The Assignment

Our client, a prominent Canadian company operating in the agricultural sector, faced a critical shortage of staff across various agricultural roles. They struggled to recruit qualified candidates themselves due to the scarcity of skilled professionals in the sector. Additionally, the client faced the unique challenge of recruiting candidates who would be willing to relocate to an extremely remote location in Canada. They reached out for assistance from Osborne to identify and attract suitable candidates to fill the vacant positions.

 

The Process

Osborne devised a comprehensive recruitment strategy to tackle the client’s staffing challenges and source candidates from international markets. The following channels and methods were employed:

 

1. Job Advertisements: Osborne leveraged their extensive network and advertised the available positions in Ireland, the United Kingdom, and South Africa. These countries were selected based on the potential availability of skilled candidates in the agricultural sector.

 

2. Johannesburg Job Expo: To further expand the reach and attract potential candidates, Osborne participated in a job expo held in Johannesburg, South Africa. This event provided an opportunity to connect directly with qualified professionals seeking agricultural roles.

 

3. Social Media: Osborne utilised various social media platforms to promote the job openings and engage with potential candidates. By leveraging targeted advertising and industry-specific groups, they were able to reach a wide pool of qualified candidates.

 

Osborne’s dedicated recruitment team carefully screened applications, conducted in-depth interviews, and arranged supervised video sessions to assess candidates’ technical proficiency. A total of 54 interviews were conducted to identify the most suitable individuals for the agricultural roles, including Agricultural Mechanics, Agri Coaches, Agronomists, and Parts Persons.

 

The Result

Through a meticulous selection process, Osborne successfully placed 12 candidates in the available positions over a time frame of 2-6 months. These candidates demonstrated the necessary qualifications, experience, and a willingness to relocate.

 

Osborne’s commitment to providing comprehensive support extended beyond the recruitment and placement phase. The company recognised the challenges candidates would face when relocating to a remote location and made it a priority to ensure a smooth transition. Furthermore, Osborne maintained regular communication with each candidate after their arrival in Canada. This ongoing support helped the candidates settle into their new roles and address any challenges they encountered during the initial stages of their employment.

 

The Assignment

Our client was a leading manufacturer of construction equipment with operations based in Australia. They had an urgent requirement to fill multiple positions in the construction industry but encountered a significant skill shortage locally. Facing this challenge, the client approached Osborne, with the specific requirement of recruiting construction mechanics across several Australian states. Due to the scarcity of qualified candidates within Australia, it became evident that alternative approaches needed to be explored. Consequently, Osborne developed a comprehensive strategy aimed at targeting potential candidates from Ireland and the United Kingdom.

 

The Process

To address the skill shortage, we implemented the following steps:

 

Job Advertising: We launched targeted job advertisements in Ireland and the UK, promoting the available positions to construction mechanics interested in relocating to Australia. This approach aimed to tap into a larger talent pool with relevant skills and experience.

The recruitment team thoroughly assessed each application received, focusing on candidates with the required qualifications, experience, and willingness to relocate. This process involved evaluating CVs, conducting initial interviews, and shortlisting the most promising candidates.

Upon shortlisting potential candidates, we organised and facilitated a total of 50 interviews. These interviews were conducted either in person or remotely, ensuring a comprehensive assessment of the candidates’ suitability for the roles.

 

The Result

After the interview process, we worked closely with the client to finalise the selection of suitable candidates. A total of 20 candidates were successfully placed in construction mechanic positions. Osborne played a vital role in supporting each person throughout the relocation process, ensuring a seamless transition to their new roles. The entire process, from the initiation of candidate sourcing to the placement of candidates, spanned a timeframe of 2 to 6 months. This duration considered the time required for job advertising, candidate screening, interview arrangements, selection, onboarding, and relocation.