Recruitment and Placement
Industry: Food
Customer
Important Canadian supplier
Needs
The customer is looking for a partner to assist in recruiting to ensure for a succession plan in the context of growth.
Mandate
Take over recruiting and placement operations.
Solutions and Methods Used
- Recruiting for a number of management positions nationally
- Place temporary labour in different service centers
- Support the succession plan and executive training
Results and Measures of Success
- Placement of candidates with the required skills
- Work with several business units in Canada (centralization of information)
- Having earned the customer’s trust, Drakkar brought in other business units on mandates (executive search, recruiting, industrial and administrative placement, organizational development) to meet the customer’s needs
Industry: Retail and Wholesale
Customer
Manufacturer of building material
Needs
While the company normally took care of its own recruiting, the need for 50 truck mixer drivers was beyond what it could handle.
Mandate
Drakkar was awarded the recruiting mandate for 50 competent drivers.
Solutions and Methods Used
- Drakkar responded to the customer’s needs progressively and according to its schedule
- Management of road tests—minimum requirement of 80%
Results and Measures of Success
- Road test requirements met
- The 50 drivers were recruited to the customer’s satisfaction within the time allotted
Industry: Publishing and Printing
Customer
A major player in North America
Needs
In a context of rapid growth and many suppliers, the customer wishes to find a single supplier that would meet its labour needs.
Given its decentralized structure and many plants and divisions, the customer is seeking solutions to cut the costs of turnover and take advantage of productivity gains through better management of inter-unit labour.
Mandate
Take over recruiting and placement operations for the company’s plants and divisions.
Solutions and Methods Used
- A Drakkar team was created and proposed an integrated approach to eliminate problems of turnover and to take advantage of synergistic gains from tighter management of inter-unit assignments (inter-unit job stabilizer)
- Dedicated team, 24/7
- Implementation of team managers in different business units to ensure optimal coordination of labour
- Regular meetings among supervisors, management and our operations committee to adapt our processes to their realities (strategic challenges in labour requirements)
- Placement for over 500 shifts each week
- Maintenance of labour availability with experience in printing
- Placement of a number of supervisors in different business units
- Placement of administrative personnel to support the customer’s operating needs
Results and Measures of Success
- The Drakkar approach was the solution they were after. Its efforts created an inter-unit job stabilizer effect, the benefits of which were felt particularly among temporary employees who were able to work a maximum number of hours on an on-going basis
- Reduced turnover rate, therefore reduced training and increased productivity
- Fewer suppliers used; Drakkar became the main supplier (placement of 95% of temporary needs)
- Economies of scale for all business units
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