The strength of many companies lies in the people and management team within the company and consequently the recruitment of replacement or additional management must be considered most carefully. It is not just a question of placing an advertisement in the Media but careful analysis, timing and preparation of all stages of the recruitment exercise will ensure a high level of success rate in an operation which, if not dealt with in a professional and efficient manner, can prove to be an extremely expensive item of budget.

Company organisations are ever changing bodies, constantly in need of examination and reviewing to meet the present and future business demands. This has been more noticeably within the industry during recent years in order to maintain the constant demands from market globalisation, particularly from Europe, South East Asia and the Far East.

The mobility of management is also becoming a popular practise within the foundry and engineering industries. It is not uncommon to find executives to have changed jobs on several occasions within their careers. Communications have also improved dramatically with the realisation that better appointments can arise and are available in other parts of the industry, therefore prompting executives to reflect on their individual career prospects.In considering the requirement for Executive Selection, the first task is to identify the problem.Communications have also improved dramatically with the realisation that better appointments can arise and are available in other parts of the industry, therefore prompting executives to reflect on their individual career prospects.In considering the requirement for Executive Selection, the first task is to identify the problem. For example, is it necessary to find a replacement? Can the duties be rearranged among other executives? What are the circumstances leading up to the present vacancy? In all cases, it is necessary to examine the whole organisation.

The strength of many companies lies in the people and management team within the company and consequently the recruitment of replacement or additional management must be considered most carefully. it is not just a question of placing an advertisement in the media but careful analysis, timing and preparation of all stages of the recruitment exercise will ensure a high level of success rate in an operation which, if not dealt with in a professional and efficient manner, can prove to be an extremely expensive item of budget.
de Belder Associates Ltd is therefore able to offer a quality recruitment service with regard to the recruitment of personnel at executive, junior and senior management and other functions. We offer a comprehensive service with regard to recruitment which includes a recruitment schedule for each vacancy through either a SELECTION process with appropriate advertising, or through a SEARCH programme which can be a particularly requirement for senior appointments.

It is true we have an in-depth knowledge of key people within the industry, whether technical, sales, production or managerial but a clear understanding of the role of the appointment is essential for a successful conclusion.

With many years experience of recruitment within the foundry and engineering industries within the United Kingdom and overseas, we are ideally suited to understand our client’s business activities and future plans.