Skip to main content

Tag: recruitment consultancy

The Most Effective Way to Reach Qualified Candidates in the FMCG Sector: Headhunter and Employment Agency Support

Written by admin on . Posted in Blog. No Comments on The Most Effective Way to Reach Qualified Candidates in the FMCG Sector: Headhunter and Employment Agency Support

In today’s business world—especially in the Fast-Moving Consumer Goods (FMCG) industry—reaching the right talents at the right time plays a critical role in ensuring sustainable success. The FMCG sector is one of the most dynamic and demanding industries due to its fast pace, intense competition, and high customer expectations. As such, finding and hiring qualified candidates is no longer a luxury—it’s a strategic necessity.

However, in such a fast-changing industry, traditional recruitment methods often fall short. This is where headhunters—professional recruitment consultants—come into play.

Why Is It Difficult to Find Qualified Candidates in the FMCG Sector?

FMCG professionals are typically agile, customer-oriented, result-driven, and able to adapt to a fast-paced work environment. In many roles, previous sector experience is also crucial. That’s why posting standard job ads is often insufficient to attract top talent.

A great marketing manager or product specialist may already be employed and not actively looking at job postings. Reaching and persuading such passive candidates to explore new opportunities is only possible through headhunter support.

What Is a Headhunter and What Do They Do?

A headhunter, also known as a recruitment consultant, proactively searches, analyzes, and directly engages with potential candidates who match a company’s hiring criteria. This approach is especially advantageous for FMCG companies that need to hire the right talent under time pressure.

Recruitment consultancies go beyond reviewing candidate databases. They conduct industry research, assess cultural fit, and build meaningful connections with qualified professionals by accurately representing the employer brand.

6 Strategic Advantages of Headhunter Support in the FMCG Sector

  1. Time and Cost Efficiency
    Traditional job postings often generate a high volume of irrelevant applications, wasting both time and HR resources. A recruitment consultancy streamlines the process by presenting only the most suitable candidates.
  2. Access to Passive Candidates
    Professionals who are not actively applying but are open to new opportunities are extremely valuable in the FMCG industry. These candidates typically engage only through headhunter outreach.
  3. Industry Expertise
    Recruitment consultants with FMCG sector experience understand the nuances of each role and can recommend candidates who are both technically skilled and culturally aligned.
  4. Strong Brand Representation
    A professional recruiter represents your company in the best possible light—an important factor in shaping a qualified candidate’s first impression of your employer brand.
  5. Strategic Consultation
    Headhunters offer more than just recruitment—they also provide advice on workforce planning, job definitions, salary benchmarking, and more.
  6. Higher Success Rate
    Candidates presented by headhunters are carefully pre-screened and typically a strong match with the company, significantly increasing the success rate of hiring.

Which Roles in the FMCG Sector Benefit Most from Headhunter Support?

Recruitment consultancy services are especially critical for roles such as:

  • Product Managers
  • Brand Managers
  • Finance & Accounting Professionals
  • Category Managers
  • Sales Channel Roles
  • Marketing Specialists
  • Supply Chain Roles

These positions demand not only technical expertise but also deep industry insight—making candidate search and persuasion a specialized task.

How to Work with a Headhunter in the Recruitment Process?

Partnering with a professional recruitment agency involves several key steps:

  1. Position Analysis: Understanding the company’s specific talent needs.
  2. Profile Definition: Clarifying technical, experiential, and cultural fit criteria.
  3. Research & Screening: Identifying and engaging with potential candidates.
  4. Pre-Evaluation: Conducting assessments before interviews.
  5. Candidate Presentation: Delivering only the top 2–3 suitable candidates.
  6. Interview & Feedback: Managing the process collaboratively with the consultancy.

How to Choose the Right Recruitment Partner for Your FMCG Company?

When selecting a recruitment consultancy, consider the following criteria:

  • Do they have experience in the FMCG industry?
  • Do they have strong references?
  • Is their talent pool extensive?
  • Do their consultants truly understand the sector?
  • Do their placed candidates show long-term retention?

A partner who can confidently answer these questions will offer not only short-term hiring success but long-term value to your company.

In a competitive industry like FMCG, finding the right talent is not just a need—it’s a race. Companies that want to stay ahead must look beyond traditional job listings and invest in professional headhunter services. The right recruitment consultancy doesn’t just fill a vacancy—they help you secure professionals who add value and move your business forward.

Your time and energy are valuable—use them wisely. If you want to work with the best in the FMCG world, headhunter and recruitment consultancy services are a strategic gateway to your future.

Your All-Solving HR Team Also Needs Support: Who Supports the Supporters?

Written by admin on . Posted in Blog. No Comments on Your All-Solving HR Team Also Needs Support: Who Supports the Supporters?

“An HR professional notes down the next issue while solving the current one.”

Even if they don’t say it out loud, most HR specialists think this way often. Because HR teams are the invisible heroes of organizations—they recruit, onboard, develop, motivate, solve conflicts, calm down crying employees, and rewrite sharp managerial emails into gentler ones. But let’s pause and ask one question: Who’s there for them?

This article is a reminder that even those who constantly solve problems need solutions themselves.

HR Is Human Too: Systems That Give Constantly Will Eventually Burn Out

HR professionals are often the pillars that keep a company standing. But like every department, they face limited resources, overwhelming workloads, and ever-changing priorities. While building company culture, managing recruitment, handling payroll, compliance, training, and internal communications, even taking a breath can feel like a luxury. Especially when the expectations sound like: “Let’s fill those open positions immediately—with perfect candidates—and stay within budget.”

But can an HR professional stay consistently motivated while juggling all these responsibilities?
Yes—but not alone.

Empowered HR Elevates the Entire Organization

One of the most strategic investments a company can make is to support its HR function. When HR runs smoothly, it’s not just about personnel management—it ensures every part of the company functions more effectively.

Supporting HR can speed up recruitment processes, shorten the time to hire qualified candidates, streamline onboarding, and improve employee satisfaction. This support may come in many forms—outsourcing, consulting, or integrating professional tools into recruitment, training, or performance management processes.

Because in today’s business world, the era of “doing everything alone” is over.
A well-supported HR team is a well-performing HR team.

What Problems Need Solutions?

  • Open positions remain unfilled for months.
    Solution: Targeted recruitment consulting, expanding candidate pools, and using assessment tools for better matches.
  • New hires leave shortly after joining.
    Solution: Redesign onboarding tailored to the company, establish two-way feedback mechanisms during adaptation.
  • HR is left to handle everything alone.
    Solution: Supplement the internal team with external HR services (e.g., payroll, reporting, training, and compliance tracking).
  • Managers expect “everything” from HR, but resources are limited.
    Solution: Use project-based consultancy models, distribute workload effectively, and digitize key processes.

Knowing they’re not alone directly boosts the morale of HR teams and strengthens their connection to the company. Remember: strategic HR isn’t just about carrying the load—it’s about sharing it wisely.

The AVD Approach: A Silent Ally at Your Side

At AVD HR Consultancy, we aim to ease the burden on HR teams so they can focus on where they create the most value. We stand beside organizations across a wide range of HR processes—including recruitment, disability employment, EOR (Employer of Record), outsourcing, and learning & development projects. We work like an extended arm of your team—a partner who is external in position but internal in spirit.

Our goal is not just to “support” HR, but to amplify its strategic power.
HR professionals often do visible work without visibility. But they, too, are human—and they deserve support, motivation, and strong partnerships.

They should also have someone to call when they say, “Who can I turn to now?”So today, take a moment to reflect:
If HR is always supporting the company, who’s supporting HR?

.....