Increased Visibility and Management Reduces Attrition for Food Manufacturer
Company Background
Our client is a British food company that prides themselves on their high-quality flour and bread. They have been baking bread across the UK, using the finest ingredients, for more than 130 years. As a leading food manufacturer, with circa 2,800 employees, they continuously look for new ways to improve their business and find the right people to help drive them forward.
Client
Contact
Sector
Staffing Type
Recruitment Challenge
The client requested a full refresh of their flexible workforce strategy, innovating everything from recruitment to retention. This included an evaluation of recruitment processes and the use of technology to improve efficiency and cost management.
As the sole provider of recruitment for this client, we at Blue Arrow have been working across the client’s 10 nationwide sites to improve their recruitment processes. This shift in recruitment and technology innovation was requested to increase the ability to fill gaps in production staff schedules and improve staff retention.
Recruitment Solution
A hybrid talent supply model was implemented as the best strategic fit to the client’s ongoing recruitment needs. This model involved both dedicated on-site recruitment and temporary worker management specialists which were coordinated and managed through our Customer Success Team.
The team highlighted key areas for improvement and defined milestones that were most important to the client’s goals. We found that each client location presented a unique challenge and so bespoke supply solutions were needed to meet the individual needs of each workplace.
Recruitment Journey
Before any recruitment activity took place, our Blue Arrow Business Change Team conducted an in-depth evaluation, including assessing everything from the recruitment practises through to staff management.
We also offered support throughout the recruitment and onboarding process for candidates with English as a second language, as well as adapting production schedules to accommodate religious needs and offer inclusive hours for the local student population.
The Results
Through our hybrid talent supply model and adjustments to the recruitment and onboarding procedures, we achieved:
• Fulfilment more than 95%
• Reduced attrition to 8%
• Improved visibility of all temporary workforce activity
