How We Reduced Turnover and Accelerated Hiring for Workwear Services Provider Johnsons Workwear

Johnsons Workwear

Johnsons Workwear, known for providing high-quality workwear and contract services across the country, faced challenges in filling multiple positions efficiently, particularly sales roles. High turnover rates further complicated their hiring process, necessitating a strategic approach to recruitment.

Background

In a competitive market, finding and retaining the right talent is crucial for success. For Johnsons Workwear, efficient hiring was not only about speed but also ensuring long-term retention and minimising recruitment costs. This case study explores how Johnsons achieved remarkable results through our Electi126 process, ensuring each candidate, particularly those in key sales roles, were the right cultural fit.

The Challenge

With a pressing need to fill numerous positions quickly, we sought a solution that would not only accelerate the hiring process but also ensure they were the right cultural fit and had the necessary skills. This was especially true for sales roles, where candidates needed to demonstrate strong client engagement and the ability to drive revenue growth.

Rapid Hiring Results
Filling 80% of open positions within a tight 7-week timeframe.

Longevity
Ensuring new hires would remain with Johnsons for at least one year.

Optimise Interview-to-Hire Ratio
Improving the interview-to-hire ratio to optimise HR resources

Our Approach

The Electi126 Process

To tackle these challenges, we implemented a comprehensive 3-stage process called Electi126, involving list building of key candidates and 2-way matching with the brand and applicant. This approach was particularly impactful for sales roles, ensuring candidates not only possessed the necessary skills, but also aligned with Johnsons. Key components included: Improved Screening: New tools and structured interviews refined candidate assessment. Skills-first Hiring: By remaining open to various candidates but closely looking at their skills and value alignment, using effective talent mapping. Retention Programs: Onboarding, feedback, and development initiatives increased engagement and ensured that the sales team could achieve long-term success.

Phase 1

Role Deconstruction

We worked closely with the MD to define measurable commercial expectations, cultural alignment, and non-negotiables. The brief was reframed from pet industry operations to a multi-site licensed operator with commercial growth capability in a scaling SME.

Results

80% Of positions filled in 7 weeks. Streamlined recruitment met hiring targets swiftly, including critical sales roles.

83% Retention after one year. Emphasis on fit and engagement led to strong retention.

0:2 Improved interview-to-hire ratio (1:2). Enhanced screening cut interview needs, thus saving HR resources.

Key Takeaways

80% of positions filled in 7 weeks: Streamlined recruitment met hiring targets swiftly, including critical sales roles. 83% Retention after one year: Emphasis on fit and engagement led to strong retention. Improved interview-to-hire ratio (1:2): Enhanced screening cut interview needs, thus saving HR resources. Results Strategic hiring effectively tackles high turnover, even in challenging industries. Our Electi126 hiring process addresses immediate needs and is key to granting access to a wider talent pool. Recruitment and employee engagement are crucial for sustainable growth in specialised industries. This was not simply a functional hire. It was a strategic investment aligned to expansion plans. A key evaluation lens throughout the process was whether the individual demonstrated the credibility and capability to take on broader leadership responsibility over time.

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