Background
Hapert is a manufacturer of high-quality trailers & semi-trailers. With dealers throughout Europe, it is an established name in the industry. Although making an international impact, the company has a local character. Based on a family mentality, approximately 100 people work in the local area of their 2 branches.
Challenge
Following the departure of the previous Supply Chain Manager, the filling of the position was temporarily taken over by another manager. Ambition and workload soon became too much, creating the need for a new Supply Chain Manager.
For this, Hapert decided to engage a specialized partner to get in touch with candidates who could be a perfect match both in terms of professional knowledge and culture.
“If you have a specialized vacancy, choose an agency that really looks for a match that is right on all sides. That will save you a lot of time, money and frustration in the end.”
From internal growth to external demand: Hapert’s unique situation
At Hapert, internal advancement is the rule rather than the exception, says Mieke Roest, HR manager and with Hapert for 17 years.
“The knowledge of the shop floor is golden and that’s why we try to pass on as much in-house as possible.”
This strategy worked very well until the organization found itself in need of a new Supply Chain Manager. Internally there appeared to be no match to fill this position, necessitating an external search.
That Hapert needed a specialist was obvious. Only: where to find someone like that? Although they had a positive relationship with a local recruiter, they got the feeling that the local talent pool was increasingly depleted.
Why did Hapert choose Stroom? This is how their search started
Through a personal connection, Mieke heard about Stroom, an agency specializing in recruitment for supply chain, logistics and other industrial sectors.
“In addition to our local agency, we still needed an additional party with a broader network. Someone who reaches beyond our own region and who also understands what supply chain really means.”
The choice of Stroom was quickly made. Their reputation was based on two pillars: industry expertise and a personal approach. In previous projects, they had shown that they do not do a standard resume selection, but also thoroughly screen candidates for personality, ambitions and motivations. For Mieke, this was a decisive factor.
“You never know 100% who you’re hiring, but if an agency already takes a lot of the preliminary work off your hands, it makes a huge difference.”
First work on a clear picture of company and position. Then search.
Stroom’s first step was a company visit, something Hapert found very valuable
“We gave Stroom a tour, let them experience our culture and shared ambitions around sustainability. This way they discovered not only the hard requirements for the role, but also the softer factors: what is the atmosphere like in the team, what mentality is important?”
After that visit, Stroom came up with four carefully selected candidates after only a few days. Not just a resume in the inbox, but comprehensive profiles with a rationale for why these candidates would fit at Hapert.
“I was really surprised at the speed as well as the quality”
One candidate who blew everyone away
Of the four proposed candidates from Stroom, two ended up interviewing, including Ivo. Two more candidates from other quarters were also considered. Of the four contenders, two were very strong profiles.
Therefore, Hapert left nothing to chance and organized a third round of selection. Here they brought in an external coach, who had previously held a leadership program with management. As a result, this coach knew the management team and company culture inside out.
During that final round, Ivo stood out head and shoulders. “He really blew us over,” recalls Mieke,
“His personality, expertise and vision of supply chain matched seamlessly with the challenges we were facing. And that was partly because Stroom had assessed Ivo very well. They had not only looked at his experience, but also at how he would fit into our team as a person.”
A continued collaboration and advice for others
Whereas the vacancy caused stress earlier, now there is actually room to build further. “At the end of that year, Stroom even stopped by with a gift,” says Mieke. “It’s a small gesture, but it shows that they continue to invest in the relationship.” And when Mieke is asked if she would recommend Stroom, she is adamant:
“Without a doubt. They are straightforward, give an honest picture about the candidates and take the time to really get to know the company. That makes their ‘shortlist’ hit the mark right away.”
Her advice to other companies is therefore clear:
“If you have a specialized vacancy, choose an agency that really looks for a match that is right on all sides. That will save you a lot of time, money and frustration in the end.”