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.
