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Case Studies

Import Planning

Overview

Challenge

The primary challenge was the need for a fresh candidate pool, as the initial search efforts had not been successful in identifying a suitable fit for the Import Planning role. The position demanded a unique blend of skills, including expertise in logistics, knowledge of import regulations, and strategic planning capabilities, which were seemingly scarce in the existing candidate pool.

Result

After several attempts and with a bit of fortuitous alignment, the right candidate was finally identified and successfully placed in the role. This success was attributed to a revamped search strategy, which involved a comprehensive discussion with both HR and departmental heads to realign the search parameters and better understand the nuanced requirements of the role.

Unique Approach

Acknowledging the need for a new direction, the recruitment strategy was reconstituted post-discussions with key stakeholders within the company. This collaborative approach facilitated a deeper understanding of the role’s demands and the specific skills and experience required. Armed with these insights, a new search was initiated, focusing on untapped talent pools and leveraging diverse sourcing channels to attract a broader range of candidates. This strategic pivot, combined with perseverance and a collaborative effort between the recruitment team and Goodyear’s internal leaders, ultimately led to the successful identification and recruitment of a candidate who was not only a perfect fit for the Import Planning role but also brought new perspectives and approaches to the team.

2010 - 2011

Financial Year

A leading tire manufacturing company

Client

Import Planning

Financial Year

2010 - 2011

Sector

Automotive Ancillary

Client

A leading tire manufacturing company

Location

Faridabad, India

Function

Supply Chain & Operations

Industry

Industrial

Introduction

The tire manufacturing company stands as a titan in the tire manufacturing industry, known for its commitment to quality, innovation, and sustainability. The Import Planning role is pivotal within the company’s supply chain, requiring a meticulous understanding of international trade, logistics, and regulatory compliance to efficiently manage tire imports and maintain production schedules.

Case

This case study focuses on the recruitment of an Import Planning professional for Goodyear, one of the foremost tire manufacturers. The challenge was rejuvenating the candidate pool for the Import Planning role, as the existing pool had not yielded suitable candidates. The role was critical for managing the complex logistics and regulatory aspects of tire imports, ensuring a smooth supply chain and operational efficiency.

Challenge

The primary challenge was the need for a fresh candidate pool, as the initial search efforts had not been successful in identifying a suitable fit for the Import Planning role. The position demanded a unique blend of skills, including expertise in logistics, knowledge of import regulations, and strategic planning capabilities, which were seemingly scarce in the existing candidate pool.

Unique Approach

Acknowledging the need for a new direction, the recruitment strategy was reconstituted post-discussions with key stakeholders within the company. This collaborative approach facilitated a deeper understanding of the role’s demands and the specific skills and experience required. Armed with these insights, a new search was initiated, focusing on untapped talent pools and leveraging diverse sourcing channels to attract a broader range of candidates. This strategic pivot, combined with perseverance and a collaborative effort between the recruitment team and Goodyear’s internal leaders, ultimately led to the successful identification and recruitment of a candidate who was not only a perfect fit for the Import Planning role but also brought new perspectives and approaches to the team.

Execution of Strategy

Result

After several attempts and with a bit of fortuitous alignment, the right candidate was finally identified and successfully placed in the role. This success was attributed to a revamped search strategy, which involved a comprehensive discussion with both HR and departmental heads to realign the search parameters and better understand the nuanced requirements of the role.

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