Global Supplier Quality Analyst – Soft lines/Accessories- Midwest

Posted on June 27, 2011 by admin

(Salary up to 70K + bonus)

Our client has a strong brand presence and a flat organizational structure. Excellent, collaborative work environment.

Be a key liaison between design, technical design, merchandising , product development and sourcing to ensure quality integrity of all products!

 

Must have branded soft lines or accessories category experience.

Summary:

Lead and coordinate the quality process to assure raw and finished goods product quality standards are met both domestically and internationally.

Job Description:

• Direct responsibility for product returns and assigned personnel

• Provide dotted line support and direction to staff in offshore offices

• Establish and maintain supplier requirements internationally

• Evaluate suppliers internationally for conformance to established brand requirements.

• Work closely with international office general manager to provide tools for quality staff.

• Provide supplier qualifications, material issue resolution, drive supplier corrective actions

• Establish and maintain acceptable quality standards for raw materials and finished goods

• Insure consistency of on-going product receipts with original samples/standards from suppliers

• Log and follow-up on quality complaints as reported by customers

• Provide necessary quality reporting for effective supplier selection and product assignments

• Track, analyze, and report on quality performance and trends

• BOM/component validation and maintenance of approved supplier/parts lists

• Drive quality with assigned suppliers and accelerate improvements in supplier quality and delivery of value

• Drive supplier selection through qualification process

• Drive corrective and preventive action program, from initiation to resolution of items; collect and analyze data to track the improvements

• Develop positive relationships and work closely with Purchasing Departments (Domestic and International) to manage and implement supplier engineering changes, and part introductions

• Deliver results as measured by key metrics such as defect rates, total supplier cost and corrective action closure

• Drive improvement through supplier auditing and supplier scorecards

• Understand and drive Lean supply chain internally and with suppliers; ensure that all purchased part documentation and products meet quality system requirements

• Develop and implement plans of action/systems to continually improve the quality of raw and finished goods

• Lead identification, communication and resolution of product quality issues

• Coordinate the receipt, tracking and disposition of returned products

• Maintain current and historical files on raw and finished product specifications, returns and all other quality issues

• Document and maintain Quality procedures

Qualifications:

• Bachelor’s Degree in business or related field or equivalent experience

• 3-5 years supplier quality experience

• Strong team player

• Strong data analysis, problem solving and project management skills

• Must be comfortable with rapidly changing priorities

• Experience in a Lean Manufacturing environment is highly desirable

• Must be detail oriented and possess excellent time management and organizational skills

• Excellent interpersonal skills to interact with diverse individuals and groups at all levels Excellent verbal and written communication skills

• Must be able to work independently in a fast paced, rapidly changing environment.

• Thorough understanding of MS Office applications including Word and Outlook, and strong skills in Excel.

• Ability to read product specifications

• Flexible, adaptable with the ability to work under pressure to meet deadlines in a fast paced office environment

TO APPLY:

Send your resume with salary requirements to Sue at Midwest Personnel Resource, LLC:

e mail: sue@mpresource.com

phone: 262.681.3727

Job Code:

Please include Job Code QE – MPR0311 in the subject line of all emails.

Posted in Midwest, Open Positions, Quality | Leave a comment

Trim and Fabric Developer- Midwest

Posted on January 25, 2011 by admin

Enjoy a team atmosphere where everyone rolls up their sleeves to get the job done. Our client has a strong brand presence and a flat organizational structure that will allow you to play an integral part in the development process.

Summary:

Responsible for creating and maintaining a company-wide resource center and being the resident expert relative to fabric, trim, material development and color.

Job Description:

  • Responsible for organizing and tracking development of fabric, trim and various materials.
  • Work with Operations to source and evaluate all materials and trims (greige goods selection, printing techniques, finishing options…)
  • Set up and maintain fabric development calendars, support the fabric order process by keeping systems updated consistently and accurately
  • Manage and organize each season’s fabric and trim development books by collection library
  • Follow up with suppliers, factories, designers, and product development technicians throughout the development process: CAD development, strike offs, lab dips, etc…
  • Support the fabric and trim approval process through communication with vendors
  • Monitor testing process for fabrics and trim
  • Set production standards for fabrication quality, printing, color and finish based on direction and knowledge of the collection
  • Collaborate with Quality Assurance on quality related issues
  • Attend fabric shows and trend seminars
  • Research, compile and organize trend information relating to fabric, prints and product design for all pertinent categories
  • Prepare boards, power points and various reports to present trend information.
  • Provide organized trend information to meet needs of design managers
  • Participate in evaluation of all product line concepts along with other Product Development team members

Qualifications:

  • High school graduate. Bachelor’s degree in design or related field preferred.
  • 3+ years experience in apparel (cut and sew) or fashion accessory industry preferred
  • Knowledge of textiles, fibers, man-made materials, leather, accessory hardware and color, with thorough understanding of fabric constructions and printing techniques.
  • Great eye for color and detail
  • Understanding of sewing construction and properties
  • Familiarity with design characteristics as well as production capabilities, requirements and limitations
  • Detail oriented with the ability to manage multiple tasks simultaneously
  • Excellent interpersonal, written and verbal communication skills
  • Flexible, adaptable with the ability to work under pressure to meet deadlines in a fast paced office environment

 

TO APPLY:

Send your resume with salary requirements to Sue at Midwest Personnel Resource, LLC:

e mail: sue@mpresource.com

phone: 262.681.3727

Please include Job Code MDM – MPR0311on all emails/faxes.

Posted in Fabric/Trim Development, Midwest, Open Positions | 1 Comment

Why work with an employment agency?

Posted on February 19, 2010 by admin

Why should a company work with an agency?

  • An agency typically has a broader reaching network and an on-going pulse on who is confidentially looking. They also have an understanding of your competition and which companies have happy/unhappy employees. Timing is everything. An agency can typically tap into qualified/employed candidates at critical times and entice them to make a change when the right opportunity comes along. Hint: It is critical that you work with an agency who values the candidate relationship and builds long term partnerships with their candidates.
  • An agency can actively market your opening(s) to a potential employee (often a company does not want to gain a reputation of stealing talent from their industry partners or competition- remember that golden rule: do on to others as U want done on to U)
  • An agency can get to the root of why an employee is really looking to make a change and define what is the next best career move for them
  • A good agency partners with the right candidate for your job to engage them in the process, gets them prepared to tell you why they are a good fit for your specific position, culture, company (what are they going to do for your company- help them successfully relay their value proposition to you).
  • An agency will work with you to understand the key skills/objectives that the right candidate needs to bring to the job/and expected accomplishments that will need to be met in the job
  • An agency will help you to close the deal. A good agency is partnering with you to understand your critical salary range. They are partnering with the final candidate from the beginning of the process to understand their salary history and future requirements, bonus/sign on needs, relocation expense expectations, benefits needs. The recruiter has on going conversations during each stage of the interview process to make sure the company needs and the candidate’s requirements are in line, thus ensuring acceptance of the offer by the candidate once an offer is extended. Additionally, the recruiter is gaining full visibility to other opportunities that the candidate is pursuing to determine the viability of your opportunity against your competition. A successful recruiter will help you to stop the candidate’s search process and accept your offer when the right fit/connection has been made!
  • An agency who understands your culture can find you the right talent before you have the need. This is often the best time to hire. Often a company waits until they have an opening (I understand the need to manage head count) and then they make a selection from the available candidate pool at the time. Is that really the best candidate for the position/organization or does the company settle based on a need to fill an urgent position so as to not continue to tax existing staff? A successful company will not miss the opportunity to hire the right culture fit/strong talent when they become motivated to make a change! The sweet spot!
  • An agency will expedite your hiring process and find you the right candidate for your specific needs!

Why should a candidate work with an agency?

  • An agency can educate you on your marketability- do you know who you are competing with? Do you know what your strengths/weakness are compared to your competition? How valuable are you to an employer?
  • An agency can get your resume noticed and to the top of the pile. In a saturated market that is priceless!
  • An agency can get you prepared for an interview. We review our interview notes with the candidate, educate them on how to get themselves prepared for the interview so they can talk specifics relative to the company’s need and their skill set, we give them a sense for what to expect in the interview process, share candidate interview feedback and educate them on their monetary market value!

How do you qualify an agency?

  • You need to find out what the agency’s process is. How do they screen their candidates? How do they build relationships with their candidate’s to ensure they are getting the true picture of their skill set/personality/capabilities? When and how are they reference checking their candidates? How detailed is the reference? Are they calling only the listed references or are they digging to talk to past supervisors/peers to get the real scoop. The quality agency is uncovering all the facts to ensure a LONG TERM placement!
  • What credentials do they have in the industry that they are recruiting for, from an HR perspective, how did they train/study to get good at what they do
  • Ask them for references of other satisfied clients
  • Ask them how much information they are going to provide on the candidates they submit. Warning, those agencies who are submitting an attached resume and limited information (only salary requirements and ability to relocate) have probably not thoroughly screened the candidate for your specific need!
  • Ask them why you should be working with them over another agency- do they know their strengths relative to their competition?

I could continue on, but this gives you food for thought.
If you are a company you are paying a fee if you hire a candidate from an agency. Know what you are paying for. A good recruiter is worth their weight in gold, but you need to know who you are working with!
From a candidate perspective, you need to be working with an agency who values the candidate relationship as much as the company/client relationship.
If you are an apparel professional we would love to help you with your search!
If you are a company looking for quality apparel professionals we would welcome the opportunity to expedite your hiring process!

Posted in Uncategorized | 1 Comment

Interesting article about finding the right culture fit- "Getting Creative to See if You Fit In"

Posted on September 22, 2009 by admin

http://www.washingtonpost.com/wp-dyn/content/article/2009/09/19/AR2009091900800.html

Leave a comment

How to prepare for an interview!

Posted on September 17, 2009 by admin

Your frame of mind is really key to a successful interview. To put things in perspective: Think of the interview as a conversation. Nothing more. The interview is NOT a test, it is NOT an interrogation, it should NOT be a stress test, you do NOT pass or fail.

You are talking to the employer to learn more about their needs (relative to the position that they are trying to fill) and to determine if the position, location, environment and employees are a match with what you are looking for. The employer is doing the same thing! If the two align an offer is typically extended.

How do you best prepare for an interview?

Use the job description that they provided as a key reference point. The objective is to be able to relay to the employer how you can be of value based on their specific needs.

I recommend that you use the following strategy to best answer the employers questions. The concept is taken from the behavioral based interviewing method/model.

To divert for a minute: Behavioral based interview questions are questions that get specific examples of a candidate’s past experience so an employer can determine if the candidate can be successful in the position that they are trying to fill. The interviewee’s answers give the employer insight into how the candidate performed the process/job/responsibilities in a prior role.

I believe that the following strategy can be used by candidates to prepare for an interview. First review the job description. Second, review each action point on the job description and come up with the best 1 or 2 examples where you have done what the employer is looking for (use your past performance/job experience). Then apply the following tool to get your toughs in order prior to the interview:

On the right hand margin of the job description write BAR or STAR vertically and fill in the blanks horizontally. Think of the acronym BAR, B= Behavior, A= Action, R= Result
or STAR, S=Situation, T= Task, A= Action, R= Result.

EXAMPLE:

Job Description:

  • Work with Sales and Marketing to develop season’s themes, promotional items and marketing campaigns

B= As Director of Men’s and Boys Product

A= I worked with Design, Sales, Marketing & Key Accounts to research and develop seasonal marketing strategies (which included: POS, GWP, promotional kits, packaging, hang tags and advertising spots)

R= I had full accountability for the revenue in my assigned categories. My efforts resulted in a 30% increase to sales year over year, a 5 pt margin increase and a successful launch (and line extension) for the Men’s and Boys product category.

This preparation should position you to communicate your strengths relative to the employer’s needs and ultimately land you the job providing you have the KSAA’s (knowledge, skills, ability, accomplishments) that they are looking for!

Update (10/16/09) -Here is another article that is consistent with some of my notes above:
http://community.ere.net/blogs/invested-innovative-brilliant-improving-the-recruiting-experience/2009/10/how-to-ace-the-interview-guest-blog-by-new-head2he/

Leave a comment

Do you need a cover letter?

Posted on July 9, 2009 by admin

The cover letter is a controversial thing. I hesitate to communicate my thoughts on this topic because I am quite sure that many people labor over the cover letter and spend an enormous amount of time on it.

First, what should the cover letter include:

  • The title of the position that you are applying for
  • List how or where you learned about the position (if there is a job code include it)
  • Parallel your background/experience and how you can be of value to the future employer based on what “they” are looking for
  • Your availability to talk to the hiring authority and the best way to reach you
  • Your contact information

Now, do you need a cover letter?

Answer: it depends.

No if,

  • Someone who is already connected to the company/position is putting forth your information
  • You are applying for a specific position
  • You have the direct contact name for the person overseeing the hiring process

Yes if,

  • You are not applying for a specific position
  • You are seeking an informational interview
  • Have a unique aspect of your resume that needs to be explained
  • Are applying for a position where your skills are not current in the specific field (the cover letter will allow you to explain why you feel you are a fit)
  • You are applying for a marketing, communications, sales position- often your written style will be a assessed as a part of the interview process!
  • They are asking for one

My experience with cover letters:

When I was hiring (as a Manager of HR) I typically went straight to the resume to get to the meat of what the person could do/bring to the company/position. If the resume had positive attributes (longevity in positions, growth/advancement, relevant experience) but, they were not a direct fit, I would reference the cover letter to get a sense for why they felt that they were a good fit.

Cover letters can be valuable for showing your ability to communicate via writing, which is critical in many professional level positions. It can also “sell” your background differently than a resume.

When the top 5% bubble to the top, the cover letter may become a deciding factor relative to who a company brings in for an interview. Especially if the position is in marketing, sales or communications!

My thoughts on the cover letter:

Given a saturated market you may be laboring over a cover letter that is never read! Recruiters/hiring managers are so busy trying to get through the resumes that reviewing every cover letter can become very time consuming. Keep in mind that cover letters are often poorly written and are done in a lot of different formats which requires more time for the “reviewer”!

According to data released by the U.S. Bureau of Labor Statistics, there were 5.4 job hunters for every advertised opening in April. The Job Openings and Labor Turnover Survey said the April ratio was up from 4.8 in March, and up dramatically from 1.7 in December 2007, when the recession began.

Posted in Uncategorized | Leave a comment

How to get your resume noticed!

Posted on June 12, 2009 by admin

A little foreground before I give you tips on how to get an employer or recruiter to read your resume:

Why do you need to create a resume?

  • The resume is the tool that will typically get your foot in the door
  • If it is done correctly it will land you the interview
  • The resume is the “first impression” of you to an employer. Remember the old saying “you only get one chance to make a first impression”!

Important Note: You should consider Linkedin and other social media as a resume of sorts.
Do your social networking sites represent you appropriately to your future employer? Even if you are not looking, your next employer might be passively looking for you!

Keys to getting your resume noticed:

  • Create a resume that is easy to read – bullet point format is typically best- it allows you to concisely relay your KSAA’s (knowledge, skills, abilities, accomplishments)/paragraph form is NOT an effective way to relay your KSAA’s…(it is overwhelming to read this type of format). Imagine yourself, for a moment, as a recruiter or hiring manager and you are up against a large stack of resumes…Would you want to read a labor intensive paragraph- even with good sentence structure!?
  • Make sure your resume succinctly relays your KSAA’s- you should spend the most time on your accomplishments and the least amount of time on skills- although they are important and should be mentioned!
  • Be consistent in your format throughout the resume
  • Flow it similar to a book (you read left to right) use that same format in your resume…requiring them to read the resume in another flow is confusing and takes precious time that they do not have!
  • Create a tag line with appropriate buzz words in your industry or key skills that you are looking to incorporate in your next position (list skills that you possess not desire to gain). This will get your resume to come up when employers/recruiters “search” databases or surf the web
  • Keep your resume length to two pages (1 page for 5 or less years of experience)

I could spend a whole day on this topic, but hopefully these initial tips will get you off to a good start!

Enhanced by Zemanta
Leave a comment

What does this economy mean for a candidate/job seeker and how do you appropriately follow up?

Posted on May 7, 2009 by admin

What does this economy mean for a candidate/job seeker?

You are now competing with many more candidates (not necessarily more qualified candidates) than you were a year ago. This means that the hiring process may be slower. HR/Hiring Managers have to filter through a lot more resumes to find the “diamond in the rough”. Additionally, they may be taking on multiple job responsibilities (due to downsizing) leaving them less time to focus solely on recruitment.

Appropriate follow up would include:

  • An e-mail to HR or the Hiring Manager (whom ever was listed in the job posting) to clarify that they received your resume NOTE: If you do not get a response from your e-mail it would be appropriate to follow up with a phone call, but wait several days to give them a chance to respond!
  • A telephone call to HR/Hiring Manager to confirm receipt of your resume. NOTE: If they do not answer please leave a message. People are extremely busy and leaving a message will still get you the same results: your resume to the top of the pile.

A word of caution (coming from in house recruitment for 9+ years) if your follow up is too aggressive, it may hurt your chances of getting an interview.

Enhanced by Zemanta
Leave a comment