📣Recruitment Manager📣 Hi All We are looking to speak with a recruitment manager to join our Cork based office. This role will be full time permanent salary based or Contract. Key responsibilities: 1. Understanding client needs Recruitment managers communicate with clients to understand their hiring needs and organisational goals. They may correspond with company department heads to anticipate open positions and plan for them. Recruiting managers gather this information by asking the right questions regarding the company's objectives, reporting structure and company culture. Only by listening to their clients can they foster strong and long-lasting working relationships with them. 2. Developing recruitment leads Recruitment leads are potential future job candidates who match the job description and have shown previous interest in the company as an employer. Recruitment managers develop sustainable candidate lead strategies to increase interest in open positions. They regularly attend seminars, conferences, job fairs and other industry events to network with other professionals and develop relationships. Recruitment managers can draw on these connections when generating leads. Other ways to develop recruitment leads include creating lead magnets, engaging with target personas on social media, hosting online webinars and reaching out to previous candidates. Related: Recruitment manager interview questions and answers 3. Tracking recruitment metrics Recruitment managers monitor key recruitment metrics to identify and solve issues affecting recruiting processes. Some metrics they track include time-to-hire and cost-per-hire. The former refers to the time that passes between the company initially reaching out to the candidate and when they accept the job offer. Recruitment managers aim to minimise this time period. Cost-per-hire is a recruiting metric that measures the costs associated with hiring new employees. Since there are several key performance indicators (KPIs) that recruitment managers track, they often use recruitment management systems (RMS) to manage the hiring process and automate the metric process. 4.Management of current staff in Ireland, UK and Europe. 5. Lias with ProFleet Site Management ensuring compliance, Retention, Quality of overall staff and clients. Benefits: Competitive Salary/Contracting rates Flexible work location Pension Company Laptop Company Phone Health care options Fuel Allowances Permenant role for the right person. Must hold reletive experience and references. If your interested in this role please feel free to apply via the link below.👇 https://lnkd.in/eCpTcJ6r admin@profleetengineering.com Thanks #recruitment #recruitmentmanager #engineering
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Why are there not enough good Site Engineers available? Here's my thoughts : There actually are enough Site Engineers. Just not enough good ones. The problem is that, as an industry, we are NOT: A) Utilising all the Site Engineers available to us B) Utilising the ones we have to their full potential As an industry we've manufactured artificial boundaries which keep many potentially excellent Engineers outside of the pool. We've created a culture where we've made ourselves dependent on recruitment agencies. The problem with many (not all) recruitment agencies is that their business model is to take the path of least resistance. And why not? It makes good business sense to reshuffle/ recycle a small number of experienced, tried and tested candidates who they know will do a good job for their clients. Not a bad strategy as a quick win/ short term measure AND when there is a surplus of excellent Engineers. BUT. Does it ‘work’? Well it depends what we mean by ‘work’. If we mean ‘put a sticking plaster on a broken arm, and kid ourselves on that if our recruitment agent can’t source and supply the Engineer we need, then it’s because they don’t exist’ then, yes, it works. But if we mean ‘tap into the full pool of talent available, nourish and develop the people we do have and maximise productivity’ then, no, it does not work. So, what are these artificial boundaries we have constructed? Everyday I see/ hear about companies who: 1. Recruit based on number of years of experience rather than capability or potential. 2. Overlook candidates who have come to the UK from other countries because ‘they don’t have UK experience’ 3. Overlook people with potential who are right under our noses because we have pigeonholed them into another role or because it is convenient to keep them doing the job they have become good at. 4. Engineers who are working at a level way below their potential because they have not been given the right training and mentoring and are not given the right guidance, systems and processes to work with. These Engineers reside in the pool of ‘mediocre Engineers’ indefinitely, when they could easily be moved into the pool of ‘excellent Engineers’ and then reach out their hand and pull other engineers from the mediocre pool across the boundary. As an industry we've painted ourselves into a corner by being so shortsighted and fuelling the recruitment agency model, eroding the culture and structures which in the past enabled a self-sustaining model of recruiting a developing Engineers, and leaving ourselves weak and vulnerable with, in many cases only one option i.e. to rely on agencies to provide us with supposedly ‘job- ready’ Engineers, but who in reality, need as much supervision and investment of time as if we were to recruit and develop our own in- house Engineers. If this post has struck a chord, drop me a message if you want to regain control of setting out and Site Engineering on your projects.
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🚧 Why Hiring a Recruitment Agency Isn’t a Waste of Money — It's a Time-Saving Power Move! 🚧 Let’s face it: Hiring in the Engineering & Construction field can feel like trying to find a needle in a haystack while wearing a blindfold... and juggling. But here’s the twist: Hiring agencies are the professionals with the magnet that pulls out that needle. 🔍🧲 👉 Why should you use a recruitment agency? 1. Time is Money: You’ve got deadlines, budgets, and site issues to manage. We’ve got the network and expertise to quickly present the best candidates — saving you hours (if not days) of scrolling through resumes or interviewing the wrong people. 2. Expertise in Niche Roles: Engineering and Construction aren’t just any industries — they’re specialized. We know what to look for in the right talent. 3. The Best Talent Doesn't Just Walk In: Want the A-players? They’re probably employed elsewhere, and that’s where we come in: we know how to find them, even if they’re not actively job hunting. So, instead of spending your valuable time posting jobs, sifting through hundreds of unqualified applicants, and scheduling endless interviews — let us do the hard work. You focus on building the future, we’ll focus on building your team. 💼👷♂️ Trust me, your future self will thank you. 📩: monique@engnet.com.au 🌍: https://lnkd.in/dbbpsNNQ #Recruitment #EngineeringJobs #ConstructionHiring #SaveTime #HiringMadeEasy #TalentAcquisition #HiringSuccess
Engineering Networks – For Career Fulfilment.
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Navigating the ever-evolving landscape of our industry requires vigilance and curiosity. As a team at Dats Engineering Recruitment, we've discovered diverse strategies to keep our fingers on the pulse. 🛠️ Staying informed isn't just about reading the latest news. For us, it's a multifaceted approach combining traditional resources with the power of networking. Industry reports and trade publications are our bread and butter, providing a solid base of knowledge. But it's the webinars, conferences, and especially the candid conversations with peers that truly enrich our understanding. We see these dialogues as a two-way street where we can both learn and share our insights. Moreover, we harness the wealth of knowledge within our own ranks. Our team members are encouraged to pursue continuous professional development, ensuring that as they grow, so does our collective expertise. This internal pool of knowledge is a treasure trove that benefits not only our employees but our clients and candidates alike. By combining these methods, we maintain a panoramic view of the engineering sector, tailor-made for the UK market. This holistic approach ensures we're not just recruiters but informed partners to those we serve. #EngineeringTrends #RecruitmentInsights #ContinuousLearning
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Exciting New Vacancies
Exciting New Vacancies Alert! 🚀 We're thrilled to announce new opportunities that just came in today! If you're looking to advance your career, check out these exciting roles: 1. Electrical Technician - York - 4 day working week! Panel wiring/ Electrical Assembly 2. Buyer - Bradford Work in a fast-paced environment with a fantastic team in procurement and supply chain management . Great benefits and career advancement opportunities. 3. Project Manager - York Lead and manage high value manufacturing projects. Attractive salary package and professional growth. 4. HVAC Commissioning Engineer - Midlands Electrical commissioning of AHU's Excellent benefits and a rewarding career path. Ready to take the next step in your career? Apply now and join a company where your skills will be valued! 🚀 Click the link below to discover more - https://lnkd.in/gviHqwBJ #JobOpportunities #JoinOurTeam #CareerGrowth #ApplyToday
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🛠 Need extra hands for your project? Are you facing a challenge that requires additional support for an interim period? We understand how crucial it is to have skilled professionals on board to navigate through those bottlenecks and drive your project to successful completion. At Verso Recruitment Group, we work with extremely talented mechanical, hardware, electrical, and software engineers. These experts are ready to solve your short-term issues, inject fresh ideas, and ensure your projects stay on track and within budget. Whether it's overcoming technical hurdles or accelerating your project timeline, we've got you covered. Would additional support make the difference for your project? Reach out and let us help. Visit versorecruitment.com. 🔧🖥️📈 #EngineeringSupport #ProjectManagement #Recruitment
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Here are 3 simple ways I attract top talent to the electrical industry: ✅Relatability: I don’t create a sales pitch. Authenticity is the most important thing, you need to meet everyone where they are. I share my story from getting the coffee orders wrong for 50 electricians, to leading 50 electricians of my very own. 🔑We all start somewhere. ✅Opportunity: I provide clear career roadmaps by starting with the foundational steps that paved the way for many successful construction professionals, including myself. Then I tap into the many different career pathways that same exact groundwork delivers. 🔑When they see tangible opportunities, they commit. ✅Mentorship: I don’t just show up, share a story and disappear. You could never build real trust* and relationships that way. 🔑For every individual interested in the trades that I connect with, I maintain a professional relationship while ensuring all their needs are met and the feel supported throughout the process. The bottom line? Relatability, opportunity,, and mentorship aren’t just buzzwords—they’re solutions to attracting talent in a struggling industry. How do you think we should be attracting talent to the industry? 📈 Repost, like and comment with your thoughts. Miller Electric Company International Brotherhood of Electrical Workers (IBEW) #Disruptor #Construction
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Why Direct Search Global Is Your Ideal Partner for Technical Maritime Recruitment Finding exceptional technical talent in the maritime industry requires more than just basic recruitment knowledge—it demands deep understanding of vessels, operations, and the unique challenges of maritime technical roles. At Direct Search Global, we specialize in connecting shipping companies with top-tier technical professionals who keep vessels running safely and efficiently. When it comes to roles like Technical Superintendents and Marine Superintendents, the stakes are incredibly high. These professionals are responsible for: - Ensuring vessel safety and compliance - Managing complex maintenance schedules - Overseeing dry dockings and repairs - Controlling operational costs - Implementing environmental regulations This is why our recruitment process goes beyond just matching qualifications on paper. Why Choose Direct Search Global for Technical Recruitment? Maritime-Specific Technical Expertise Our recruiters come from maritime backgrounds, understanding the intricate technical requirements of vessel operations. We speak your language—from maintenance systems to class requirements, from BWTS installations to decarbonization solutions. We don't just check certificates and experience. Our process includes: - Technical knowledge assessment - Practical problem-solving evaluation - Safety mindset verification - Leadership capability assessment - Regulatory compliance understanding With our extensive network spanning major maritime hubs, we can source candidates who understand: - Regional regulations and practices - Port State Control requirements - Local maritime cultures - Specific vessel type experience - Regional dry dock facilities and practices The Direct Search Global Advantage Quality Guarantee We stand behind our placements with a comprehensive guarantee period, ensuring your new technical team member meets all expectations. Long-term Partnership We build lasting relationships with both clients and candidates, understanding your: - Fleet expansion plans - Technical management philosophy - Company culture - Future talent needs Industry Network Our connections across shipyards, classification societies, and maritime organizations help us identify candidates who bring valuable industry relationships along with their technical expertise. Take Action Now Don't let technical talent gaps impact your fleet's performance. Partner with Direct Search Global to: - Access the best technical minds in shipping - Reduce recruitment time and costs - Ensure perfect cultural and technical fit - Build a stronger technical team Contact us today to discuss your technical recruitment needs and discover how we can strengthen your maritime operations. Email: ryan.kumar@directsearch.global Phone: +65 90012569 Website: https://lnkd.in/dcyPPd_p *Your vessels deserve the best technical talent. Let Direct Search Global find them for you.*
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💡 Lets Talk - Candidate Integrity - Part 2 ❗ 📣 I wanted to take a moment to address the recent surge in applications for the Mechanical & Electrical Engineer roles we have open. It’s fantastic to see so much interest, and I’m currently reviewing a large volume of CVs and arranging interviews for this week. Yes we move that quickly here 🛑 However, I have encountered some CVs that raised questions during the vetting process, as well as discussions with candidates where details didn’t align. I want to emphasize the importance of transparency and honesty in this process. To ensure the best outcomes for both our clients and candidates, we have a duty of care to uphold our prestigious reputation in the industry. 👊 As such, I will continue to conduct thorough vetting procedures before presenting any candidates to our clients. Your understanding and cooperation in this matter are greatly appreciated and will make the process smoother for everyone involved. 🔥 Best of luck to all my candidates interviewing this week! Go get it! 🚀 #StreamlineRecruitment #TalentManagement #MEPDesign
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Hiring and retention strategies for Electrical Contractors! I read this post from the IEC about recruitment and retention strategies, which I will attach a link below. The point that stood out to me was "Hiring a recruitment agency that specializes in construction can also be helpful when searching for applicants." Hiring a specialist Recruitment Consultancy to help you in your search can relieve pressure internally, get candidates that are not openly on the market, and help build a recruitment strategy long term. If you are interested in using a recruiter, then please connect with me and e-mail me at daniel@just-constructionrec.com Please see a link to the article - https://lnkd.in/egt-4KaU
Hiring and Retention Strategies for Electrical Contractors
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As a recruiter with over a decade of experience in technical recruitment, I understand the challenges Mechanical Project Engineers face during the construction phase: - Balancing design specifications with on-site realities - Coordinating with multiple stakeholders for seamless execution - Managing project timelines and budget constraints efficiently - Ensuring compliance with industry regulations and safety standards - Overcoming unexpected technical issues and delays Parenting full-time while navigating these challenges can be demanding. How do you cope? #Engineering #Construction #ProjectManagement
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