In the fast-paced world of diagnostic health technology and manufacturing, the ability to quickly scale up production is critical to a company’s success. Diagnostic manufacturers, especially those focused on providing accurate, point-of-care testing solutions, deal with the challenge of balancing rapid growth with stringent quality and regulatory requirements. When faced with increasing demand for its innovative blood testing products, one diagnostic manufacturer needed to expand its workforce from 0 to 300 employees in just a few months. By partnering with Eastridge Workforce Solutions, the company was able to meet its production goals while maintaining the highest standards of quality and operational efficiency.
This case study explores how Eastridge helped one diagnostic manufacturer ramp up its workforce and successfully navigate the complexities of rapid production growth.
The manufacturer, a leader in diagnostic testing, faced an unexpected production boom due to increased demand for its point-of-care testing products. While the company had strong internal processes in place, its current workforce was insufficient to meet the production needs. The challenge was to hire 300 qualified employees in a short period of time without compromising on quality or disrupting the production line.
Several key obstacles had to be overcome:
Facing these challenges, the company turned to Eastridge for assistance in building a scalable, high-quality workforce solution.
The first step in the process was for Eastridge to sit down with the manufacturer’s leadership team and develop a comprehensive workforce plan. This involved analyzing production schedules, headcount requirements, and key milestones that needed to be met. Eastridge’s deep expertise in manufacturing allowed them to ask the right questions, such as:
Through these conversations, Eastridge developed a detailed hiring roadmap that broke down the 300-employee headcount goal into manageable phases. By forecasting workforce needs and aligning recruitment efforts with production schedules, Eastridge ensured that the ramp-up process would be smooth and efficient.
To ensure the quality of hires during the rapid ramp-up, Eastridge implemented its GATE (Gateway to Attaining Technical Experience) program. This program is designed to bridge the skills gap by assessing candidates' technical abilities before they enter the workforce. Given the highly technical nature of the diagnostic manufacturing roles, the GATE program played a crucial role in ensuring that only the most qualified candidates were selected for the job.
Through hands-on evaluations and assessments focused on dexterity, the ability to follow SOPs, and adherence to GMP (Good Manufacturing Practice) guidelines, Eastridge could verify that candidates possessed the skills necessary to succeed in the production environment. This helped the manufacturer avoid hiring underqualified workers and ensured that new hires were capable of meeting the company’s high production and quality standards from day one.
This use of the GATE program not only improved candidate quality but also reduced turnover rates, as employees who demonstrated their technical abilities during the assessment phase were more likely to stay on the job and perform well.
One of the biggest challenges the manufacturer faced was finding candidates with the right technical skills to work on the production line. These positions required specific expertise in handling equipment, following Standard Operating Procedures (SOPs), and meeting production quotas.
Eastridge leveraged its extensive candidate pipeline and recruitment network to source individuals who met these criteria. Using targeted recruitment strategies, Eastridge focused on identifying candidates with:
By tapping into its established network of candidates and enhancing the selection process with the GATE program, Eastridge was able to quickly build a talent pool that aligned with the manufacturer’s needs.
To meet the aggressive hiring goals, Eastridge implemented a scalable recruitment process designed to handle high volumes of applicants. This process included:
The recruitment process was designed to move quickly while maintaining a high standard of candidate quality. This allowed the manufacturer to bring on employees in waves, ensuring that production targets were met without overwhelming the company’s internal resources.
Once the new employees were hired and onboarded, Eastridge continued to support the manufacturer by managing workforce performance and addressing any issues that arose. This included:
This level of support helped the manufacturer maintain a high level of productivity while ensuring that new employees felt supported and engaged in their roles.
Thanks to Eastridge’s strategic approach to workforce planning, recruitment, and management, the manufacturer was able to meet its goal of hiring 300 employees within the required timeframe. The results were clear:
The manufacturer’s leadership team was particularly impressed by the seamlessness of the process. By partnering with Eastridge, they were able to focus on their core business while Eastridge handled the heavy lifting of recruitment, onboarding, and workforce management.
For manufacturers facing the challenge of rapidly scaling production, having the right workforce partner is essential. Eastridge’s ability to plan strategically, recruit efficiently, and manage workforce performance allowed this manufacturer to meet its ambitious hiring goals and achieve production success.
This case study highlights the importance of having a flexible, scalable recruitment solution in place to address the unique demands of the manufacturing industry. Whether a company needs to ramp up quickly to meet demand spikes or maintain a steady pipeline of talent, Eastridge offers the expertise and resources to ensure success.