Scalar is active in scaffolding and primarily works at the Tata Steel site in the IJmond region. With a team of technical craftsmen, 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 lift technicians. Additionally, 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 trajectory?
The target audience and the way Scalar presents itself as an employer were reviewed together. Based on this, the recruitment strategy was refined and concretely translated into campaigns.
This includes, among other things:
- the target audience more sharply defined (with a focus on young talent)
- Worked on stronger campaign images and texts
- the salary explicitly included in communication
- considered lateral entry and in-house training
What did the trajectory yield?
The new approach yielded immediate results: Scalar conducted multiple job interviews and has already hired a new employee.
In addition, there is now a clear foundation for further growth, with more focus on our own staff and sustainable employability.