The client is a medium-sized medical device manufacturer with 600 employees based at two locations in southern Germany and, as a global market leader, is embedded in an international medical technology group with around 16,000 employees. At the time of the HR interim mandate, the company was facing several challenges at the same time. On the one hand, the company had to achieve its growth targets. On the other hand, it had to meet enormously increased regulatory quality requirements for the development, production and distribution of medical devices. In addition, the company was faced with a corporate restructuring including the creation of an international matrix structure.
The 30% increase in qualified new employees was successfully achieved
In order to counter this initial situation, the HR interim manager was tasked with compensating for the existing high fluctuation in the workforce and also recruiting a large number of additional technical, medical and commercial specialists and managers at short notice. In order to successfully achieve the goal of increasing the number of employees by 30%, the interim manager used various professional networks such as XING and LinkedIn for professional active sourcing in addition to traditional recruitment channels such as placing job advertisements in general and specialist job portals and print media or using personnel service providers and consultants. Accompanying employer branding was used. Neglected university marketing was reactivated.
Onboarding process adapted to high number of new hires
In addition to the core task, the HR interim manager was also involved in designing the subsequent onboarding process. By introducing and optimizing cross-departmental processes, it was possible to implement an induction concept. After all, such a short-term increase in the number of employees poses a challenge for the entire organization that should not be underestimated.
The mandate was successfully completed within the prescribed period to the client's exceptional satisfaction and more than 200 vacancies were filled. Existing contacts and networks were sustainably expanded and professionally handed over to the local HR team at the end.
