I understand This website uses Cookies More Cookie Consent plugin for the EU cookie law COVID-19 (Coronavirus) Update Meridian Industrial Jobs Search Go back We have 0 live industrial jobs available today. Within the industrial marketplace we offer our clients a responsive, professional and bespoke service, drawing on our extensive knowledge of local candidates. We provide temporary staff from a single operative to a 24-hour workforce anywhere in the UK and guarantee the highest level of service delivery to our clients and candidates. We place candidates in a variety of roles including, warehouse jobs, engineering jobs, driving jobs and food production jobs. We also provide permanent industrial staff at all levels. Previous Hospitality Industrial Driving Engineering Next See our Industrial Vacancies HGV Class 2 ` Stockport £14.50 per hour Responsibilities: CLASS 2 REFUSE DRIVERS URGENTLY REQUIRED - IMMEDIATE STARTS Location: Stockport Shifts: 06:45am until job finish Pay rate: £14.50 per hour 7.4 hours per day The Role: We are looking for class 2 drivers to work for a large refuse company based out of the Stockport area, you will be driving in and around surrounding areas to Stockport collecting and picking up domestic waste Reqiurments - Class 2 licence, Digital Tacho, CPC Card This role would suit: HGV Drivers, Class 2 Drivers, Refuse drivers Commutable from: Stockport, Bredbury, Cheadle, Wilmslow, Reddish, Manchester Senior Recruitment Consultant- Chester Chester £28000 per annum Responsibilities: Based at our brand-new Office at Chester Business Park; The team are leading a regional industrial recruitment charge from within Meridian. Last year, teams developed through 3000 hours of training with 23 promotions this year so far - they are driving 44% company growth Meridian business Support have fantastic opportunity within our Industrial division to join us as a Senior Recruitment Consultant based at Chester Business Park: Salary: £28,000 + uncapped bonus scheme Car Allowance (£) Contracted to 42 hours per week Working Hours: Monday to Thursday 8am – 5.30pm & Friday 8am – 5pm 23 days holiday + Birthday Day off Benefits include –Annual awards & Conference weekend, Pension, multiple lifestyle discounts Great training & development opportunities including your REC qualification As our Senior Recruitment Consultant, you will work as part of an experienced team to grow high level client relationships and deliver an expert consultative service to our regional clients. Working with existing & new business to plan and deliver recruitment solutions, retention strategies and advise on future opportunities and disruption in the local market. We are looking for an experienced Recruitment Consultant, ideally with experience of managing industrial candidate numbers to meet daily client requirements, with a drive and passion to take your recruitment career to the next stage. You will need to understand what it takes to bring on new business and manage clients within volume recruitment and thrive in a fast paced, ever changing environment You will take ownership of generating new business, securing new PSL wins, being able to convert those wins into profitable clients and build strong relationships to ensure Meridian is the supplier of choice. Once you have secured new clients you will be creating and managing a temp labour pool to ensure achieve client’s fulfilment requirements. Senior Recruitment Consultant Core Responsibilities: Using sales, business development, marketing techniques as well as networking to build trust with high level clients & attract business from organisation's involved within the Industrial sector Understand market trends to maximize margin percentage Maintain an awareness of market competition and undertake competitor analysis on a regular basis Attend client visits and meetings to ensure both Private & Public Sector customer needs are understood and met Advertising vacancies by drafting and placing adverts in a wide range of media Using social media to advertise positions, attract candidates and build relationships with candidates and potential employers Headhunting – identifying and approaching suitable candidates who may already be in work with a view to match candidate to client requirements Briefing the candidate about the responsibilities, salary and benefits of a job ensuring you have managed candidate expectations and buy in for the position Negotiating and acting as a liaison between client and candidate to ensure both candidate and client needs are met Provide the highest standard of value-adding consultation & customer service to potential and existing customers and candidates View All Find Your Nearest Office Search Find your Industrial consultant filter by: Select Birmingham Exeter Newcastle Under Lyme Manchester Chester Newcastle Upon Tyne Hereford Cheltenham Hereford Grimsby Grimsby Wakefield Manchester Wakefield Bristol Cardiff Manchester Birmingham View all consultants Explore Latest News Employing the right people in a candidate shortage – Small things that mean a lot If you have been trying to get new people on your team recently, you may have found it slightly more difficult than usual. The current employment landscape is not quite as easy to navigate as it was in the past. It’s no wonder then the most common questions we are being asked right now are around how to attract and hire the right people in a skills and candidate shortage. The good news is that not only is it possible to attract the right people, but a few small changes in approach can make a big difference. Keep in mind that if you have a fair offer, money isn’t the only motivator. The first instinct in a skills shortage is often to increase the salary offer, but a huge pay hike may not be necessary if the job itself is appealing. That said, there is a noticeable rise in salary levels for skilled workers and in shortage areas, so it may well be a good time to do a review of your offer. We are happy to help with this if you need our input. Your employer brand really matters to candidates. One of the reasons for the first point about salary is that there are so many other motivators in the mix. Your employer brand is the shop window for your business. In a reduced candidate pool, it’s not just about attracting the right people, your brand also needs to encourage them to connect with you. Look to employ to train where possible. One option to increase your potential pool is to widen your search criteria. We have seen some very successful hires where employers have accommodated the idea of training someone into the role rather than demanding full experience. Of course, this may not always be an option in very specialist jobs, but where it is possible, it can open up new possibilities. Make the offer quickly, then follow up as soon as possible. If you need that great candidate, then other potential employers will also be looking. Once you see the person you want to hire, we suggest you make the offer right away. Hesitating could result in the candidate being snapped up or receiving a counteroffer from their current employer. Once the offer is made, it’s important to keep in touch before the start date to help offset any counter offers. Make the most of your recruitment partner. Talk to us about what you need, and let’s look at options together. With our combined experience, we will be able to work together to make sure you are reaching the right people. Building a development pipe of internal growth will help future proof your key areas. The skills shortage isn’t likely to go away quickly. One option is to build an internal development pipe and employ further down the experience chain to grow people into roles. Having a clear and appropriate development policy will also help attract new talent at all levels. It may take a while to fully develop, but this way, you have a pool of skills rich internal options for new roles. Think benefits, bonuses, and perks. Candidates are often swayed by ‘fringe’ motivations as much as they are by salary. Simple things like gym memberships, a parking space, the option to work from home as well as health plans and similar can mean a great deal to employees. Most importantly, though, they can be the deciding factor when weighing similar offers. If you want to future proof, then remember that Gen Z are not the same as Millennials. They are digitally native, flexible in their approach to the notions of ‘the workplace’ and invested in the ethos and brand of their employers. According to research by the Carson College of Business in the US, Gen Z workers are likely to be worried about their career and have a high level of drive to succeed. It would be wrong to mistake this as a success at all costs approach, though. 75% of Gen Z respondents said they look for an employer to prioritise work/life balance and almost as many felt it was important that the employers’ values matched their own. In terms of defining traits, though, it is the importance of inclusivity, diversity and positive impact that strikes you as high on the Gen Z agenda with the latter being important to over 80%. If employers want to attract and keep a new generation of skilled workers, then clearly, they need to encourage an inclusive workplace, display their business values and be prepared to allocate time to development. Small changes like these will pay off in increased applications and help offset the skills shortage problem. Despite what some of the doom and gloom merchants are saying, there are available candidates. To attract them, you need to have a good recruitment partner and reach out to them in the right way. Read Full Story 23 NOV Previous REVEALED | Habits UK staff want BANNED from workplace post-pandemic Employing the right people in a candidate shortage – Small things that mean a lot Is it time to move on? 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