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Case Study: Materials Handling: Transforming a failing recruitment strategy

 

In this article, find out how we:

  • Enabled timely market expansion and revenue growth for a world market leader in measuring and process technology
  • Eliminated use of traditional recruitment agencies
  • Delivered ROI to the business through higher quality candidates and a faster, more cost-effective process


Last week we wrote an article entitled 3 signs your recruitment strategy is failing. In it we wrote about the challenges businesses face in finding the best and most suitable candidates for their vacancies in a cost-effective way. We have worked with many businesses over the years and seen the real difference that a change in approach to talent acquisition can bring.

Schenck Process Case Study

Schenck Process is the world market leader in measuring and process technology. With an unrivalled global network of sites and competent partners, the name Schenck Process is synonymous throughout the world with process expertise and well-engineered measuring technology for weighing, feeding, conveying, screening, automation and air filtration systems. They were using a number of different recruitment partners to fill vacancies at their business but facing many of the challenges discussed above.

With engineering roles to fill, skills shortages were a particular problem and meant that searches in-house or through traditional recruitment agencies were not delivering the level of candidates needed to drive the business forward.

When Schenck Process approached Newman Stewart initially, having heard of our particular expertise and reputation in their industry, we took the time to understand their current pain points and future business objectives. The business was undergoing a significant re-structure and looking to add significant headcount. Getting those hires right would be key to achieving future success. It was clear that a new way of thinking was needed in order to find and attract the best people with the right skills and experience.



Newman Stewart have been able to reach candidates that we just wouldn't have found using our normal processes. Their advice and communication throughout was invaluable.
 

Taking a more strategic approach to talent acquisition paid off. By working together with us to agree a strategic list of businesses and individuals to target, Schenck was able to access a wider talent pool of candidates with proven track records and the skills and experience they needed. This was a revelation to the business, opening up a number of new avenues that they had not thought to look at before.

We continue to be Schenck Process’s recruitment partner of choice, having worked with them to successfully fulfil over 20 key placements covering leadership, sales, operations and engineering functions. They, along with many of our clients have seen first-hand the difference that a thorough executive search approach can make and haven't looked back since.

If you’d like to discuss how we can help your business drive performance through talent, get in touch.