The HR interim manager was commissioned by a mechanical engineering company to recruit engineers and specialists for projects in the field of automation.
One of the main challenges of the mandate was that recruiting had been slow in the past and HR was behind schedule with new hires. As a result, some departments were not positive about the HR department. However, the interim manager managed to convince and win over the skeptical managers with a supportive approach and team-oriented collaboration.
Specialists wanted for the construction and technology departments
The focus of the interim mandate was on recruiting specialists. In particular, the company had a very high demand for highly sought-after engineers in the industry. At least 15 designers and engineers were needed for the design and technology departments alone. In addition, around 80 vacancies for specialists needed to be filled at the main site and three branch offices.
Job descriptions revised and re-advertised
At the beginning of the mandate, the interim manager drew up a roadmap for the upcoming recruitments. She clarified the prioritization in personal discussions with the respective specialist departments and specialist managers. These discussions also served to further sharpen the required profiles. The interim manager then revised the job descriptions and re-advertised the positions.
A wide variety of recruiting channels used successfully
When selecting the recruiting channels, the interim manager combined all relevant channels. This ranged from suitable job boards, recruitment consultants, headhunters and temporary employment agencies to social media activities on Facebook, Twitter and job platforms. Existing contacts at the employment agency were also approached. Step by step, the interim manager built up a recruiting network for the company. In doing so, she ensured that she always stayed in contact with all those involved. She was supported by a part-time assistant. The HR4you software tool was used in the project. The interim manager also attended recruitment fairs and was thus able to fill two important vacancies at Munich Airport free of charge for the company.
80 vacancies filled within 14 months
During the 14 months of the mandate, the interim manager was able to fill 80 vacancies. In addition, the recruitment of a further 15 engineers and design specialists was well advanced. In doing so, she fell short of the recruiting budget earmarked for the new hires.
This successful work significantly improved the image of HR in the specialist departments. The interim manager managed to maintain a balance and act loyally towards all interfaces. In the end, even the biggest adversaries had become team-oriented colleagues. The following year, the company won the Top Employer 2019 award.
