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Case Study

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Case Study

Client: DANONE-Nutricia

Role: Shift Manager

Core Talent Specialism: Engineering & Manufacturing
Market Sectors: Medical & Pharmaceutical, Consumer & White Goods division
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 are Europe’s largest medical nutrition company supplying high quality feeds to patients and consumers. Since 2015 Core Talent have worked closely with Nutricia’s only manufacturing site in the UK. After a number of successful high profile placements we secured a place as primary partners for recruitment within Engineering, Manufacturing, Purchasing & Supply Chain.

Situation
An ambitious target was announced for the business to double output within a few years, this created a number of opportunities across manufacturing, primarily through moving from a 2 shift to 3 shift system. The business always look to appoint internally, but without the readily available skill set within the team, they needed 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.

Solution
After a detailed consultation with the hiring manager and HR, the salary banding was agreed Core Talent, having recruited Production Management positions since 2007, across multiple industries, were able to draw on this experience, benchmarking the requirements against similar roles we had recruited in similar markets for Kellogg’s, PZ Cussons & Heineken and in our divisions – Transport, Print & Packaging.
Core Talent’s aim is to talent pipeline candidates for 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 a 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 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.

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.