The client for the interim recruiter mandate was an international plant engineering company in the field of ultra-pure media supply for customers in the electronics, photovoltaic and biopharmaceutical industries. Following the acquisition of several large project orders, the company was faced with the challenge of realizing new growth in the EMEA region at the beginning of 2014. The company needed new employees very quickly - and hired the interim recruiter.
The particular challenge of this recruitment project was initially to lay the foundations for professional HR marketing and a stringent recruitment process. The next step was to recruit good and suitable candidates for various technical and commercial positions in a very tight market in terms of personnel. The positions were to be filled not only in Germany, but also in Switzerland, Denmark and Saudi Arabia.
Recruiting management from ad design to onboarding
In order to get off to a successful recruiting start very quickly, the interim recruiter pushed for the creation of a clear, modern ad layout that was adapted to the corporate design. For each vacancy, she defined the recruiting process and interview guidelines for those involved in the recruiting process. In addition to traditional advertisements on various job boards, recruiting was carried out with the help of national and international social media channels and specialized personnel service providers for the commercial positions.
In addition to telephone and personal candidate interviews, advising the company's managers on the right choice of the perfect candidate was one of the most important tasks in recruiting management. Designing and preparing the successful onboarding of new employees was another aspect of the task.
Communication with internal employees and managers as well as with external recruitment agencies in Denmark and Switzerland was an additional key component of the task catalog. In addition, a Facebook page and an employer page on XING were created for the company.
Most important positions successfully filled - processes defined
By the end of the interim project, the most important positions had been successfully filled. The recruiting process was initiated in preparation for future positions. Further implementation was carried out by the company's HR officer. She had received on-the-job training from the interim recruiter during the project and was involved in the processes.
The interim HR manager was able to make a significant contribution to the success of the recruiting project. Her knowledge of the requirements for professional recruiting processes and the right recruiting channels was a key factor in this. She was also able to familiarize herself very quickly with the complex requirement profiles of the technical and commercial positions.
