Eqraft puts people first in strategic growth

Big projects, the development of advanced grading lines for onions and potatoes, and three new offices, including one in the US: Eqraft is growing fast. Consequently, HR has become a strategic game. The company culture remains open and personal development is much encouraged.

Rianne and Linda from HR set the personnel strategy, alongside the management team. ‘We have grown from 40 to 100 colleagues in a year and a half. That number will continue to rise for a while,’ says Rianne. This rapid expansion meant their department needed to step up it’s game. Rianne handles recruitment and HR for office roles, as well as the legal aspects of employment. Linda manages staffing for the warehouse, assembly, and installation teams, along with absenteeism. She proudly notes that Eqraft’s sick leave is well below the national average.

When it comes to hiring, Rianne and Linda are assisted by Pieter. He’s been with Eqraft for almost 15 years and managed production, installation and service. He knows exactly what Eqraft is looking for: ‘Candidates with a positive outlook and a drive to constantly improve, to look for smarter and more efficient ways of working. We need team players, as all our departments are interconnected and are working closely with both clients and suppliers. Because we do everything in-house, from design to installation and from software to panel building, we are looking for a wide range of people.’

Strategic workforce planning

Eqraft has major projects lined up, often spanning several years. In order to have a team up and running in time for these projects, strategic thinking is essential. HR evaluates the capacity needs of each team for the coming years. Recruitment starts well in advance to meet personnel needs, keeping notice periods and onboarding time in mind. ‘We plan up to two years ahead,’ Rianne says.

Both Linda and Rianne appreciate this proactive way of working. They also make a point of involving relevant departments in the hiring process. A good fit benefits everyone in the team. An extensive tour for each applicant is part of that process. Linda adds: ‘That’s typical Eqraft, a transparent organization. Doors are always open.’

Investing in knowledge

With such explosive growth, personal development is very important. That means investing in knowledge. Tailored courses are developed so staff can continuously improve their skills. ‘No position is out of reach. But you have to take the initiative yourself,’ Rianne explains.

HR also organizes company-wide activities for the staff and facilitates team outings. Rianne notes: ‘We recently had food trucks on site to celebrate landing a major project.’ Ultimately, it’s about people. To demonstrate employee satisfaction, Linda points to the high retention rate and the increase in referral bonuses, an incentive for colleagues who refer successful candidates. ‘It shows that people feel at home at Eqraft.’