IN SEARCH OF THE RIGHT TECHNICAL STAFF? FIND OUT HOW YER FOUND MULTIPLE UNIQUE CANDIDATES WITHIN TWO YEARS

GEA is one of the largest technology providers catering to the food processing industry and a broad range of other processing industries. As an international technology group, GEA focuses on processing technology and components for sophisticated production processes in various end-user markets. GEA is market and technology leader in all its target industries, including the centrifugal separation technology market in the Netherlands.

GEA operates in a technically advanced and complex market. Despite the relatively stable market for centrifugal separation technology and sufficient potential for growth, the organisation's sales had been stagnating. The current organisational structure had become outmoded and unworkable due to the sector's diversity and complexity.

The recent departure of a commercial manager necessitated recruitment of a new manager. The candidate needed to have specific in-depth knowledge of the field and commercial skills. Other hard criteria included experience with CAPEX, an investment product, various technological products and liquid technology. GEA was also seeking to recruit an external candidate with a fresh perspective in view of the organisation's ongoing transition.

GEA needed a candidate with knowledge and experience in the area of CAPEX and technical products. Crucially, the candidate needed to have experience with liquid technologies. This requirement was non-negotiable.

The organisation was in the midst of a transition, and needed to change its structure to adapt to the evolving market. Some GEA staff were reluctant to embrace these changes. I decided to suggest a candidate with strong commercial abilities, and selected on the basis of soft skills rather than specific experience with technical products and technology.

This individual ultimately diagnosed the situation in a short space of time, and effectively addressed the areas for improvement. My distinctive recruitment method on the basis of soft skills proved a welcome surprise for GEA.

  • ­Optimisation of job profile and recruitment advertisement
  • ­Selection of print medium and online channels
  • ­Substantial adjustments to the recruitment advertisement in order to trigger the appropriate target group
  • ­Launch of TargetAd campaign
  • ­The recruitment process was initiated in October 2018
  • ­Candidates were introduced on the basis of specific competences and skills, as well as various softer criteria

YER recruited multiple candidates for the organisation within less than two years. All candidates were selected on the basis of unique competences and skills. This recruitment method gave GEA a strong sense of confidence in our abilities. The candidates suggested by YER are almost always immediately scheduled for an interview without any further questions.

We can now present candidates to GEA without being second guessed, creating a greater sense of goodwill and trust. We have since concluded a framework agreement with the organisation.

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"Following a skill and knowledge-based selection procedure, we eventually hired a commercial manager that fits in with our new organisational structure."

Our consultants will be happy to help you fill any short or long-term position. We prepare a solid business case prior to every engagement, enabling us to quickly find the most suitable candidate for every situation. This approach will ensure a perfect fit for your organisation.

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