entire project team. industrial automation
case study
customer challenge
tier 1 solution provider needed to hire for multiple roles, in staged intake, in advance of a multi-project program of works across 3 project sites. previous direct hiring strategies were failing to reach high-calibre talent. also limited in geographical range to domestic talent pool. internal operational stakeholders and hr leadership needed to have confidence in hiring strategy
solution
each assignment commenced with an intake meeting which included hr leadership and operational leader
position description formed the basis of each meeting and discussion expanded to include the environment, culture and day-day requirements of each role. the employer would continue to advertise directly where they wished
full market mapping undertaken for each vacancy
primary focus was domestic market and then expanded to international if suitable skills unavailable within budget domestically
where overseas sourcing was included, candidates were instructed that although visas would be facilitated, comprehensive ex-pat packages were not on offer and local salary scales would apply
initial interview by the recruiter established reason for interest, gap analysis versus the role requirement, salary expectations
shortlist meetings involved hr leadership as well as operational leader and included walk-through of sourcing strategy, findings, feedback and outcome
outcome
40 of 41 assignments successfully delivered by agency sourcing campaigns within required timescale
role types including project director, project managers, project planner, control systems engineers, integration engineer and site managers
