The client — A stock market listed multi-site food producer

Scenario:

Having built a successful working relationship with the client since 2014, Chris was approached by a department manager who presented both hiring and onboarding challenges within a brand-new automated facility. Due to the complexity of the roles Chris was asked to provide them with his consultancy expertise in setting out a bespoke recruitment strategy.

Consultancy Approach:

Set up a meeting with the Group Engineering Manager – we investigated the issues around staff retention in the department and surveyed staff to understand why are they losing capable engineers.
In a follow up meeting we presented our findings explaining that the role was not technically challenging enough for the calibre and mind-set of the engineers that they were trying to employ and retain, and that salary alone was not enough.
The client was receptive to this feedback and developed aspects of the role to meet this technical need, including a review of PPM, more project and installation work and taking in less experienced staff with an equipment specific training programme.

Solution:

Agreed for them to look at semi-skilled engineers/ maybe engineers who want to get their foot in the door in manufacturing, rather than engineers that can ‘hit the ground running’.
We created a training/ development plan for 3/6/9 months with pathway monitoring so engineers can see where they are and the client can ensure the engineers are on the right path, with mandatory and optional training elements.
We updated the client’s interview format – created a presentation to outline the expectations of the role and the training/development involved. This meant the interview process became more transparent – setting expectations and likely time frames of how long it will take to achieve set objectives levels and subsequent pay increases.
We placed 6 engineers in the initial phase and Chris at Hunter is now the trusted recruiter for the whole of the business across all engineering and Manufacturing professional roles.
Improved retention rates and morale have given the business confidence to invest in new technology in the Engineering division and have ambitious plans for continued growth.