A Food Retail Company
Company S was established in 2006. It is a professional brand integrating the R & D, processing and packaging, and retail services of snack foods. In 2020, Company S was successfully listed on the Shanghai Stock Exchange, becoming the "first high - end snack stock".
In 2022, it continuously expanded its stores, resulting in a huge employment boom. It needs a large number of store clerks and wants to transfer the employment risks of these personnel. Due to its limited self - recruitment ability, it outsourced with PDR in Shanghai and other cities in January 2023. The client has relatively high requirements for the personnel portraits of the positions. It needs young clerks with good looks and the ability to bear hardships and stand hard work. The working hours are long, and sometimes overtime is required.
Solution
The rapid expansion of stores requires a large number of employees urgently, which is a great challenge to the national - level delivery capacity:
First, continuously refine the client's requirements. Synchronize information such as recruitment, on - boarding, on - the - job management, and off - boarding with the client and optimize the processes. In addition, the delivery ends in various places regularly maintain offline communication with the stores and conduct store - visit follow - up, gain in - depth understanding in aspects such as project requirement exploration, personnel portrait confirmation, store working habits, and project characteristics, continuously update their knowledge, and keep in step with the client's requirements.
Second, the client is a brand store that focuses on its own products and has clear requirements for personnel recruitment and job responsibilities. PDR uses strong online and offline traffic to attract a large number of job - seekers in a short time. Online, it precisely screens multiple labels such as "service industry" and "ability to bear hardships and stand hard work", and offline, it releases job advertisements through campus channels, achieving remarkable recruitment results. Conduct pre - job promotion and training, explain the company's culture, system, and positions, etc., so that employees highly recognize the enterprise and have expectations for the job. During the on - the - job period, cooperate with Party A to provide benefits to employees, such as off - site subsidies. Conduct follow - up visits to employees, pay attention to their emotions, and provide counseling. Visit the stores irregularly and assist store managers in solving problems.
Third, for national - level projects, the project department links the delivery ends in multiple cities to interact with the client, intensively collects feedback, and establishes a monthly communication system to listen to the opinions of all parties to ensure the smooth implementation of the project.
Risk: Conduct safety promotion before and during the on - the - job period, purchase double insurance for employees to protect the rights and interests of Party A and employees; arrive at the scene as soon as an accident occurs, link with the company's legal and operational departments to solve the problem, protect the rights and interests of the C - end, and minimize the losses.
Service team
"Rapid recruitment and on - boarding, wide - ranging service cities" are the results achieved by PDR for the client. More than 200 people are stably on the job, with a satisfaction rate of over 85%. At the same time, it helps to handle and avoid one medium - to - large - scale risk. Through the hard work of employees, the demand during the peak period rises to nearly 300 people. The peak on - boarding volume of PDR and the number of multi - place interviews on the same day have both reached new highs. The delivery capacity and handling attitude have been recognized by the client.
A Food Retail Company
