Coty - Case StudyIn 2018, Pod delivered a multi-hire project for Coty, a world-leading beauty company. Within 2 months, Pod filled 35 vacancies based in their factory in Kent, UK. Here’s how we did it.BackgroundCoty were centralising their manufacturing for colour cosmetics into their site in Ashford in Kent, resulting in them needing to double their headcount and manufacturing output. Their talent team had already managed to make several hires across planning, quality assurance, engineering and factory/warehouse, however, they felt like they had exhausted the local market, and time was running out. The factory was behind target on output and needed to make 35 hires within 2 months to get back on track. To add to their challenge, their internal talent team were short staffed, snowed under by admin and didn’t have time to manage everything involved in the recruitment process. Our approachWe met with the HR team to assess their exact requirements and agreed the outline of the project. The roles fell into two areas; 25 blue collar hires (warehouse and factory operatives) and 10 white collar hires (engineering, quality and production planning). Pod were engaged as an exclusive partner to deliver all candidates for these vacancies. Delivery Sourced candidates by managing and optimising job adverts, dealing with job applications, pre-screening candidates, completing a UK wide headhunting campaign (for white collar roles), creating marketing documents and managing additional agency partners Arranged and co-ordinated weekly assessment centres including preparing CVs, coordinating diaries and room scheduling, supporting interviews, checking documents, administering tests and securing at least 10 qualified candidates per week. The pod team were also often drafted in to act as additional assessors. Managed all communication and administrative tasks involved in the offer management process such as delivering and managing the acceptance of offers, allocating candidates to different vacancies and shift patterns, sending offer documentation including PPE forms, arranging contract administration, confirming start dates, ensuring candidates and line managers were equipped for the candidates’ first shift Managed all administrative tasks in general such as updating spreadsheets and creating reports for the Hiring Managers, ensuring candidate feedback from adverts and interviews, sending out contracts of employment etc. The ResultAll roles were filled within a 2-month timescaleInterview-to-offer success rate went up from 25% to 75% The talent team were released to focus on other activities including onboarding and L&DThe factory went from behind target on output to ahead of target and hit customer service level SLAs If you have a Supply Chain staffing challenge and would like to explore our solutions, please get in touch with our Managing Director Lucy Morgan on email@example.com or 020 3627 2420
Pod were engaged by Kraft Heinz on a number of procurement roles based in the Netherlands. Below is a detailed overview of the project, our solution and the result.BackgroundKraft Heinz (formerly Heinz) had been acquired by 3G, Pod had been a partner to Heinz for many years and due to this their CPO and Head of Talent Acquisition reached out to us seeking a recruitment solution to an employer branding and hiring problem.The problems they were facing included:The takeover by 3G and subsequently the recent merger with Kraft had resulted in a change in business culture, this had affected hiring and retention negatively but the business was unaware of the root cause of this or how to address itThey had 15 vacancies within their procurement team, they were struggling to fill them and needed them filled within 3 monthsThey wanted the best people in the market but were struggling to attract them Our solutionWe did a root cause analysis into their hiring problems and an anonymous survey of Dutch procurement candidates to understand how KH were perceived in the market. We were able to draw the following conclusions:Kraft Heinz procurement had a poor employer brand in the market, they were seen as cut throat, aggressive, driven by cost reduction and not focused on people Hiring managers and stakeholders were not aligned or bought into hiring processes internally There was a breakdown in relationships between procurement, HR and talent acquisitionTalent acquisition were not experienced in recruiting procurement rolesCandidates were left without feedback or had poor interview/offer experiences We then created a solution that included:A Pod employee acting as an implant at Kraft Heinz for 3 months to create collaboration between procurement, talent and HRA marketing campaign was built to target potential candidates. We created an employer branding document which gave an accurate overview of working at Kraft Heinz, meaning it was attractive to the right type of people Creating a standard interview process for Kraft Heinz which included feedback forms and SLAs designed to improve interview experiences for candidates Implementing interview training with all hiring managers Creating tracking systems to monitor progress on a weekly basis The result13 out of 15 roles were filled within 3 months and the others within 2 additional monthsKraft Heinz’s average time to hire was reduced by 25%Interview processes were maximised, 32 candidates were submitted in total leading to 15 offers being acceptedTheir employer branding was improved by the marketing campaign and candidate perception was improved in their target audience, resulting in them hiring people who previously rated them as “unattractive” to work for in the survey If you have a similar Supply Chain or Procurement challenge that can be solved by a recruitment solution, please get in touch with our Managing Director Lucy Morgan on firstname.lastname@example.org or 02036272420 who will be more than happy to talk to you about our different solutions.