Challenge
Coty were centralising their colour cosmetics manufacturing into their site in Ashford and as a result had over 100 vacancies. The talent team had filled most of them but had 35 remaining roles and felt the local talent market was exhausted. The talent team were also struggling with capacity to manage the volume of recruitment as well as the number of new starters needing to be onboarded.
Solution
Pod were engaged to fill the remaining 35 roles within a 2 month period, from operatives to engineers to planners. One of our team operated as a Coty implant, taking all admin work away from the team from organising assessment processes to sending out contracts. We organised new marketing and advertising campaigns and did a headhunt strategy for each role to unlock new talent.
Result
The talent team had found more time to focus on onboarding and L&D so could prioritise important tasks rather than recruitment admin. All roles were filled within a 2-month period and the factory was back on track, hitting its output and customer services targets.
Challenge
Kraft Heinz had 15 procurement roles to fill in the Netherlands. The TA team had no functional experience recruiting for procurement roles which meant the quality of candidates had been poor, and they had no rigorous interview process for roles. Lastly, Kraft Heinz had recently been acquired by 3G and had a bad reputation in the market and candidates didn’t want to join.
Solution
Pod did an employer brand survey of relevant candidates in the Netherlands and found out more about KH’s brand perception. We then created employer branding based on their unique selling points, knowing this would attract the right type of candidate. We sent an implant to work in their office, who also ran interview training with the whole senior procurement team and co-ordinated all recruitment activities, as well as managed all the sourcing of candidates.
Result
13 out of 15 roles were filled within 3 months, and all were filled within 5. The candidate information pack received great feedback and candidates interviewing were both a good cultural fit and interested in the business. The interview process and training we delivered was implemented as a permanent solution in the procurement team.
Challenge
Asahi were completing a major restructure to their UK Supply Chain division coupled with relocating their Supply Chain team back to their HQ in Woking, Surrey, which resulted in a high number of newly created vacancies to fill. The talent team didn’t have the capacity to fill the vacancies themselves and needed support both with recruitment and the coordination needed to deliver the project successfully.
Solution
We sourced candidates by managing and optimising job adverts, managing direct applications, sourcing through job boards and our own network, and a wide headhunt process Managed the candidate experience by ensuring all candidates from application stage received a reply and that candidates received prompt feedback throughout the end to end process. Created candidate marketing information used to attract candidates to apply to Asahi, to give candidates more information on the business and vacancies, and to support them in their interview preparation.
Result
Pod filled 15 of the 25 roles, whilst supporting Asahi with internal moves for the other 10 roles, in just 3 months We supported Asahi with their DE&I goals within the project; for example, 55% of the candidates we placed within this project were female. We received excellent feedback from Asahi stakeholders, a highlight being that we operated as a true partner throughout the whole process.
