Image 2021 04 22 T12 29 52
  • Publish Date: Posted 2 months ago

Danone Nutrica Case Study

Client: DANONE-NutriciaCore Talent Specialist TeamEngineering & ManufacturingRoleShift ManagerMarket SectorsMedical & Pharmaceutical, Consumer & White Goods divisionClient BackgroundDANONE are one of the world’s most valuable Consumer & Specialist Nutrition businesses turning over in excess of €20 Billion per annum. Nutricia is DANONE’s Medical Division and Europe’s largest medical nutrition company supplying high quality feeds to patients and consumers.  Core Talent have worked closely with Nutricia since 2015 and after a number of high profile placements Core Talent secured a place as primary partners Engineering, Manufacturing, Purchasing & Supply Chain recruitment.Situation/ChallengeAn ambitious target was announced for the Nutricia to double output within a few years. This created a number of opportunities across manufacturing, primarily from moving from a 2 shift to 3 shift system. Nutricia always look to appoint internally, but wanted to look externally for the first time in 5+ years.The business was unsure of appropriate salary or best recruitment process to ensure they secured the ‘best’ person on the market, which is the aim for a business of their stature. The ‘best’ candidates for this type of role are difficult to find, as they are passive and rarely active in the marketA quick turnaround was required for this process.​ProcessAfter a detailed consultation with the hiring manager and HR, Core Talent were able to draw on their experience of recruiting Production Management positions since 2007, across multiple industries, benchmarked the requirements against similar roles we had recruited in similar markets for Kellogg’s, PZ Cussons & Heineken and in our divisions – Transport, Print & Packaging.  The Salary band was then agreed.​Core Talent’s aim is to talent pipeline candidates for all of our clients, if they are of the right calibre and/or skillset. A recruitment drive had just been completed for an FMCG client local to DANONE and an ideal candidate from this process was put on the short list.​Core Talent also mapped out target industries and specific organisations that bred the traits and skills required for the role. As part of our standard process we ran campaigns via social media most significantly LinkedIn, generating recommendations through our network, yielding excellent results.  A two stage interview process was suggested, the initial interview would be a relaxed chat evaluating cultural fit with competency based questioning around managing through people and the DANONE principles.  The second stage would consist of a substantial assessment with a worktop exercise and presentation.   Core Talent suggested a ‘Nightmare Shift Scenario’ for which we provided an example brief and gave recommendations regarding personality profiling with examples of where we felt it had and hadn’t worked with other clients.Solution/ResultsOver a process of 10 days, Core Talent we were able to create a shortlist of 6 candidates all of whom were working with high-profile businesses and were not actively interviewing elsewhere. Although the availability of the line manager was limited due to the ambitious production target, DANONE made time for the interviews knowing through previous work with Core Talent that the progress was rigorous and ask the consultant to pick their choice of the strongest 3 to run with for 1st stage.​Of those 3 interviewed, two were advanced to second and one offered with the proviso that the other would be of real interest if another role came up.​

Share this Article
Back

Client: DANONE-Nutricia

Core Talent Specialist Team

Engineering & Manufacturing

Role

Shift Manager

Market Sectors

Medical & Pharmaceutical, Consumer & White Goods division

Client Background

DANONE are one of the world’s most valuable Consumer & Specialist Nutrition businesses turning over in excess of €20 Billion per annum. Nutricia is DANONE’s Medical Division and Europe’s largest medical nutrition company supplying high quality feeds to patients and consumers.  Core Talent have worked closely with Nutricia since 2015 and after a number of high profile placements Core Talent secured a place as primary partners Engineering, Manufacturing, Purchasing & Supply Chain recruitment.

Situation/Challenge

An ambitious target was announced for the Nutricia to double output within a few years. This created a number of opportunities across manufacturing, primarily from moving from a 2 shift to 3 shift system. Nutricia always look to appoint internally, but wanted to look externally for the first time in 5+ years.

The business was unsure of appropriate salary or best recruitment process to ensure they secured the ‘best’ person on the market, which is the aim for a business of their stature. 

The ‘best’ candidates for this type of role are difficult to find, as they are passive and rarely active in the market

A quick turnaround was required for this process.

Process

After a detailed consultation with the hiring manager and HR, Core Talent were able to draw on their experience of recruiting Production Management positions since 2007, across multiple industries, benchmarked the requirements against similar roles we had recruited in similar markets for Kellogg’s, PZ Cussons & Heineken and in our divisions – Transport, Print & Packaging.  The Salary band was then agreed.

​Core Talent’s aim is to talent pipeline candidates for all of our clients, if they are of the right calibre and/or skillset. A recruitment drive had just been completed for an FMCG client local to DANONE and an ideal candidate from this process was put on the short list.

​Core Talent also mapped out target industries and specific organisations that bred the traits and skills required for the role. As part of our standard process we ran campaigns via social media most significantly LinkedIn, generating recommendations through our network, yielding excellent results.  

A two stage interview process was suggested, the initial interview would be a relaxed chat evaluating cultural fit with competency based questioning around managing through people and the DANONE principles.  The second stage would consist of a substantial assessment with a worktop exercise and presentation.   Core Talent suggested a ‘Nightmare Shift Scenario’ for which we provided an example brief and gave recommendations regarding personality profiling with examples of where we felt it had and hadn’t worked with other clients.

Solution/Results

Over a process of 10 days, Core Talent we were able to create a shortlist of 6 candidates all of whom were working with high-profile businesses and were not actively interviewing elsewhere. Although the availability of the line manager was limited due to the ambitious production target, DANONE made time for the interviews knowing through previous work with Core Talent that the progress was rigorous and ask the consultant to pick their choice of the strongest 3 to run with for 1st stage.

​Of those 3 interviewed, two were advanced to second and one offered with the proviso that the other would be of real interest if another role came up.

Latest Blogs

View All Blogs
Core Talent consultant Our People Say
Our People Say - Jonathan Bochenski, Manager

Jonathan Bochenski, Principal ConsultantDivision: International ConstructionJoined: 2017​The commission structure is great & so is the progression. Plus, working with some of the most successfu...

Rachael Hart Core Talent Recruitment
Rachael Hart - Consultant

​My Background:After graduating in textiles, I went on to work in Sales for a leading UK Company. After 6 months I was approached about recruitment and found out how much money you can make. Within...

#wearecoretalent
Rebecca Taylor - Consultant

​My Background:After graduating in Biology at University I decided I wanted to work in recruitment. I was offered by a few recruitment business’ in Manchester, I chose Core Talent because I like...

Image 2021 04 22 T12 44 08
International Construction Case Study

​Client: An international construction & engineering business with operations across Europe and projects typically valued in excess of €500m​Industry: Advanced Facility Construction​Roles: Proj...

London Construction Cranes
MEP Subcontractor, London Case Study

​ClientMEP SubContractor Core Talent Specialist TeamConstructionRolesRecruit 3 Permanent business critical roles in locations outside of London.​Situation/ChallengeThis MEP Subcontractor business h...

Core Talent Offices
Victoria Goodier - Manager

Division: ConstructionJoined 2014​I moved to Core Talent from a FTSE 250 recruiter in 2014. I saw the move as an opportunity to join a growing business with huge potential. At the that time, I focu...

Image 2021 04 22 T12 46 00
Executive Search & Selection Case Study

Company: International Tobacco BusinessRole: Senior VP Manufacturing PerformanceLocation: Geneva, Switzerland  They employ over 30,000 people globally, they have numerous factories, offices, fi...

Katie Alderton Core Talent Recruitment
Katie Alderton - Financial Controller

​My Background:Having studied History at University, I decided to go into a completely different direction and go into Accountancy. I started my career in one of the UK’s largest electrical dist...

Hard Hat Image
How Your CV Can Help You Get Into a New Industry

​Getting into a new industry can be extremely hard, and may feel a bit like you keep hitting a brick wall. Companies are often looking for people who are already in the industry, or at a push a v...

Freestocks  3 Q3ts J01nc Unsplash
Fashion in Lockdown

​Flashback to the beginning of lockdown when working from home was more of a novelty.When the highlight of your day was waiting in anticipation for DPD to arrive. Waking up, getting on some sweatpa...

Mor Shani Li4dx Z0 Ky Rw Unsplash
Wellbeing at Core Talent Recruitment

When Lockdown 3.0 hit, there was a collective groan that we were once again stuck in lockdown AND worse during the darkest and most miserable time of the year.Working as an accountant, this period ...

Women (1)
Women in Business

It has been four months since my promotion to Commercial Director and I have loved every second of it. I am respected and heard by my peers and I have never ever felt my sex has differentiated me i...