CASE STUDY: Fonterra
Fonterra Co-operative Group. Assigned new PSA for Merchandisers for North Island.
INTRODUCTION
In March 2019 Triangle Recruitment were awarded the PSA exclusively for all of the North Island Temp Merchandiser supply. Fonterra had previously used a range of Recruitment Agencies to supply on a National basis. Their aim was to have 1 exclusive agency for North Island and 1 for South Island.
OUTLINE
We had 4 weeks to transition existing temps from other agencies and recruit for approximately 15 roles across various locations in the North Island. Full time and part time positions, various hours. There 2 types of roles that we needed to recruit for; milk merchandisers and food merchandisers a vehicle.
CHALLENGES:
- Heavy lifting 25kgs of milk all day
- Working in chillers
- Early Shifts for Milk merchandisers starting at 5-6am
- Need full driver license – can’t have restricted license
- Physical work on feet all day
- Need good communications skills as interacting with public
- Deadlines on time to fill shelves as need to achieve a certain number of stores in a day.
- Available immediately
- Shifts and locations change so need to be flexible
- Volume of candidates
- Candidates must be 18 or over to be considered for these rolesThe consultant and Resourcer support put together and advertising campaign through:
- Seek, Trade Me, LinkedIn (Good for word of mouth as part time – need to attract passive candidates)
- Social Media – Community Facebook, Instagram
- Student Job Search
- Database Search
- Refer a friend, word of mouth through friends and family in different locations
- Local notice boards in supermarkets
This advertising went up with in the first day and all-over North Island. Over the next 2 weeks we transitioned existing temps, screened, interviewed and Skyped (out of Auckland) candidates. The all needed to do online registration for Store Safe passes, verbal referenced, police checked and completion of Fonterra forms. In the 3rd week we had candidates trialling and training at different sites and the starting on the 4th week.
OUTCOME
By end of week 4 we had all the new merchandisers starting in new roles throughout the North Island and had transitioned any existing temps. A number of our temps have now gone permanent with Fonterra and we continue to recruit on a regular basis for these roles. Monthly meetings with key managers are conducted and any improvements or initiatives are discussed and implemented.
