Going the extra mile for H&K International

H&K is a leading global supplier of stainless steel kitchen equipment to the Food Service Industry. With a long-established reputation for quality products, precision manufacturing and exceptional customer support, H&K delivers flexible, value-driven restaurant equipment solutions to major customers in North America, Latin America, Europe, Australia and Asia.The ChallengeH&K outsources a large number of skilled and unskilled roles at its manufacturing plant in Rugby, including welding, machining and electrical roles, as well as warehousing.The company was looking for a recruitment partner so that it could consolidate recruitment with a single source provider that complied fully with industry standards and which was prepared to be audited as required.The SolutionWe stepped up with a single source solution that ticked all the boxes. Gangmaster license approved REC audited Uncapped advertising spend Featured recruiter Online inductionsThe ResultsOur registration pack impressed H&K’s external auditors so much that they asked to keep a copy as they felt “it was the best they had seen”. Our candidate welfare also impressed them.Our main challenge was finding a surplus of skilled candidates to fill the many outsourced roles. The fact we like getting under the skin of our clients was a big advantage. We embedded our team on site at H&K, getting to know the manufacturing process, environment and job at hand so that we could deliver a better recruitment strategy and job match.At the end of our first year we had filled all roles to agreed fulfilment and retention KPIs. H&K flew through its audit and in year one alone H&K saved £30,000 on agency spend. They noticed they had saved on the soft costs; time and money on induction. 

Hitching a ride with LEVC

London Electric Vehicle Company (LEVC) is the leading global manufacturer and retailer of the fully accessible, purpose-built London Taxi. They are universally acknowledged for creating the famous Black Cab, now an international icon. In February 2013, LEVC became part of the Zhejiang Geely Holding Group, with a new vision to see the iconic London Taxi on the streets of every major city across the world.They have two manufacturing plants, one in Coventry, the city where the iconic Fairway London Taxi was born and one in Shanghai, which produces vehicles for export markets. They pride themselves on the instantly-recognisable and robust design of their hand-built Black Cab, renowned for its ability to cover hundreds of thousands of miles during a lifetime of use. The ChallengeWith the support and financial commitment from their parent company, Geely, LEVC launched their next generation of taxi, the TXS hybrid. Since 2013 Geely have invested 300 million GBP into a new factory in Coventry that will build the TXS and a range of light commercial vehicles. This investment created over a hundred new job opportunities which left LEVC reviewing their agency partners.LEVC had concerns over their current recruitment partner's service level, and so decided to go out to tender. After a short period of temporary supply, Encore proved that they could deliver the partnership that LEVC required and were awarded a 2 year sole supply contract.The requirement was "to feel the pain" with LEVC.The SolutionLEVC required a wide range of skills to ensure the early stages of the prototype build were successful. Encore were tasked in finding people from backgrounds including automotive manufacturing, mechanics, auto electrics, mechanical fitting, and rectification. Encore utilised their featured recruiter system, social media and bespoke paid advertising campaigns to get the roles out to prospective candidates.Encore and LEVC developed a 4 stage vetting process to ensure the right candidates were being offered: Encore - Telephone vet Encore - Face to face interview LEVC - Face to face interview LEVC - Skills test and team based assessmentOften intakes of new starters would be between 10 and 40 at any given time, therefore it was important to ensure all candidates were given the correct information prior to their start date to ensure efficiencies. Encore implemented an on boarding meeting, giving all new starters the opportunity to meet each other ahead of their start where we could go through all the important information and give the new recruits the opportunity ask any questions they may have.The ResultsEncore and LEVC have built a fantastic working relationship over the last 2 years, going through the day to day challenges together.Encore have had the following success:83% Success Rate158 associates started employment42 associates offered permanent positions with LEVCThrough weekly on-site presence from Encore and the daily communications with the stakeholders, it enabled Encore to be an extended arm of the LEVC HR department.

Fresh, Innovative thinking for Florette

In North-west France, a group of farmers shared a passion. A passion for delicious, crispy lettuce. They loved to eat it. And they wanted to grow it. So they did.Out of that first co-operative of like-minded leaf-lovers, a family business was born which has grown to become a household with roots in nine European countries. Since 1999, Florette’s home in the UK is in Lichfield.The ChallengeLike many of our clients, Florette had an issue with attracting quality candidates at peak periods.To address this, we looked at fundamentally changing the philosophy of how temporary colleagues are employed during these busy times.Specific areas for development lay around the planning of the recruitment campaigns, including the way colleagues are vetted, tested, inducted and integrated into the operation.Ensuring the right skill set is available at the right time on an ongoing basis was the main driver for our dedicated contract team.The SolutionRight from the word go, the Account Management Team built relationships with the local employment market and attracted temporary workers through a range of innovative recruitment methods.Thinking creatively, we created a similar project with another local client to create extended working assignments for colleagues with transferable skills sets.At the same time, we also established an assessment centre for testing and evaluating colleagues’ cultural fit for the specific trimming and packing roles on site. A rigorous 4 hour colleague integration process was introduced, including: Full site induction Health and Safety processes Role specific SOP training Environment specific familiarisationBy creating and managing volume related working rotas, we were able to ensure that the right calibre of colleagues were available to maximise Florette’s production capability on any given day.The ResultsIn 3 years, Florette have increased their production capacity through improved efficiency and retained year-on-year returning colleagues.We currently have a 65% returnee rate of seasonal peak colleagues.On the peak day of production in 2016 compared to that in 2013, we saved Florette £22,000 by increasing the level of output from 325,000 bags to 428,000 bags, a working window was reduced from 23 to 18 hours and a total workforce was trimmed from just over 400 down to 231.In this instance, the results speak for themselves.