The client is a mechanical engineering and plant construction company with over 5,000 employees worldwide, 1,500 of whom are based in the rural Black Forest. As HR Business Partner, the interim manager took over the restructuring of the recruiting department.
One of the main challenges for the client's recruiting is that the company is based in a rural area. All the more so as competitors in a nearby metropolitan area are competing for candidates with the same qualifications. The company manufactures production machines and lines that are sold to well-known furniture manufacturers as well as carpentry businesses. End consumers - and therefore potential candidates - do not know the name of the company.
In order to strengthen the company's employer branding, the interim manager developed standardized job advertisements, among other things. In order to reach a larger number of potential applicants, the right channels were identified for publishing the advertisements. At the same time, the interim manager searched for and found qualified recruitment consultancies and independently negotiated framework agreements with providers.
Application process and employee leasing
The interim manager was also responsible for designing the application process. This ranged from the pre-selection of applicants, scheduling interviews and accompanying these in cooperation with the specialist departments to drafting contracts, obtaining works council approval and drawing up employment contracts.
One of the special tasks was the search for suitable companies for temporary employment, which at peak times provided up to 40 employees for the client. Here, too, the interim manager acted largely independently, from contract negotiations and cooperation with the works council to contract extensions.
In all areas of activity, the interim manager developed the recruitment processes in line with the HR Business Partner Model.
