most common reasons why our clients turn to Employ Exec include - ✅ Spike in hiring demand causing lack of capacity/ bandwidth. ✅ Challenging discipline or geography needs forensic approach. ✅Need for discretion in a confidential search or research project. ✅ Need for market insights to support business decision making Get in touch at: 📧enquiries@employexec.com or 📞+44 (0) 1904 373 094 to discuss our tailored hiring solutions.
- Website
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www.employexec.com
External link for Employ Exec
- Industry
- Staffing and Recruiting
- Company size
- 11-50 employees
- Headquarters
- York
- Type
- Privately Held
- Founded
- 2020
- Specialties
- Recruitment, Executive Search, Talent Acquisition, Market Mapping, Recruitment Insight, Recruitment Research, Retained Search, Competitor Analysis, Talent Mapping, Headhunting, and Recruitment Projects
Locations
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Primary
York, YO1 8SU, GB
Employees at Employ Exec
Updates
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This one may divide opinion! Do we need to rethink the "PSL" ? #PSL #Suppliermanagement #EmployExec
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"Recruitment? That`s HR`s job" A common refrain from senior leaders I speak with. In my experience the most efficient hiring processes utilise both HR & Senior Leadership............................ #collaborativehiring #employexec
Embracing Shared Responsibility: 7 Benefits of Line Managers in effective recruiting
Employ Exec on LinkedIn
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Succession Planning is not an exact science. Why it pays to be ahead of the game............... #employexec #successionplanning #proactiverecruitment #talentplanning #talentmapping #talentpipeline
Succession Planning - 8 reasons it pays to be proactive and not reactive.......
Employ Exec on LinkedIn
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#Hiring We are delighted to be working with one of the world`s leading Aquaculture players, a business who are absolutely passionate about feeding the world in a healthy way through sustainable practices. Apply on the link below or send your cv and covering letter to enquiries@employexec.com https://lnkd.in/eSTKBmGf #Aquaculturejobs #Seafoodjobs #EmployExec #Sustainability #Operationspecialist #Logistics #Postsales #GermanFoodjobs #customerelationshipmanagement #Hamburgjobs
Commercial & Operations Specialist (Remote/Hamburg) - Global Seafood Industry - employexec
employexec.com
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FoodTech leaders often rule out external help when it comes to hiring. There can however be advantages of doing things the "traditional way" #FoodTech #FoodTechrecruitment #EmployExec
7 Reasons FoodTech organisations may benefit from using an external Headhunter...........
Employ Exec on LinkedIn
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We are committed to genuinely sustainable business practices, joining our clients across the Food Industry in the drive for a more sustainable planet. #Sustainability #Sustainablerecruitment #EmployExec
Sustainable Recruitment Partnerships - Our 3 Core Pillars............
Employ Exec on LinkedIn
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Should HR leaders always go the "SHREK" route when making senior hires? @EmployExec Chris Morgan #FoodandDrinkRecruitment #FoodandDrinkhiring #HRplanning #EmployExec
10 Reasons SHREK is not always best..............
Employ Exec on LinkedIn
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Tempted to offer a candidate less than they are worth? Why this could cause problems down the line! #offermangement #offer #remuneration #fairpay #foodanddrinkrecruitment #reward #compensation
7 Reasons why low-balling candidates on salary is misguided.......
Employ Exec on LinkedIn
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Using 𝗖𝗼𝘀𝘁-𝗽𝗲𝗿-𝗵𝗶𝗿𝗲 as your key hiring metric? 8 Reasons this may be a mistake............. 𝗖𝗼𝘀𝘁-𝗽𝗲𝗿-𝗵𝗶𝗿𝗲 (𝗖𝗣𝗛) is often championed as the priority metric for organisations to consider when hiring because it primarily focuses on the expenses associated with the recruitment process and keeping costs down. But is this the correct approach? 𝟭.𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗼𝗳 𝗛𝗶𝗿𝗲: CPH does not measure the quality of the new employees. A low CPH might indicate a cost-efficient hiring process, but if the hires are not effective, productive, or do not fit the company culture, the overall cost to the organisation could be higher in the long run due to turnover, training, and lost productivity. 𝟮.𝗟𝗼𝗻𝗴-𝗧𝗲𝗿𝗺 𝗩𝗮𝗹𝘂𝗲: This metric does not account for the long-term value that new hires bring to the organisation. A higher initial cost might be justified if the employee turns out to be highly valuable, brings in significant revenue, or saves the company money through innovations and efficiencies. 𝟯.𝗧𝘂𝗿𝗻𝗼𝘃𝗲𝗿 𝗥𝗮𝘁𝗲𝘀: Organisations focusing on CPH might end up hiring less qualified candidates to save costs, which can lead to higher turnover rates. The costs associated with high turnover—such as additional hiring, training, and lost productivity—are not captured by the initial CPH metric. 𝟰.𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: A focus on reducing CPH might lead to a poor candidate experience. For example, skimping on communication, interviews, or other aspects of the hiring process can deter high-quality candidates, damaging the company's reputation and employer brand. 𝟱.𝗖𝗼𝗺𝗽𝗿𝗲𝗵𝗲𝗻𝘀𝗶𝘃𝗲 𝗖𝗼𝘀𝘁 𝗔𝗻𝗮𝗹𝘆𝘀𝗶𝘀: CPH does not consider indirect costs such as the time spent by HR personnel, managers, and other employees involved in the hiring process, or the opportunity costs of positions remaining vacant. 𝟲.𝗥𝗼𝗹𝗲-𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗩𝗮𝗿𝗶𝗮𝘁𝗶𝗼𝗻𝘀: Different roles can have vastly different hiring costs. A single, average CPH metric may not accurately reflect the realities of hiring for various positions, especially for highly specialised or executive roles. 𝟳.𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗮𝗻𝗱 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁: CPH does not measure employee performance or engagement post-hiring. Hiring at a lower cost but ending up with disengaged or underperforming employees can ultimately cost the organisation much more. 𝟴.𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗙𝗶𝘁: The metric does not account for the cultural fit of the new hire, which can be critical for long-term success and employee retention. Poor cultural fit can lead to dissatisfaction and turnover, which are costly to address. 𝙁𝙤𝙧 𝙖𝙣 𝙞𝙣𝙞𝙩𝙞𝙖𝙡 𝙘𝙤𝙣𝙨𝙪𝙡𝙩𝙖𝙩𝙞𝙤𝙣 𝙤𝙣 𝙝𝙤𝙬 𝙀𝙢𝙥𝙡𝙤𝙮 𝙀𝙭𝙚𝙘 𝙘𝙖𝙣 𝙗𝙧𝙞𝙣𝙜 𝙨𝙩𝙧𝙤𝙣𝙜, 𝙝𝙞𝙜𝙝 𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙞𝙣𝙜 𝙘𝙖𝙣𝙙𝙞𝙙𝙖𝙩𝙚𝙨 𝙛𝙤𝙧 𝙩𝙝𝙚 𝙡𝙤𝙣𝙜 𝙩𝙚𝙧𝙢 𝙞𝙣𝙩𝙤 𝙮𝙤𝙪𝙧 𝙤𝙧𝙜𝙖𝙣𝙞𝙨𝙖𝙩𝙞𝙤𝙣 𝙜𝙚𝙩 𝙞𝙣 𝙩𝙤𝙪𝙘𝙝 𝙖𝙩 enquiries@employexec.com