Case Study: Xandor Automotive

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Xandor Automotive are based in Larkhall in Scotland and are part of a global injection moulding company. Their machines and tools produce moulded plastic components for a variety of clients. There are other Xandor sites within the UK, Europe and the Far East.

The Larkhall operation produces a variety of plastic moulded products and components often in very high volumes and clients include:

Jaguar Land Rover
Marks and Spencer
Lear

The operation is 24/7, 365 days and we have to be able to support fluctuations in demand across the year. The site has a mould shop, paint shop and an offsite assembly area as well as a large Warehouse facility; we supply temporary workers into all of these areas.

Our primary supply is into the mould shop which is a heavily mechanised part of the plant and where the bulk of products are produced, although we do supply into all other areas of the Larkhall site. All temporary staff are eligible for a permanent offer of employment after 13 weeks and a high number of our temps have been offered permanent contracts with Xandor. On average this contract demands anything between 60 and 90 temporary staff at any given time. We have also worked on projects for permanent staff including: team and line leaders, buyers, administration and warehouse staff.

The Challenge

Our working relationship with Xandor started in August 2022 and was born (as is often the case) out of their frustration with service, quality and cost of the process they had in place at that time. Working to tight tolerances and short lead times, Xandor and their two incumbent temp suppliers were struggling to achieve manpower quality and headcount in the time frames available.

The Solution

“MDH Recruitment has been an invaluable partner in supporting our operations at Xandor Automotive in Larkhall. Their ability to consistently provide skilled and reliable temporary staff across our mould shop, warehouse, and assembly areas ensures we meet the demands of a 24/7 operation. “

MDH succeeded in opening a dialogue with Xandor and were given access to understand the issues and challenges and to propose a solution.

Upon looking at the situation we established that we could make improvements on:

The way potential candidates were generated
Improvements to the pre-screen and assessment process
Increased contact and relationship building with the temporary workforce

Additionally, upon discussion Xandor accepted an increase to our agency margin in order to make this a viable proposition and to achieve the result that they required.

There are stages that all candidates must progress through which we either conduct ourselves or are involved in:

Initial phone screen to determine travel, motives, well-being and recent history
Initial face to face interview and numeracy testing
Site tours conducted by MDH
2-day induction – MDH now carry out all site inductions.

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