Finding the “Needle in the Haystack”

Growth vs. Capacity

A family‑owned business operating nationwide for over 25 years, needed to expand their Canterbury team. With ongoing growth and increasing demand for installation and servicing of automated doors, gates, and barriers, they required a new Trainee Technician who could grow with the business.

Like many employers, they had attempted to recruit themselves but were overwhelmed by the volume of applicants and the time required to properly screen, vet, and interview candidates. They needed someone who not only had potential but would also fit their tight‑knit, long‑standing team culture.

Quality Over Quantity

VIPeople was engaged to:

• Identify a candidate with the right attitude, aptitude, and long‑term potential
• Manage the full recruitment process, from advertising to vetting
• Reduce the client’s workload by filtering 120+ applicants down to only the strongest contenders
• Ensure the candidate would be a strong cultural fit for a family‑run, high‑trust environment
• Move quickly enough to secure the right person before competing employers did

The “Gut Feel” Filter

Steve led the search using a combination of targeted advertising, tailored job‑board messaging, and a deep understanding of the client’s culture.

Key actions included:

1. Tailored Advertising & Market Reach

Steve crafted a customised advert designed to attract the right type of person — someone motivated, hands‑on, and eager to learn. This approach drew in a strong pool of applicants, including the eventual hire.

2. The 120-to-3 Funnel

From 120 applicants, Steve:

• Conducted rapid CV triage using his recruitment expertise
• Reviewed cover letters to identify genuine motivation
• Completed phone screens
• Held online and in person interviews
• Shortlisted only the top 2–3 candidates for the client

This saved the client dozens of hours of work.

3. Cultural Fit Assessment

Steve relied heavily on his understanding of the businesses environment; a family‑oriented, loyal, hardworking team.
He trusted his gut, prioritising attitude over experience, knowing that technical skills can be taught but mindset cannot.

4. Fast, Candidate‑Centric Process

The successful candidate lived in Alexandra and was considering relocating. Steve moved quickly:

• Initial phone screen
• Online interview
• Candidate voluntarily drove to Christchurch for an in‑person interview with client
• Client offered him the job on the same day

The entire process took one week from first contact to offer.

A Career, Not Just a Placement

The outcome exceeded expectations for both the business and the candidate:

• Efficiency: Hired within 7 days of first contact.
• Growth: Promoted from Trainee Technician to Full Technician; now services clients/customers independently.
• Value-Add: Currently training to become an electrician, adding even more technical skill to the team.
• Personal Success: The candidate has since purchased his first home in Christchurch.
• Longevity: Still with the company 18 months later and thriving.

The client’s feedback was overwhelmingly positive:
“Great candidate, fits well with the team, love his attitude, great potential and drive for growth.”

If you want to get in touch with Steve Deans, give him a ring on 021 945 176 or email him at steve@vipeople.co.nz