Lead consultant: Adrienne Howlett
Division: Food & Drink Manufacturing
British Sugar is the leading producer of sugar in Britain, working in partnership with over 3,000 growers to deliver around 1.4 million tonnes of sugar a year.
Their innovative approach to manufacturing enables them to create a range of co-products including power generation and animal feed.
As an employer, British Sugar offers a wide range of career opportunities across Finance, Agriculture, Operations, Science, Commercial, Sales and Customer Service, Innovation, Procurement, HR, Technology, Logistics, Health & Safety, Communications and Project Management. Investment in learning and development ensures that their people not only have the skills they need to be successful in their role but helps to prepare them for the next step in their career with the company.
What did they need?
British Sugar’s APU Manager, David Thorpe, wanted to create more consistency within his workforce so was looking to transfer his operations division from temporary to permanent employment. This would have helped him build a skilled team that would have become an integral part of the company’s culture.
Due to high levels of competition in the sector, British Sugar was finding it difficult to attract and retain local talent. They were looking candidates who had the right cultural fit as well a relative niche set of skills including bagging skills and experience in a fast-paced food manufacturing environment.
What did we do?
We provided David with market information so he was fully aware of the current conditions and advised him on ways he could be more competitive to help them stand out and attract top talent for his vacancies.
Following our initial assessment of the company and their brief, we provided David with a shortlist of 8 bagging operator candidates by the agreed deadline. This deadline was then extended due to additional recruitment needs.
This resulted in 17 interviews and 10 successful hires – all within 6 weeks. Each candidate was fully briefed about the company, the team and role before their interviews. We then gathered and shared feedback with both parties.
Each of their new employees received our post-placement care which involved us visiting each of them while they were at work to help and ensure they settled into their new role.
Our proactive searching process saved David and his team time as he was meeting with pre-qualified, high-quality candidates who already understood the company, their culture and what the role would entail.