Scalar operates in scaffolding construction and works, amongst other places, on the Tata Steel site in the IJmond region. With a team of technical professionals, they make an important daily contribution to industrial projects in the region.
The HR issue
Scalar faced a clear challenge: attracting and retaining scaffolding and hoist technicians. In addition, they wanted to be less reliant on freelancers and instead invest more in their own employees.
The question was: how do we build a sustainable recruitment and retention strategy that suits our organisation?
What did they do within the programme?
Together, the target audience and the way Scalar presents itself as an employer were examined. Based on this, the recruitment strategy was refined and concretely translated into campaigns.
For example:
- the target group has been more clearly defined (with a focus on young talent)
- worked on stronger campaign visuals and copy
- the salary explicitly included in communication
- considered career changers and internal training
What did the process yield?
The new approach yielded immediate results: Scalar conducted multiple job interviews and has already hired a new employee.
At the same time, the process exposed another challenge: internally, there was insufficient capacity to properly guide the entire recruitment and selection process. Therefore, Scalar opted for an HR consultant who handled this entire process from A to Z. In addition to these duties, the HR consultant was also deployed for a long-term HR strategy, an onboarding day for new employees was organised, and a central point for HR information was established. HR thus acquired a more central role within the organisation.