CONEXUS INTERNATIONAL RECRUITMENT

An exciting opportunity has arisen for a “Supply Chain Specialist” role in Antwerp, for our client who is a world leader in mineral solutions for the industry. Reporting to the Supply Chain Manager Europe Hub, this role is responsible for the operational coordination of all trading hub activities within the business division in EMEA and other divisions’ logistics activities. Europe Hub is considered as a trading hub for EMEA and serves as a logistic platform designed to handle large volumes of different kind of minerals arriving from overseas origins and destined for European customers or production sites. Please read the job description below and if you think you are a good fit for the role, please send your CV to [email protected] #supplychainjobs #antwerpjobs #logisticsjobs #supplychainspecialist

Eylem Atılgan is #hiring. Know anyone who might be interested?

In recruitment, we often talk about the high turnover rate, yet the real reasons behind it—and the solutions—sometimes go unaddressed. Here's the lowdown: → Bringing on board individuals who don't align with the job's mindset and attitude is a fundamental misstep. → Newbies need solid training, mentoring, and support, especially in the crucial first six months. Without it, they're set up to flounder. → Recruiters thrive on learning and progress. Hit pause on these, and burnout looms large. The term 'burnout' often gets tossed around for feeling 'tired' or 'stressed', but it's so much more. True burnout stems from continuous, unresolved challenges, not from the hustle of success. The heart of the matter? Recruiters burn out not because of the effort but due to the lack of fruitful outcomes—like endlessly working roles that don't close. Be pickier with job roles, really understand what drives candidates, and prioritize filling positions we can actually close. This strategic shift reduces burnout and boosts overall job satisfaction. #Recruitment #BurnoutPrevention #CareerGrowth

As recruiters, we're facing a pivotal moment in the energy sector. According to PwC's latest research, by 2030, the transition to net-zero will lead to around 270,000 professionals exiting the fossil fuel sectors. Concurrently, a staggering 400,000 new opportunities will emerge in low-carbon energy fields like nuclear, renewables, and hydrogen.   But here's the challenge – with a fifth of these skilled workers retiring, there's a looming gap of 200,000 skilled individuals needed in clean energy sectors.   🌟 This shift isn't just a challenge; it's a huge opportunity for us in recruitment. We have the task and privilege of shaping the workforce that will power a cleaner, more sustainable future.   🔍 Our focus? Attracting and nurturing talent with the right skills for these emerging roles. We must also be proactive in reskilling and upskilling candidates transitioning from traditional energy sectors.   💬 Let’s start a conversation on innovative recruitment strategies to support this vital transition. How are we preparing to meet the demand for skilled professionals in the evolving energy landscape?   #EnergyTransition #RecruitmentStrategy #CleanEnergyJobs #NetZeroGoals 

One size does not fit all, especially when it comes to recruitment.   As we expand our horizons, we encounter diverse cultures, legal frameworks, and market dynamics. This diversity calls for a tailored approach to recruitment strategies.   First, we need to understand these key points: 🔸 Every region has its unique set of challenges and opportunities. 🔸 Being culturally sensitive is more than just a virtue; it's a strategic necessity. 🔸 Each region has its legal framework governing employment. 🔸 The economic landscape varies from region to region. 🔸 Networking is an invaluable tool. The goal ---> a diverse and dynamic workforce.   By customizing our recruitment strategies, we're not just filling positions; we're enriching our organizations with a diverse and dynamic workforce, ready to face global challenges. Let's work towards a #DiverseWorkforce and embrace #CulturalIntelligence with customized #GlobalRecruitment strategies. #TalentAcquisition #CulturalSensitivity #HRInsights #GlobalWorkplace #StrategicRecruitment #GlobalTalentAcquisition #DiversityAndInclusion #HRStrategy

In the evolving world of talent acquisition, mastering the art of recruitment is paramount. Let's dive into the nuances of two powerhouse strategies: Direct Approach and Headhunting. 🌐✨ Direct Approach: The Proactive Engagement Direct approaching is a proactive model that empowers recruiters to engage directly with candidates actively seeking or open to new opportunities. It's a dynamic strategy, casting a wide net across diverse talent pools with speed and versatility. ✅ Widening the Talent Pool: Direct approaching taps into a vast and diverse talent pool, democratizing the recruitment process by considering candidates across various levels and industries. It strategically places the net where candidates are actively present. ✅ Speed and Relevance: In a fast-paced job market, direct approaching shines with exceptional speed. Recruiters swiftly identify, engage, and process candidates already signaling readiness for change, aligning seamlessly with the dynamic nature of industries. ✅ Versatility Across Levels and Industries: Renowned for versatility, direct approaching is effective across different levels and industries, ensuring a consistent influx of qualified candidates. ✅ Building Long-Term Relationships: Beyond immediate hiring needs, direct approaching plays a pivotal role in building candidate relationships. Engaging with active job seekers establishes a pipeline for future opportunities, fostering a community of engaged professionals. Headhunting: Precision in Pursuit of Excellence Headhunting, a targeted and strategic approach, involves identifying and approaching candidates for senior or specialized positions. It's about precision, exclusivity, and a meticulous search for passive candidates not actively seeking opportunities. 🎯 Precision in Targeting: Headhunting distinguishes itself with a focus on precision. Recruiters meticulously identify individuals with specific skill sets, experiences, and qualifications to meet the unique requirements of senior or niche roles. 🎯 Exclusivity and Expertise: Headhunting demands a deep understanding of industry dynamics and an eye for identifying individuals not readily available in the general job market. 🎯 Relationship-Centric: While direct approaching builds immediate connections, headhunting involves cultivating longer-term relationships. The goal is not solely to fill a position but to establish connections with high-caliber professionals for future leadership roles. Conclusion: Both Direct Approach and Headhunting are indispensable tools in the talent acquisition toolbox. Direct approaching offers speed, versatility, and broad engagement, while headhunting provides precision, exclusivity, and a specialized focus on senior leadership. Success lies in understanding your organization's unique needs and strategically leveraging these approaches in a highly competitive market. 🚀💼 #TalentAcquisition #RecruitmentStrategies #LinkedInInsights #headhunting #directapproach

We are excited to present an exceptional career opening in France for the role of "Corporate Social Responsibility Analyst" within the Roofing Waterproofing Division of our client, a global leader in high-performance insulation and building envelope solutions. As a pivotal member of the team, reporting directly to the Divisional Head of CSR, this role entails coordinating environmental reporting across all entities within the Division, spanning 18 plants worldwide. The key responsibilities include analyzing data and synthesizing comprehensive reports for presentation to the Group Executive Committee. Moreover, the role extends to providing crucial support to both the group and operational entities, particularly in the deployment of sustainable projects such as CSRD regulation and decarbonization initiatives. For a detailed insight into the position, please refer to the job description available in the link below. If you believe you are the ideal candidate for this exciting opportunity, we invite you to share your CV with us at [email protected].

Are you a new graduate or junior professional with a passion for ESG topics, sustainability, and climate change? Here's a great opportunity to make a difference! Our client, a leading manufacturer of high-performance insulation and building envelope solutions, is seeking a Corporate Social Responsibility Analyst for their newly created Roofing Waterproofing Division in Suresnes, France. This position will help accelerate a net-zero emissions future-built environment with the well-being of people and the planet at heart. If you're interested and fluent in English, please send your CV to [email protected] with the job reference. Help us spread the word by sharing this message with your network! #Sustainability #ESGJobs #SustainabilityCareers #ClimateChange #CorporateSocialResponsibility #CSRAnalyst #EnvironmentalSustainability #NetZeroEmissions #BuildingSolutions #InsulationIndustry #NewGraduates #JuniorProfessionals #CareerOpportunity #FranceJobs #RoofingAndWaterproofing #GreenJobs

Exciting news for Sales Managers in France & Benelux! Our client is seeking a Sales Manager with a focus on Animal Welfare to drive business & market development within the Agriculture sector. This remote position offers a fantastic opportunity to work with a leading supplier of mineral-based specialty solutions, contributing to environmentally friendly products across diverse sectors. Ideal for those located in Belgium or France, this full-time permanent role in the Mineral Industry offers a chance to make a difference in Animal Nutrition. Apply now by sending your CV to [email protected]. #SalesManagerJobs #AnimalWelfareJobs #AgricultureMarket #BelgiumJobs #FranceJobs #MineralSolutions #EnvironmentalProducts #JobOpening #MineralIndustryCareers #JobOpportunityEurope #AnimalNutrition #CareerOpportunity

Eylem Atılgan is #hiring. Know anyone who might be interested?