Background
Due to the increasing size of this international player, a sub-branch for logistics innovation was established. As the company’s ‘ideas branch’, they work on software developments for Logistics, Warehousing and Security.
As a result, the parent company no longer had to use external parties for transport and logistics. The successes of this new branch are worth noting. As a result, they now offer their services to external parties.
A story of constant growth, for which new employees are frequently sought.
Challenge
Due to the size and pace at which this logistics company operates, there is a frequent need for new employees.
Besides the need to support the company’s growth, positions become vacant due to various reasons:
- employees grow internally,
- change jobs
- or retire.
Although the company focuses on internal advancement opportunities, it relies on Stroom to fill other positions.
‘Not out of commercial gain, but because they really feel that these individuals are a match for our company.’
The difference from traditional CV-sliders
Based on a company policy, Stroom’s contact person – Operations Manager – always writes out assignments to three recruitment partners. However he notices a big difference between Stroom and traditional recruiters:
‘Most agencies are real CV-sliders. They forward a lot of profiles of which I sometimes think: ‘how dare you even propose this person?’ At Stroom it is different. They understand much better what a specific role entails and how the culture works here internally.’
And that understanding does not come naturally. That is why Stroom’s consultants spent a day with the logistics company. They were given an extensive warehouse tour, discovered the work processes, were introduced to the various divisions and had a question-and-answer session… Our contact summarised the day with a smile: ‘They now understand our culture and what is needed internally. To sum up: a great morning with sausage rolls’.

A shortlist of candidates who really fit within two days
Stroom’s involvement and the substantive knowledge of its consultants prove its worth. As a result, the contact is only presented with candidates who are a real match.
‘We really trust Anne Illona at Stroom. Within 2 days, they pick out the right people’.
Our contact’s approach towards potential candidates also ensures efficient collaboration. The focus is on soft skills and a culture match rather than the right hard skills. Of course, minimum requirements have to be ticked off, but hard skills are better learned than soft skills.
Appreciation for extra services and… Belgian chocolate!
According to our contact, Stroom excels because of the extra guidance and support on top of placements.
‘Of course, for recruiters, placements are their way of generating revenue. But in working with Stroom, this does not feel like the driver,’ he adds.
The extra services he values most?
1. Sparring sessions on the position to be filled
When he briefs a new assignment to Stroom, he enjoys the transparent discussion Anne initiates. Is the position feasible and is it a realistic salary package that is being offered against it? ‘Through their input, we create a better match between offer and candidate’.
2. Follow-up after placement
When candidates start internally, Stroom keeps its finger on the pulse. They call placed candidates every so often to hear how things are going. This way, they guarantee that a new employee has a good start.
3. Pro-active proposals
Because Stroom knows what is going on within the logistics company, they sometimes proactively suggest candidates. ‘Not for commercial gain, but because they really feel that these persons are a match for our company’, our contact person points out.
4. Customer management
‘This is where Stroom really excels. They often check in with us about future plans. This allows them to be proactive. Every so often, they also drop by our office. The Belgian chocolate they bring with them then is of course also very welcome!’, explains our contact.
In summary: a sustainable collaboration
The collaboration is a textbook example of how recruitment can be done: human, well-considered and focused on the long term. Thanks to Stroom, this logistics company not only found qualified employees, but also a partner who thinks along with them and invests in their success. This is a cooperation that will continue for years to come and that benefits both parties.
Hence, Stroom’s impact at this company is clear: better placement rates, a closer-knit team and a recruitment process that goes beyond passing on CVs.