As a specialist in the search, selection and recruitment for the foundry and casting industry including the associated service industries, de Belder Associates Ltd provides effective recruitment solutions both for businesses within the United Kingdom and for companies overseas. Many assignments have been undertaken and many candidates helped with advice and support concerning their careers.

Since it started, de Belder Associates has been retained by organisations from Europe, the Middle East, South Africa and China. Currently it is in discussions with organisations in New Zealand and Australia. In addition to an existing network of overseas agents and associates, plans are in place for further company expansion and growth. During the past 12 months there has been a steady demand for executives, managers and technologists in all sectors of the foundry industry. Despite a reduction in the number of UK based foundry companies over the years, those foundries which have invested, changed their management philosophy and developed technical expertise, are still looking positively to the future.

Although it is difficult to estimate the overall numbers of vacancies in the industry there is now a change in the method of locating and recruiting candidates. There appears to be a greater movement of candidates and a demand for particular areas of management and technical expertise. As a result of globalization, opportunities exist for experienced and suitably qualified overseas personnel to work within the UK market.

In de Belder Associate’s experience, companies too often have not prepared a detailed job description (or appointment specification). Ultimately this causes unnecessary expense and a waste of valuable time and resources. Considered in detail this document confirms the client’s requirements in terms of the candidate's tasks and areas of responsibility and forms the basis of the recruitment programme. The document should highlight all the main key areas including areas of responsibility, key tasks to be undertaken within the first 12 months, organisational structure defining lines of authority and responsibilities, and clearly specified knowledge and experience required to undertake the appointment.

Locating candidates

It is essential that a candidate be interviewed professionally in a structured approach by someone who understands the industry and the client’s immediate and future requirements. As the UK market becomes more and more specialised it is important to recognise who are the key players. Quality is paramount.
Several years ago de Belder Associates recognised this trend and established the www.debelder.co.uk website, now acclaimed to be in the top 10 websites used by prospective candidates in the foundry and related industries. As an extension of this, a new website www.debelderassociates.com is planned with more interactive features. These will be aimed specifically at clients who wish to recruit confidentially and at candidates who wish to seek career opportunities within the UK and overseas.

Approximately 15,000 hits are received each month and regular communications are maintained around the world. Many executives, managers and technologists in the industry are looking for new opportunities and wish to use a confidential service. Contacts usually send CVs, confident that their details will not be divulged unless a personal agreement has been reached.
The last 10 years have seen dramatic changes to the industry. More competitive imports have led to closures and the loss of competent and capable people to the industry. With the closure of training courses and the decline in the traditional educational route of apprenticeships, young people have not been attracted into the industry. As a result potential managers now in their 20s and 30s are becoming difficult to find.

Fortunately, some foundries have now begun to reintroduce apprenticeships. Also, redundant mature managers possessing an excellent knowledge and experience within their selected field are available and are interested in undertaking interim management roles within the industry, either in the UK or overseas. Foundries throughout the world recognise the talent available from Europe and more foundry managers and technologists are willing to undertake interim and permanent management appointments in other countries.

The future

Companies that comply with the latest quality standards, have invested in lean manufacturing techniques and have a vision and confidence to sell internationally, appear to have been able to attract excellent candidates. The foundry industry needs quality management that can improve profitability and has an understanding of worldwide marketing strategies.

To summarise:

• Have a strong and planned recruitment approach.
  
• Make sure the appointment specification is prepared and think about the key tasks the appointment has to achieve in the next 12 –24 months.
• Define the personal qualities required to meet the key tasks.
• Think about the search for candidates using proven expert assistance.
• Plan recruitment time - be available to meet candidates.
• Ensure qualifications and references are checked.
  
• Companies need quality candidates – so take time when recruitment management planning.