Logistics

Logistics

DSJ Global: A Leading Logisitics Talent Partner

The logistics industry plays a crucial role in the global economy, and its significance cannot be emphasized enough. According to the leading industry body CIPS, the market is projected to reach an impressive £15.5tn by 2023, with an estimated 54.5 billion tonnes of goods moved annually. In this fast-evolving landscape, staying ahead with the latest technologies and prioritizing consumer experience and satisfaction is vital for businesses..

In this dynamic environment, DSJ Global emerges as a leading talent partner, specializing in mid-senior end-to-end logistics talent. Our expertise lies in securing business-critical talent through various recruitment solutions.

Guided by our core values, DSJ Global delivers a streamlined service that we are truly proud of. Our commitment to uniting talented professionals with industry-leading companies spans the globe. Investing in world-class technology ensures we offer consistent, exceptional service, fulfilling the needs and desires of our valued customers.

If you are seeking to secure top talent within the procurement industry or are a professional looking for your next opportunity, the specialized team at DSJ Global is here to connect candidates and clients through a range of bespoke talent solutions. Trust DSJ Global for your logistics talent needs and unlock new possibilities for success in this rapidly expanding field.

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Benefits of working with DSJ Global Logistics team

We are a trusted talent partner. When working with DSJ Global’s logistics team, you can expect to receive:

Logistic Industry

Over 14 years of experience and professional knowledge in the logistics industry

Access to Up-to-Date Networks

Access to an exclusive up-to-date network of logistics candidates and clients looking to hire

Guidance and Advice

Guidance and advice from our award-winning talent experts in the logistics sector

Looking to hire? Request a call back

Supply Chain Logistics Jobs

Fleet Manager

Summary of the Fleet Manager: DSJ Global is currently partnered with an industry leader out of Santa Rosa, CA that is looking to bring on a Regional Fleet Manager. This individual will be responsible for the strategic decisions within the day-to-day operations of: Maintenance, Transportation, and Supply Chain. Fleet Manager Responsibilities Manage company-owned vehicles, garages, and mechanics to ensure a reliable and safe fleet. Ensure compliance with Company, Local, State, and Federal mandates and programs for a secure environment. Cultivate a Continuous Improvement environment, aiming to reduce waste, enhance efficiency, and improve profitability. Supervise mechanics to perform necessary repairs, providing coaching and training on light and heavy-duty repairs. Lead special projects to meet budget and productivity goals, utilizing Fleet tools and programs. Conduct fleet audit compliance within the assigned area and ensure adherence to preventive maintenance programs. Administer safety programs within the region, including incident reporting and investigations. Maintain accurate records of all services, inspections, and incident reports. Acquire and maintain expertise in fleet maintenance management software (FastFleet). Assist in preparing annual budgets, reviewing purchasing programs, and managing parts inventory. Perform any additional duties as assigned. Minimum Qualifications: Background in heavy vehicle repair. Proficient understanding of DOT and state inspection programs. 5-7 years of hands-on experience in the Fleet or Transportation field. Direct experience with Private Fleet Familiar with TMS Systems

US$95000 - US$125000 per annum
Sacramento
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Operations Supervisor

Operations Supervisor Summary: DSJ Global is currently partnered with a Industry Leader in the Retail space looking to bring on an Operations Supervisor. The Operations Supervisor holds a pivotal role within the operations team, providing an opportunity to launch a rewarding career in Supply Chain Operations. Responsible for overseeing a team, this position involves managing replenishment and put-away processes. Key Responsibilities: Take charge of all assigned supply chain functions, with a specific focus on high-value items, ensuring day-to-day supervision. Accountable for daily work assignments, optimizing regular and temporary labor to meet or exceed customer SLAs, all while minimizing labor costs. Provide leadership and guidance to the team for continuous improvement in key functions and activities, enhancing efficiency to meet customer and business demands. Enforce adherence to company policies and guidelines, conducting coaching, performance reviews, and counseling when necessary. Possess understanding/experience with 5S, Lean, and Six Sigma methodologies. Propose layout changes to improve velocity, performance, and reduce labor costs. Enforce safety and housekeeping standards to meet industry standards. Ensure compliance with all OSHA, federal, and state policies, optimizing safety within the facility. Qualifications for this position: College Degree ~ preferred Experience with Warehouse Management Systems 2 years of experience in a leadership position If you are passionate about growing your career with an industry leader, apply now or reach out to Parker Grothaus at

Negotiable
Orangeburg
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VPO- PHX

We have a current opportunity for a VPO- PHX on a permanent basis. The position will be based in Rosemont, IL. For further information about this position please apply.

US$200000 - US$200001 per year
American Canyon
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Group Director Customer Logistics

We have a current opportunity for a Group Director Customer Logistics on a permanent basis. The position will be based in Medley. For further information about this position please apply.

US$150000 - US$150001 per year
Township of American
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Distribution Manager

DSJ Global is partnered with a rapidly growing Consumer Goods company looking to bring on a Distribution Manager to join their team in Charlotte, NC. As a key member of their operations department, you will be responsible for overseeing the day-to-day operations of a 350,000 sqft. Distribution Center. The ideal candidate will possess strong leadership skills and a proven track record in optimizing distribution networks to meet customer demands efficiently. Key Responsibilities: Develop and implement strategic plans to optimize distribution processes while ensuring timely delivery of products to customers. Collaborate with cross-functional teams including logistics, supply chain, and warehouse management to streamline operations and enhance overall efficiency. Monitor inventory levels and forecast demand to effectively manage stock levels and minimize excess inventory. Lead and motivate a team of distribution staff, providing guidance and support to ensure performance targets are met. Implement quality control measures to uphold product integrity throughout the distribution process. Analyze data and performance metrics to identify areas for improvement and implement solutions to enhance productivity and cost-effectiveness. Stay abreast of industry trends and developments to inform decision-making and maintain a competitive edge in the market. Ensure compliance with regulatory requirements and safety standards to promote a safe working environment. Qualifications: Bachelor's degree in business administration, logistics, or a related field. Advanced degree preferred. Proven experience in distribution management within the consumer goods industry. Strong leadership and communication skills with the ability to effectively manage and motivate teams. Excellent problem-solving abilities and a strategic mindset. Proficiency in data analysis and experience with relevant software applications. Knowledge of regulatory requirements and safety standards related to distribution operations. Ability to adapt to changing priorities and thrive in a fast-paced environment.

Negotiable
Charlotte
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Import Supervisor

Exciting Career Opportunity in Amsterdam, Netherlands! A reputable logistics entity is currently seeking an Import Supervisor to join their rapidly expanding Operations team based in the Hoofddorp office, Amsterdam. Position Summary: The Import Supervisor will be responsible for ensuring the smooth daily operations of the department. This entails supervising and coordinating all activities within the Import Team. Primary Duties & Responsibilities: Liaise with the Operations Manager to oversee daily Import team operations. Ensure team members are efficiently utilized, work is evenly distributed, and systems are optimized. Monitor communications and ensure customers are appropriately supported. Evaluate team performance and facilitate necessary training and development. Conduct regular meetings to discuss departmental operations. Identify and implement changes to enhance departmental efficiency. Assist in recruitment, training, and development of new team members. Conduct regular performance evaluations and annual appraisals. Assist in disciplinary proceedings and handle additional duties as required. Candidates Requirements: Experience in airfreight Import operations and temperature control management (Desirable). Proven leadership skills. Strong communication skills - verbal and written. Proficiency in Dutch Customs and related systems. Ability to work independently and as part of a team. Calm under pressure with excellent interpersonal skills. Flexible attitude towards working shifts, weekends, and last-minute coverage. What's in it for you: Competitive salary package plus bonus. Excellent employee benefits including vacation allowance, mobility allowance, public transportation compensation, and company pension scheme. Overtime opportunities, recognition reward scheme, and annual performance-based pay review. Employee assistance program and annual staff events. Career progression opportunities in a purpose-led organization. Equal Employment Opportunity: The company is committed to providing equal employment opportunity without regard to race, colour, religion, sex, sexual orientation, gender identity, genetic information, national origin, age, disability, veteran status, or membership in any other class protected by law.

Negotiable
Amsterdam
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Airfreight Export Agent

Join a Global Logistics Leader near Amsterdam! An esteemed logistics enterprise, renowned for its dedication to excellence and innovation, is currently in search of a committed Export Agent to enhance their dynamic Operations team. Company Overview: With a legacy spanning over 50 years, our client has transitioned from delivering time-sensitive documents to pioneering advanced logistics solutions for life-saving therapies. With a workforce of over 3,000 individuals spanning 140 offices across 50+ countries, our client proudly aligns with a prestigious corporation. Primary Responsibilities: As an Export Agent, you will assume a pivotal role in ensuring the seamless exportation of goods. Your tasks will encompass providing expert guidance on logistical matters, overseeing the prompt processing of export shipments, maintaining vital connections with overseas offices and suppliers, and closely collaborating with internal stakeholders to ensure efficient cargo handling. Additionally, you will be responsible for meticulously formatting all relevant documentation. Qualifications and Requirements: We are in search of candidates with a minimum of 1 year of experience in Airfreight Export Operations, with proficiency in English being mandatory and Dutch being preferred. While an MBO level qualification is advantageous, we prioritize candidates with the right attitude and relevant experience. Ideal candidates will exhibit exceptional communication skills, a customer-centric approach, and adaptability to varying shift schedules. Benefits and Perks: In recognition of your contributions, we offer a competitive salary package, an annual bonus plan, and various allowances such as mobility and compensation for public transport. Additionally, you will enjoy generous holiday entitlements, access to a company pension scheme, and participation in our Recognition Reward Scheme. We are committed to nurturing your professional growth and well-being, offering comprehensive benefits aimed at supporting your overall wellness and personal development.

Negotiable
Amsterdam
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Business Development Manager

JOB OPPORTUNITY: BUSINESS DEVELOPMENT MANAGER Our client is seeking a dynamic individual to join their team as a Business Development Manager for an international logistics company. The successful candidate will play a pivotal role in maintaining and enhancing the clients business relationships while driving growth and revenue within their market. Key RESPONSIBILITIES: Establish and nurture positive client relationships by thoroughly evaluating and adapting to market needs and requirements. Utilize diverse sales methods to effectively expand the client base, consistently meeting or exceeding predetermined targets. Proactively identify and pursue new business opportunities, staying abreast of market developments and emerging trends. Collaborate seamlessly with internal teams to address evolving customer needs and capitalize on opportunities for sustainable business growth. Maintain meticulous records of all sales activities in the CRM system while ensuring adherence to contractual terms and agreements. QUALIFICATIONS: MINIMUM SKILLS, KNOWLEDGE, AND ABILITIES: Demonstrated fluency in English with an additional advantage of Dutch proficiency. Exceptional communication and negotiation skills to effectively engage with diverse stakeholders. A proven track record of success with a minimum of 5+ years' experience in sales or business development roles. Inherent motivation and target-driven mindset coupled with a willingness to engage in proactive outreach, including cold calling. Proficiency in MS Office suite and CRM software, showcasing an aptitude for leveraging technology to optimize sales processes.

Negotiable
Amsterdam
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Electrical Engineering

The ideal candidate will play a key role in implementing electrical components into devices, contributing to the design and manufacturing process of electrical products. They will conduct quality assurance checks to uphold product standards. Responsibilities: Evaluate electrical products and systems by designing testing methods. Test finished products and assess system capabilities. Ensure necessary equipment remains operational. Contribute to team efforts to achieve related results. Qualifications: Bachelor's degree in Electrical Engineering or related field. Strong problem-solving, technical, mathematical, and scientific skills. Excellent written and verbal communication abilities. What You'll Get To Do: Collaborate to develop PCBA requirements. Utilize Altium Designer for schematic capture and PCB layout. Perform circuit analysis, including power, tolerance, and reliability assessments. Conduct PCBA design verification testing and system integration testing. Provide production manufacturing support as required. You'll Bring These Qualifications: Bachelor's degree in electrical or computer engineering, or relevant discipline. Over 5 years of experience in electrical hardware design, including schematic capture and PCB layout. Proficiency in analog electronics design. Ability to perform circuit analyses in SPICE and Excel.

Negotiable
United States Virgin Island
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Head of Inbound Logistics (m/f/d)

Stellenanzeige: Leiter der Inbound-Logistik (m/w/d) für die Medizintechnik in Lübeck Unser Kunde, ein führendes Unternehmen im Bereich Medizintechnik, sucht einen erfahrenen und empathischen Leiter der Inbound-Logistik (m/w/d), um das bestehende Team zu leiten und weiterzuentwickeln. Als Head of Inbound Logistics sind Sie verantwortlich für den reibungslosen Ablauf von Wareneingang bis zur Qualitätssicherung. Die Position bietet vielfältige Weiterbildungs- und Entwicklungsmöglichkeiten in einem erfolgreichen Konzern, flache Hierarchien, Flexibilität und vieles mehr. Ihre Aufgaben: - Führung des Teams - Planung sowie Steuerung aller logistischen Prozesse - Kontinuierliche Verbesserungen durch gezielte Maßnahmen zur Optimierung der Logistikprozesse - Gewährleistung eines hohen Qualitätsstandards bei allen eingehenden Produkten Anforderungen: -Führungserfahrung -Einschlägige Erfahrung in der Logistik -Prozessaffinität -Empathie

Negotiable
Lübeck
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Head of Road Freight - Direct Load (m/f/d)

Unlock Your Road Freight Potential with Our Expert Head of Road Freight! Based Near Zurich for a Global Logistics Leader! Are you ready to lead the charge in revolutionizing road freight operations for a global logistics powerhouse? Look no further! We're excited to introduce our seasoned Head of Road Freight, based near Zurich, ready to build out and lead the expansion of the road freight division. Responsibilities Global Strategy Development: Craft a comprehensive global strategy for the road freight division. Our Head of Road Freight will develop plans that align with the company's overarching goals, ensuring seamless integration with international logistics networks. Market Analysis and Expansion: Conduct in-depth market analysis to identify key growth opportunities. Our expert will explore untapped markets, analyze competitor landscapes, and formulate strategies to win market share, ensuring your company's sustained growth. Team Leadership and Development: Lead a small, dynamic team to success. Our Head of Road Freight excels at team leadership, fostering a culture of collaboration, innovation, and excellence. Empower your team to achieve new heights and surpass performance targets. Route Optimization and Cost Efficiency: Implement state-of-the-art route optimization techniques to maximize efficiency. Our expert will ensure that your FTL operations are not only time-sensitive but also cost-effective, contributing to significant savings in the long run. International Collaboration: Leverage the strategic location near Zurich to strengthen international collaborations. Our Head of Road Freight will establish and nurture partnerships, facilitating smoother cross-border operations and expanding your global footprint. New Business Acquisition: Identify, pursue, and secure new business ventures. Our expert is adept at building strong client relationships and winning contracts. Drive revenue growth by expanding your clientele and exploring new business opportunities. Performance Metrics and Reporting: Establish key performance indicators (KPIs) and robust reporting mechanisms. Our Head of Road Freight will ensure transparent performance tracking, enabling data-driven decision-making and continuous improvement. Divisional Expansion: Take charge of building and expanding the road freight division. Our expert will develop scalable and sustainable processes, laying the foundation for long-term success and ensuring the division's seamless integration within the global logistics framework.

Negotiable
Zurich
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Air freight export manager (m/f/d)

Are you an experienced Air Freight professional with a passion for global logistics? We're seeking a dynamic and skilled Air Freight Export Manager to join our team near Zurich, Switzerland, and take charge of our international air freight operations. About Us: We are a leading global logistics company with a strong presence in Switzerland, providing comprehensive and innovative solutions to our clients worldwide. As we continue to expand, we are looking for a talented Air Freight Export Manager to lead our team and contribute to the success of our air freight operations. Position: Air Freight Export Manager Location: Near Zurich, Switzerland Key Responsibilities: Team Leadership: Manage and lead our air freight export teams, ensuring seamless coordination and efficient operations. Process Optimization: Monitor and optimize air freight export processes to enhance efficiency and effectiveness. Stakeholder Management: Act as a key point of contact with airlines and other relevant stakeholders, fostering strong and collaborative relationships. Compliance: Ensure compliance with international air freight regulations and standards. People Management: Utilize 3+ years of leadership and people management experience to guide and mentor team members. Language Skills: Fluency in German and English is required for effective communication with team members and external stakeholders. Problem Solving: Address and resolve any challenges that arise during the air freight export process. Qualifications: 5+ years of experience in air freight operations, with a proven track record in leadership roles. Strong Organizational Skills: Ability to organize and manage complex air freight export processes. Communication Skills: Excellent communication and interpersonal skills to effectively liaise with airlines and stakeholders. Analytical Thinking: Capacity to analyze data and processes, identifying opportunities for improvement. Problem-Solving Skills: Proven ability to address challenges and find effective solutions. Why Join Us: Global Impact: Contribute to the success of a leading global logistics company. Professional Growth: Opportunities for career advancement and skill development. Collaborative Culture: Be part of a dynamic and collaborative team dedicated to excellence. Competitive Compensation: Attractive salary and benefits package.

Negotiable
England
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News & Insights

Energy crisis along the value chain –    Four companies on the road to sustainability  Image
supply-chain

Energy crisis along the value chain – Four companies on the road to sustainability

​​DSJ Global discovered how four companies are saving energy and reducing emissionsRising prices, persistent inflation – what affects private households burdens the supply chain industry to an even greater extent. While energy-saving measures used to be simply related to a company's own Health, Safety, Environment (HSE) and sustainability strategy to reduce its carbon footprint, they are now part of essential processes that could secure long-term cost savings and eco-optimize a company’s future.But what can be done along the supply chain to keep control over rising energy costs? How can firms reduce their carbon footprint to both cut emissions and minimize consumption? Yumiko Moehlmann, Head of Quality & HSE at DSJ Global, asked. Reducing the carbon footprint as a business When asked, "What is your company doing to become more sustainable and save energy?" 51% of participants responded with a clear "reduce carbon footprint." 20% of companies are sourcing more sustainable raw materials for their production while 16% are switching to energy-saving solutions for lighting. 12% also said they are raising awareness among their employees through education and training. To gain further insights, Yumiko Moehlmann personally surveyed her network in the Quality and HSE area on the topic, talking to four companies along the supply chain to provide insights into how their companies are defying rising energy prices - or not. Energy targets firmly anchored in corporate cultureCOO at a global player in the e-mobility sectorThe e-mobility sector is considered a pioneer in sustainability. A global player and client of DSJ Global also pursues this mission at the level of corporate culture. They have clearly defined environmental and energy goals and woven them into their corporate strategy. "We raise awareness on the topic of energy," explains the COO. By visualizing the costs and energy consumption of equipment and production, their company create awareness among employees, who can adjust and optimize their actions and processes accordingly. There are also detailed shutdown lists to ensure that sensitive machinery is operated correctly and that all employees are taught the right procedure. This saves resources and protects the equipment. Furthermore, efforts to switch to the most modern and energy-saving machines support the company’s current measures. Although these machines have to meet certain requirements, they are much more efficient and cost-effective to operate.For example, the global player has already converted to a decentralized compressed air network with small local systems that run when they are needed. Previously, they were in continuous operation even though it wasn't necessary. ​In-house gardening as a delicious solution​Director Global EHS at a tier 1 automotive supplier​One easy-to-implement option for indirectly reducing one's own emissions is to switch to so-called green electricity, i.e. electricity from renewable sources. Electricity from solar, wind or even biogas produces less CO2 during production and is therefore considered better for the environment. Yet upon closer inspection, these promising effects might be lower in reality, according to the Director for Global EHS at a tier 1 automotive supplier. ​This long-time customer of DSJ Global has already converted many areas to green energy. However, the Director was skeptical– he saw it as clear "greenwashing." ​Greenwashing refers to the attempt by organizations to achieve a "green image" through communication, marketing and individual measures without having systematically anchored corresponding measures in the operational business. ​"Electricity is ultimately the same for everyone," says the Director. The percentage from renewable sources doesn't change the fact of how much energy is consumed, he said. Consequently, a widely advertised switch to green electricity is not effective, since ESG must be primarily about reducing the company's own emissions. ​For the Director, however, it would be more effective to switch all light sources in operation to resource-saving LEDs. ​Unfortunately, the biggest problem cannot be solved so easily: According to lifecycle analyses that the automotive supplier initiated for each product, their supply chain leaves the largest carbon footprint.  ​They found that commuting had a particularly heavy impact as well. After two years of pandemic home office regulations, more and more companies are looking to return to the office to strengthen collaboration within departments and teams. ​As the Director explains, his company is currently looking for a solution to make this more sustainable. Some employees have no other choice than their car, but for others, covering the cost for public transportation or even leasing a bike is an option. In addition, smaller on-site office spaces could help reduce emissions if a location has a larger catchment area with longer commutes.​In other areas, there's room for more creativity: some locations of the automotive supplier, the director said, have established in-house gardens to more sustainably source the fresh fruits and vegetables provided to employees each day. "In the past, fruits and vegetables were delivered daily," the Director explains. "Inhouse gardening stops the supply chain and their vans, saving tons of CO2, and the company cafeterias use the homegrown fruits and vegetables instead."​The initiative has been so well received that entire teams are now getting personally involved. In the "Lunch & Learn" format, employees educate themselves via open lectures on a variety of topics while enjoying a company-funded lunch.​Global Sustainability Manager defies initial pessimism​Head of Health, Safety, Environment, Sustainability, Quality, at a global player in the chemical industry​There is less optimism at a company in the CHEMPARK network. The head of HSSEQ sees very little potential – apart from putting a stop to production – for saving energy.​Reducing commuting and the associated emissions as well as the energy required through more flexible home office solutions is only possible to a limited extent in the case of this company, he says. ​But the company does not want to give up. It has recently hired a Global Sustainability Manager and hopes for sustainable change, even if any structures have to develop before they take effect and lead to savings. ​Photovoltaics as an alternative to costly investments​Senior Manager Mineralization at a building materials manufacturer​The possibility of saving energy in cement production is a question that also occupies the senior manager for mineralization of a building materials manufacturer. In fact, the only way to do this, the senior manager says, is to stop production or shut it down – neither of which are economically viable options, of course.​Since the manufacturer buys its electricity on the stock exchange, it’s possible to obtain it more cheaply, yet that depends on the production processes. They need to be optimized to allow for a more cost-effective tariff. ​Another option is to invest in more energy-efficient plants. "Some of our equipment is 60 or 70 years old," the senior manager says. "New machines are inevitably more energy efficient, but realistically we can't replace all the machines because the cost would be far too high."​How his company nevertheless tries to counteract the enormous costs and has been reducing the overall need for externally produced energy for years. Their method of choice: photovoltaic systems on the factory roofs. This is already proving effective: The resulting savings could light up an entire small town. ​Heat recovery as the vision of the future​Senior EHS Manager at a global semiconductor company​Since they are renting in their current location, this global semiconductor company has little room to maneuver. ​"We're turning down the heat, relying on home offices and reduced hours," explains DSJ Global's client. Long-term goals are few and far between since, as a tenant, they can't seek extensive renovations. ​Still, there are innovative ideas: Since the production machines give off a lot of heat, the Senior EHS Manager and his team are working on using this to generate electricity via heat recovery.​Funding for production conversion in sight​As difficult as cost savings and emissions reductions are: A competitive, climate-friendly industry is essential for sustainable growth and the fight against climate change.  ​At the beginning of December 2022, Germany’s Economics Minister Robert Habeck announced climate protection agreements that he would conclude with industry in 2023 to stimulate necessary investments in the use of hydrogen. This is the best alternative to fossil energy sources, especially in the steel and chemical industries. Under the climate protection agreements, companies receive both subsidies and monetary support if they convert to green production.  ​When and to what extent these funds will come remains to be seen. Until then, it's up to innovative ideas like indoor gardens and company-owned photovoltaic systems to make the value chain more sustainable. ​Conclusion​Opinions on how to save energy along the value chain vary widely, Yumiko Moehlmann confirms. "Many companies don't want to or can't change anything, or position themselves better. Others invest a lot in it." ​She sees the promised climate agreements as a positive sign. After all, as some of the examples cited show, companies especially need help with the enormous costs of switching to greener production. ​Yumiko and her team of experts at DSJ Global are closely following how the energy crisis is affecting HSE and sustainability strategies and how different companies are adapting. Whether the companies that are not currently planning any changes will aim for more sustainable production in the future remains cause for speculation.​Your partner for sustainable niche professionals​In addition to HSE talents, our global network continues to grow in the area of Corporate Social Responsibility (CSR) and Sustainability.​Reach out to our talent experts today, to discuss us supporting you with a vacancy, or as a professional keen to make their next career move. ​​Submit a vacancy​Send CV​Contact​Yumiko Moehlmann​Head of Quality & HSE, DSJ Global​yumiko.moehlmann@dsjglobal.com​+49 30 726211418

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Addressing the UK Energy Crisis: Embracing Sustainability Image
supply-chain

Addressing the UK Energy Crisis: Embracing Sustainability

The United Kingdom is currently facing an energy crisis, a situation that has far-reaching implications for various sectors, including supply chains. The depletion of fossil fuel reserves, closure of aging power plants, and overreliance on imported natural gas have strained the nation's energy infrastructure. Factors like extreme weather events and limited investment in new energy infrastructure further exacerbates the situation, leading to potential disruptions in energy supply.In this blog, we will explore the UK energy crisis and the need for sustainability, discuss job opportunities in sustainability, and delve into the impact this crisis is having on supply chains.The Need for SustainabilityTo address the UK energy crisis, sustainability must be at the forefront of the nation's energy strategy. Here's why sustainability is crucial:Climate Change Mitigation: The transition to renewable energy sources is essential to reduce greenhouse gas emissions and mitigate climate change. By embracing sustainable alternatives like wind, solar, and hydropower, the UK can significantly decrease its carbon footprint and align with global climate goals.Energy Security: Diversifying the energy mix with renewable sources enhances energy security. A heavy reliance on imported energy resources makes the UK susceptible to geopolitical tensions and market fluctuations. By developing domestic renewable energy infrastructure, the country can reduce dependence on foreign supplies and increase resilience.Economic Opportunities: Transitioning to a sustainable energy system opens up substantial economic opportunities. Investment in renewable energy projects, research and development, and green technologies can drive job creation, stimulate economic growth, and position the UK as a leader in the clean energy sector.For more information on the need for sustainability, download our latest report on making a case for sustainable business practice.Job Opportunities in SustainabilityEmbracing sustainability in the energy industry not only addresses the UK's energy crisis but also unlocks numerous job opportunities. The transition to renewable energy sources and sustainable practices fosters job creation across various sectors, including:Renewable Energy: The growth of renewable energy requires skilled professionals in engineering, project management, and operations. From installing and maintaining wind turbines to managing solar farms, these jobs offer stable employment prospects while contributing to a greener future.Energy Efficiency and Conservation: Improving energy efficiency is a crucial aspect of sustainability. Energy auditors, retrofitting specialists, and sustainable design consultants play vital roles in reducing energy waste and optimizing energy consumption in buildings, industries, and transportation.Research and Development: Advancing sustainable technologies requires continuous research and innovation. Scientists, engineers, and researchers specializing in areas like battery storage, smart grid systems, and clean fuel development have the opportunity to shape the future of the energy industry.Impact on Supply ChainsThe UK energy crisis has significant implications for supply chains across sectors. Here are a few effects observed:Disruptions in Operations: Energy shortages can lead to disruptions in manufacturing and distribution operations. Businesses reliant on a stable energy supply may experience delays, decreased productivity, and potential bottlenecks in the supply chain.Rising Energy Costs: Escalating energy prices put pressure on businesses' operational costs, impacting their bottom line. Higher energy expenses can strain supply chain budgets and lead to price increases for consumers.Increased Focus on Resilience: The energy crisis highlights the importance of building resilient supply chains. Companies are recognizing the need to diversify energy sources, invest in energy-efficient technologies, and explore localized renewable energy generation to reduce vulnerability to energy disruptions.The UK energy crisis demands a swift transition towards sustainability, and businesses play a vital role in driving this change. If you are a forward-thinking company seeking to build a sustainable business and contribute to a greener future, we invite you to request a call back from DSJ Global.At DSJ Global, we understand the importance of sustainability and the benefits it brings to businesses. Our team of experts specializes in guiding companies by actively providing talent pools with sustainable skill sets, helping you to navigate the complexities of renewable energy adoption, energy efficiency measures, and sustainable practices.By requesting a call back from DSJ Global, you will have the opportunity to discuss your specific business needs, goals, and aspirations. Our knowledgeable consultants will provide tailored advice and solutions, empowering you to make informed decisions that align with your vision of creating a sustainable business.Together, let us embark on a journey towards a cleaner, greener, and more prosperous future. Request a call back from DSJ Global today and take the first step towards becoming a sustainability leader in your industry.

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Should your business offer flexible working? Talent experts at DSJ Global advise  Image
supply-chain

Should your business offer flexible working? Talent experts at DSJ Global advise

The adoption of flexible working has increased over the last few years as technological advancements make it easier to work from anywhere at any time. This has left many companies facing the question of whether to embrace flexible working on a permanent basis. Can the future be flexible in the supply chain industry, and do companies need to offer it to attract and retain the best talent? We spoke to some of the talent experts at DSJ Global to find out how industry leaders are balancing the growing need to remain competitive in the hiring landscape with their business requirements and objectives.The supply chain industry has traditionally been reliant on on-site work, so flexible working in the supply chain industry presents its own unique set of challenges and opportunities. Matt Wood, Executive Director Europe at DSJ Global confirms: “We have to remember that the nature of the roles we recruit in supply chain sometimes means that people must be in the office. You can’t run a production site from your home office; you need to be on-site. The same goes for roles working in quality control, manufacturing processes and health & safety.”How many supply chain companies offer flexible working?As part of DSJ Global’s report, ‘The Impact of Flexible Working’, we surveyed top business leaders in the supply chain industry to find out how their company has been impacted by the rise of flexible working. 63% of clients said they currently offer flexible working, 20% offer fully remote roles, and the remaining 17% do not offer any flexible working options. We asked Emily Cook, Senior Vice President – Head of Procurement Search at DSJ Global, if the results were in line with her experiences finding top talent for leading supply chain firms: “This isn’t surprising - more companies are decreasing fully remote positions, and we are also seeing more companies offering flexibility on a case-by-case situation. However, bear in mind that some candidates have declined offers based on flexibility not being offered formally in their contract, as they are worried the terms could change or be taken away at any minute.”Matt provides insights from a client perspective: “A key requirement when hiring for supply chain roles is the ability to build relationships and trust with your key stakeholders quickly. Most of our clients need candidates who can be in front of their stakeholders and accessible to them throughout these processes so even for positions that can be carried out fully remotely, such as procurement, I rarely see companies offering 100% remote positions.”Flexible working – the positivesOne of the biggest advantages of flexible working in the supply chain industry is increased productivity and loyalty. By allowing employees to work from home or alternative hours, companies can help their staff to achieve a better work-life balance and feel more in control of their lives, which in turn can lead to higher levels of motivation and engagement. Flexible working can also help companies to attract and retain top talent in today’s competitive job market, with many professionals looking for companies that offer flexible working arrangements.Out of the 17% of businesses DSJ Global surveyed that don’t offer any flexibility, 38% plan to introduce it for these reasons. Emily states: “Candidates are asking about flexibility as much as they ask about compensation; it is an increasing priority for them. Companies are losing out on new talent and their own existing talent due to not giving flexibility on working hours or working from home, so we are seeing more and more companies increase their flexibility offering.”Flexible working – the challengesOne of the biggest challenges of flexible working in the supply chain industry is maintaining effective communication and collaboration between team members. When employees are working remotely or outside of traditional hours, it can be difficult to ensure that everyone is on the same page and working towards the same goals. This can lead to misunderstandings, missed deadlines, and other communication-related issues, all having an impact on company culture.DSJ Global’s survey found an equal split with 37% each experiencing a positive or negative impact on company culture due to flexible working, with the remaining 26% unchanged. Emily advises: “Having a team and company culture that is supportive, collaborative, and approachable is what people are often looking for when changing roles. Some managers believe this is better formed when the team is together on site, but companies need to adapt and learn new ways of maintaining a positive company culture while navigating flexibility for the team. This could come from structure or innovative methods of team collaboration.”Can flexible working improve hiring and retention challenges?The biggest hiring challenge according to DSJ Global’s clients is a shortage of qualified candidates (37%), followed by increasing competition for top talent (20%). 10% find it is a struggle to retain talent. Emily offers her experience with how businesses can improve their hiring and retention based on candidate attitudes towards flexible working: “The current market is very candidate driven. During COVID, professionals were worried about changing roles while there was instability in the market, but in 2021-22 we saw an influx of candidates feeling more secure in taking the risk. In the last 6-12 months, with talks of the recession, the risk has gone back up for candidates and so they are less are likely to move. “However, there is a shortage of qualified candidates on the market and a lot of the candidates we are supporting are also in two or three other processes, so companies must be competitive with speed of their interview process, salaries and additional benefits. We are also seeing more counteroffers to compete with retaining talent, including more flexible hours and increasing responsibility. It’s due to this competition that salaries are increasing, which is why more companies are struggling to retain talent.”Final considerations for businesses considering flexible workingRemote and hybrid options play a central role in both hiring decisions and company culture. The number of days people are expected to be in the office affects the success of a company's hiring strategy and helps retain existing talent, as 67% of survey respondents agree. However, for 16% of supply chain leaders, it comes at the expense of productivity, and in 37% of cases it has a negative impact on office culture. We asked Emily for her key takeaways for clients asking whether to offer flexible working:“I would advise that if supply chain businesses want to attract and retain the best talent, they need to offer some sort of flexibility and at-home working, but they need a clear structure to ensure it doesn’t affect the company culture.”Matt offers another word of warning for European organisations offering remote working on a global scale: “It’s clear that hybrid and flexible working is the norm now but at management and senior management level roles, often responsible for global teams and multiple sites, there has been a requirement to manage a complicated schedule around global colleagues and stakeholders for a long time. Don’t under-estimate the impact that “cross-border” remote working has on this dynamic – it isn’t as simple as being employed by a UK company in a 100% remote role and doing so from the beach in Spain – there are tax implications as well as eligibilities when working in other locations.”Learn moreThe future of flexible working in the supply chain industry is explored further in DSJ Global’s report, ‘The Impact of Flexible Working’, where we surveyed business leaders to provide you with insights on how productivity and company culture has been impacted by the increasing prevalence of flexible working, the benefits and challenges it has brought to business leaders, and how companies plan to use flexible working to attract and retain top talent.Click here to download ‘The Impact of Flexible Working’ report.If you would like to talk to us about your current talent needs, fill in our form and one of our consultants will call you back.  ​

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How to Avoid Bias in Job Descriptions

There is overwhelming evidence that companies with diverse workforces perform better on every possible metric, with diversity positively impacting every level of a business, from the cleaning staff to the board of directors. Bringing in as many perspectives, working styles and experience as possible to a workplace leads to integration, success and growth to those businesses who dedicate effort into attracting a diverse talent pool. The first step to make when aiming to achieve a balanced workforce is to ensure job advertisements avoid signs of unconscious bias. This helps present you as a welcoming and forward-thinking employer. You will also discover that your job positions attract a rich wealth of resumes after eliminating bias in your job descriptions. Biased job descriptions can discourage capable and talented candidates from applying for a role they are perfect for, and problems can be found both within the language and content of your job descriptions. Thankfully, it is easy to avoid bias in job descriptions through simple edits and considerations. Follow these rules to attract a diverse and successful talent pool.What is Unconscious Bias?​Though the majority of us strive to encourage inclusiveness and diversity, unconscious bias incorporates the assumptions we make about groups based on gender, ethnicity, age and class due to the structures we live in. When writing job descriptions, this will most often come through in gendered or other biased language.  Unconscious bias can discourage qualified candidates who feel like a job description is looking for a specific type of person, and are unintentionally excluded. ​Are Your Job Titles Inclusive?​Unconscious bias affects many aspects of language, through to job titles themselves. Many job titles are gendered, and successful efforts have been made to reframe traditional roles such as chairman (chairperson), fireman (firefighter) and councilman (council member).Even modern descriptors hold a bias. Have you ever seen a job from a hip company seeking a ‘rockstar’, a ‘guru’ or a ‘ninja’? These are fun titles which give candidates a vivid impression of a company's culture, but all of these terms still hold gendered connotations. A mother in her 40s with the qualifications and experience required may not want to apply for a role with ‘ninja’ in the title. These job titles can also give the (often false) impression of a company dominated by men or entrenched in a ‘lad’ culture where others are not welcome. ​Ensure your job titles are gender-neutral, avoid discouraging older applicants and are descriptive of what the job entails (e.g. ‘Magento Build Project Manager’).Use Gender-Neutral Pronouns​This is a fast and effective way of cleaning up your job descriptions, and a simple rule to follow when advertising new roles. Don’t include gender-specific pronouns in your job description. Stick to they/their and you when referring to the candidate. ‘S/he’ is also an acceptable replacement for gender-specific pronouns,  This rule also applies to collective nouns. Phrases such as ‘guys’ can be easily replaced with ‘team’ or ‘folks’. Check For Biased Language​This is where judgement can be more complicated. When describing the ideal candidate for a role, job descriptions do lean towards using phrases which contain unconscious bias. For example, typically masculine traits include ‘assertive’ and ‘competitive’. While women have every ability to be assertive in the workplace, this can also be viewed as loyalty and supportiveness through a ‘feminine’ lens. This also works the other way. Roles which may be classically applied to by women may include words such as ‘bubbly’ or ‘nurturing’ to unconsciously encourage female applicants and discourage applications from men. Avoid Presenting A Toxic Work Culture​When presenting your work culture, language choices can give applicants the vision of a ‘bro’ culture of after-work beers, chats about matchday and, in worse case scenarios, sexual harassment. Phrases such as ‘work hard, play hard’ and ‘banter’ will not only put off the majority of female applicants but many men too. Consider the wide spectrum of lifestyles your potential applicants could follow and elements of your work culture which will appeal to many, not just a single generation or lifestyle.Consider Your Job Requirements​Alongside bias in language, the general content of your job applications are worth reviewing to make them more inclusive. This includes avoiding job descriptions which contain an exhaustive list of skills needed for the role. In general, men are usually much more confident in their suitability for the roles they apply for, even if they don’t have all of the required skills for the role. Meanwhile, women are much more cautious about applying for roles. The more in-depth and specific a job description is, the less likely a qualified or near-qualified woman will apply for it, even if she ticks more boxes than a male applicant. Avoid this by outlining only the absolutely essential requirements for the role (such as education levels, years of experience, skills qualifications) followed by general ‘desired’ or ‘nice to have’ requirements. This will lift barriers to entry which often stop those with low confidence or imposter syndrome to apply. Provide a smaller amount of boxes to ‘tick’ to attract a larger and higher quality range of candidates. ​The best approach is to create descriptions which use succinct and direct language. Make your descriptions easy to follow, read and digest. Use Online Tools To Eliminate Bias in Job DescriptionsLarger companies have now invested in software to help highlight and change job descriptions and other materials to remove signs of unconscious bias. Recruitment software OnGig uses a text analysis tool to help remove biased language. Textio is a leading ‘augmented writing’ software for recruiters which will eliminate gendered or biased language or job requirements while still ensuring your chosen language has the passion and impact you want to encourage applications. ​​Want to learn more about diverse recruitment strategies? Contact Our Team

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Do Employers Interview the Best Candidate First?

​When it comes to interviews, there's always a debate about whether being the first or last candidate interviewed is beneficial. We'll explore the strategies behind scheduling interviews and whether employers typically interview the best candidate first.Do Employers Interview Best Candidate First?There is no one-size-fits-all answer to whether employers interview the best candidate first. The reality is that different employers have different strategies when it comes the scheduling process. It’s important to remember only the top candidates will be interviewed and therefore there is something interesting about your experience that the hiring manager will be looking to touch upon within the interview.The Case for Interviewing FirstSome hiring managers may choose to interview the strongest candidates first. This can be advantageous for a number of reasons. By interviewing the top candidate early, employers can gauge other candidates' performances against the benchmark set by the best candidate. This can also help streamline the hiring process if the best candidate impresses the interviewer and is a clear fit for the position.The Case for Interviewing LastOn the other hand, some employers may prefer to save the best for last. This can allow them to get a better understanding of the overall candidate pool and make it easier to identify the top candidate's strengths and weaknesses. By interviewing the best candidate last, employers can also ensure they have a lasting impression of the strongest contender, which may be useful during the decision-making process.Other FactorsMany other factors can influence the order in which candidates are interviewed, such as scheduling conflicts, interviewer preferences, or internal processes. Therefore, it's important not to read too much into the order of your interview.FAQsTo help you navigate the often complex world of interviews, we've answered some commonly asked questions.Does Being Interviewed First Mean Anything?Being interviewed first doesn't necessarily indicate your standing as a candidate. It's important to remember that there are many reasons why an employer may schedule interviews in a certain order, and it's often unrelated to the perceived quality of the candidates.Does the Order of Your Interview Matter?While the order of your interview may have some impact on how your performance is assessed, it's crucial to focus on what you can control: presenting your skills, experience, and personality in the best possible light. Ultimately, being well-prepared and confident will have a much greater impact on your chances of success than the order in which you are interviewed.How Long After an Interview Should You Hear Back?The time it takes to hear back after an interview can vary widely depending on the company, the position, and the number of candidates. Generally, you can expect to hear back within one to two weeks, but it may take longer in some cases. If you haven't heard back within this timeframe, it's acceptable to follow up with the employer or your talent consultant to inquire about the status of the hiring process.Why Choose Us?At DSJ Global, ourteam of experts are dedicated to providing you with the latest insights, tips, and advice to help you succeed in your job search with us. Whether you're looking for guidance on career progression, interview preparation, resume writing, or salary negotiation, we're here to support you every step of the way.Get in Touch NowReady to take your career to the next level?Submit your CV today and discover relevant roles. Contact ustoday to learn more about our services and how we can help you achieve your career goals.

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The Impact of Flexible Working

​Assessing the adoption of flexible working in the supply chain industrySince its introduction to the masses, flexible working has revolutionized the world of employment. As the demand for supply chain professionals continues to grow worldwide, strategies to facilitate flexible and remote working have become essential in attracting and retaining top-tier talent.For many, some degree of flexibility is essential to achieving a healthy work-life balance. This can in turn, result in a happier and more productive workforce, which benefits businesses. However, moving processes away from the office can also have a negative impact on company culture, as teams interact less, decreasing productivity. The ambiguity of the situation made us wonder: What is the real impact of flexible working? To answer this question, here at DSJ Global we engaged with top businesses to understand their flexible working strategy. Exploring the state of flexible working across the supply chain, we take a look at the following: How productivity and company culture has been impacted by hybrid and flexible working patterns What leaders see as the benefits and the challenges to flexible workingHow companies plan to use flexible working to attract and retain top talentOffering valuable insights to professionals seeking to understand the state of flexible working in supply chain, and for organizations reflecting on their flexible and working from home policies, both can take away a number of key considerations from this exclusive report. ​Download your copy of the report by completing the form below:​

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Global Job Confidence Index 2021

​​The annual DSJ Global Job Confidence Index aims to measure the beating heartbeat of the Supply chain and procurement labor market, their confidence in the economy, securing or finding a job, compensation and bonus, flexible working patterns, and whether the bull-bear factors in employment have altered.

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The Virtual Recruitment Landscape: Reset and Reboot

​The historical events of the past year made most firms pivot and re-evaluate their talent acquisition processes. Despite the resetting of traditional workplace rules, on the back of many businesses continuing to limit travel and in-person collaboration, what can be said for the virtual recruitment landscape then?​At DSJ Global, a subsidiary brand of the Phaidon International group, we recently engaged with our supply chain and procurement network. In the latest survey, the mandate is clear: 84% of respondents report that they are still conducting digital interviews.How can employers capitalize on a dynamic talent market when face-to-face contact has primarily been refuted? The answer lies deep-rooted in crafting a hyper-personalized, virtual recruitment strategy that accurately assesses a candidate’s competencies and skill set, whilst also providing an immersive user-experience online. Download our complementary guide to discover the digital-fast tactics that can keep your talent pipeline flowing, so you can lead from the front. ​This Guide Covers: The Virtual Recruitment Landscape: Reset and Reboot? Recruiting Remotely: A New Playing Field Idiosyncrasies and Nuances of Virtual Recruiting Decoding the Virtual Recruitment Landscape

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