A worker in safety gear inspecting metal sheets in a factory

← Case studiesNuclear technology and manufacturing

Engineering to payroll, filled from one desk, in a regulated plant.

A nuclear technology manufacturer, Cambridge, Ontario

Multidisciplinary hiring across engineering and quality, production, quality control, supply chain and finance, with a 60% fill rate and a 7:1 candidate-to-hire ratio.

60%of roles opened with us filled
7:1candidates per hire
7functions, technical to back office

The challenge

A technical manufacturing environment with specialist requirements across engineering, quality, production and business support, and the workforce continuity a regulated operation depends on.

The roles ranged from a senior engineering and quality manager to production operators, quality control inspectors, a supply chain clerk, an accountant and a payroll administrator. Different screens, one standard: people who can work inside a documented quality system.

What we did

We supported recruitment across all of it from one desk, sourcing and screening for roles spanning engineering and quality management, production operations, quality control, supply chain, accounting and payroll.

The common screen was discipline with documentation and process. In a regulated plant a production operator who follows the traveller and a payroll administrator who follows the control are the same kind of hire, and we screened for it at every level.

How it was done

The parts of the method that did the work.

01
One desk across seven functions
The plant dealt with one recruiter team for a senior engineering manager and for a production operator. The intake, the pace and the standard stayed the same.
02
Screening for the quality system
Experience in a documented environment, with audits, traceability and sign-offs, counted more than the industry the candidate came from.
03
Volume and selectivity at the same time
Seven candidates per hire across a wide set of roles kept managers' time protected while the open-role list came down.
04
Continuity as the goal
Filling the role is half of it. Each hire was briefed on the environment before the offer, so the people who started stayed.

Results

A 60% fill rate across the roles opened with us, at a 7:1 candidate-to-hire ratio, across engineering and quality, production, quality control, supply chain, accounting and payroll.

Significant recruitment volume delivered while identifying suitable people for a range of functions, in support of the plant's day-to-day operations.

Roles recruited

Engineering and Quality Senior Manager
Supply Chain Clerk
Production Technician
Production Operator
Quality Control Inspector
General Accountant
Payroll Administrator

What to take from it

If you are hiring for roles like these.

In a regulated plant, screen for documentation disciplineThe habit of following the written procedure matters more than the industry on the résumé.
Use one partner across functionsContinuity of intake and standard is worth more than a specialist agency per role family.
Track fill rate, not just time to hireIn a multi-role program, the share of open roles closed is the number that tells you the program is working.
Brief the environment before the offerCandidates who know what a regulated floor expects accept with their eyes open and stay.

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