Glaston Oyj’s growth is supported by Avila’s recruiting services

Glaston Oyj Abp has grown following its strategy over the past few years both in Finland and internationally. Successful recruitments have been part of the cornerstones of their action plan. Avila has acted as Glaston’s strategic partner even in challenging recruitments, and the collaboration has already produced around twenty successful searches.

Glaston Oyj Abp has grown following its strategy over the past few years both in Finland and internationally. Successful recruitments have been part of the cornerstones of their action plan. Avila has acted as Glaston’s strategic partner even in challenging recruitments, and the collaboration has already produced around twenty successful searches.

Glaston is an international glass technology company and a pioneer in glass processing technology and maintenance services related to glass processing machines. Stiina Enqvist, Glaston Finland’s HR Director, tells how recruitment has been active over the past year and candidates for new roles have been sought at an increasing rate. However, Enqvist has noticed a change in the recruitment market:

“Finding skilled employees using only the traditional recruiting methods, such as advertised search, no longer brings results in the same way as it did before. Support is needed, and a headhunter company is helping us here”.

Automation and the efficiency of the service prompted an interest

Enqvist became familiar with Avila’s services in the fall of 2021. “I was immediately interested in Avila’s different concept that is based on automation and data because it seemed efficient and clear from the very start,” comments Enqvist.

Avila’s cooperation with Glaston started with assignments for two ICT roles. According to Enqvist, the process was quick but conducted with high quality, so other recruiting managers from different teams became also enthusiastic about Avila’s services, which led to new mutual direct search projects.

“Many qualified candidates have been found in the direct searches carried out by Avila, and even for roles that have been previously hard to fill. The positions have always been filled in the agreed time“, states Enqvist.

Direct search supporting employer brand image

Enqvist emphasizes the importance of employer branding in Glaston’s recruitment process:

“It is really important to us that our candidates are treated well at every stage of the recruitment process. The speed and clarity of Avila’s process support our image as an employer” says Enqvist and adds: “We want the process to be as easy and smooth as possible for our candidates”.

One of Avila’s recruitment consultants’ goals in the direct search process is to strengthen the employer’s brand image. The foundation for this is consultants’ comprehensive familiarisation with each assignment and communication with the candidates in professional language.

According to Enqvist, genuine respect for candidates and effective communication have added value to the collaboration between Glaston and Avila. A high-quality recruitment process is also guaranteed by two-way communication, as the candidate is also given the opportunity to provide feedback. Obtaining feedback about the hiring company from candidates is also necessary for supporting the employer’s brand image.

“It’s nice that Avila has a new and functional concept with interviews and that the dialogue with the candidates remains active throughout the process. We also appreciate that Avila openly tells us about the feedback given by the candidates, because in this way, if necessary, we can develop our processes according to the feedback,” commented Enqvist.

Complete recruitment processes

Over the past year, Avila and Glaston have collaborated on direct searches for expert roles as well as management-level roles (e.g. Operations Director, Site Manager, Data Governance Manager, Information Security Manager). Growth is also expected for next year as new roles open up. In Enqvist’s words, the partnership with Avila is based on reliability: “What is promised is done, and always on the agreed schedule.“

In the recruitment of a management-level role, Glaston also became familiar with Avila’s psychological suitability assessment.

“Especially in the executive search, the participation of a psychologist in the final phase of recruitment brings added value to decision-making and professionalism to the process,” mentions Enqvist.

The purpose of the psychological suitability assessment is therefore to provide an objective, external point of view to the recruitment process and to bring additional information about the candidate to support the employer’s decision-making. The evaluation also gives the company concrete tips on inducting and managing the hired person. Concrete consideration of these themes at the beginning of the collaboration supports the employer’s image and comforts the work community in the longer term.

“I would recommend Avila because they have a very clear process, and they are a reliable, reputable, and competitive operator. Avila treats all candidates with respect and maintains effective and open communication, which supports our employer image,” – Stiina Enqvist, HR Director, Glaston Finland Oy.