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How Zelar helped Paste Băneasa recruit efficiently in an industry where young people avoid factory work
The food production industry is facing a major challenge: younger generations prefer service or digital jobs, while factory roles are becoming increasingly difficult to fill — and even harder to retain.
For Pasta Băneasa, this reality translated into long recruitment processes, high turnover in the first months, and difficulties in identifying candidates who could adapt to the pace and discipline of an industrial environment.
The company did not just need available people, but the right people — individuals capable of following procedures, working with discipline, and staying for the medium and long term.
01
Strategy
Zelar proposed a different approach: shifting the hiring decision away from CV screening and traditional interviews, and into real behavioral assessment through a dedicated Assessment Center for production roles.
Instead of focusing primarily on previous experience, the process evaluated:
- Ability to adapt to structured environments
- Operational discipline
- Attention to detail and quality orientation
- Resilience in repetitive work
Candidates went through simulations inspired by real factory scenarios, collaboration exercises, and task-prioritization challenges. This gave the company a concrete view of how each candidate would actually perform in the role.
02
Results
After implementing the Assessment Center, the company quickly observed measurable improvements:
- Recruitment decision time reduced by approximately 35%
- Retention in the first 6 months increased by over 25%
- Fewer selection errors and faster team integration
- Operational managers spent less time in repetitive interviews and more time making informed decisions
Additionally, the process delivered an unexpected benefit: candidates gained a clearer understanding of the job reality during selection, reducing the gap between expectations and the actual factory environment.
03
Conclusion
In a market where production recruitment is becoming increasingly difficult, the difference is not made by the number of candidates, but by the quality of the selection decision.
Through Assessment Centers adapted to operational contexts, Zelar helps industrial companies transform recruitment from a reactive process into a strategic tool for retention and performance.
All success stories
why?
services
results
jobs
blog
contact
EN
ro
How Zelar helped Paste Băneasa recruit efficiently in an industry where young people avoid factory work
The food production industry is facing a major challenge: younger generations prefer service or digital jobs, while factory roles are becoming increasingly difficult to fill — and even harder to retain.
For Pasta Băneasa, this reality translated into long recruitment processes, high turnover in the first months, and difficulties in identifying candidates who could adapt to the pace and discipline of an industrial environment.
The company did not just need available people, but the right people — individuals capable of following procedures, working with discipline, and staying for the medium and long term.
01
Strategy
Zelar proposed a different approach: shifting the hiring decision away from CV screening and traditional interviews, and into real behavioral assessment through a dedicated Assessment Center for production roles.
Instead of focusing primarily on previous experience, the process evaluated:
- Ability to adapt to structured environments
- Operational discipline
- Attention to detail and quality orientation
- Resilience in repetitive work
Candidates went through simulations inspired by real factory scenarios, collaboration exercises, and task-prioritization challenges. This gave the company a concrete view of how each candidate would actually perform in the role.
02
Results
After implementing the Assessment Center, the company quickly observed measurable improvements:
- Recruitment decision time reduced by approximately 35%
- Retention in the first 6 months increased by over 25%
- Fewer selection errors and faster team integration
- Operational managers spent less time in repetitive interviews and more time making informed decisions
Additionally, the process delivered an unexpected benefit: candidates gained a clearer understanding of the job reality during selection, reducing the gap between expectations and the actual factory environment.
03
Conclusion
In a market where production recruitment is becoming increasingly difficult, the difference is not made by the number of candidates, but by the quality of the selection decision.
Through Assessment Centers adapted to operational contexts, Zelar helps industrial companies transform recruitment from a reactive process into a strategic tool for retention and performance.
All success stories
why?
services
Headhunting
Assessment Center
Admin & Payroll
Market Research
Outsourcing
results
jobs
blog
contact
EN
ro
How Zelar helped Paste Băneasa recruit efficiently in an industry where young people avoid factory work
The food production industry is facing a major challenge: younger generations prefer service or digital jobs, while factory roles are becoming increasingly difficult to fill — and even harder to retain.
For Pasta Băneasa, this reality translated into long recruitment processes, high turnover in the first months, and difficulties in identifying candidates who could adapt to the pace and discipline of an industrial environment.
The company did not just need available people, but the right people — individuals capable of following procedures, working with discipline, and staying for the medium and long term.
01
Strategy
Zelar proposed a different approach: shifting the hiring decision away from CV screening and traditional interviews, and into real behavioral assessment through a dedicated Assessment Center for production roles.
Instead of focusing primarily on previous experience, the process evaluated:
- Ability to adapt to structured environments
- Operational discipline
- Attention to detail and quality orientation
- Resilience in repetitive work
Candidates went through simulations inspired by real factory scenarios, collaboration exercises, and task-prioritization challenges. This gave the company a concrete view of how each candidate would actually perform in the role.
02
Results
After implementing the Assessment Center, the company quickly observed measurable improvements:
- Recruitment decision time reduced by approximately 35%
- Retention in the first 6 months increased by over 25%
- Fewer selection errors and faster team integration
- Operational managers spent less time in repetitive interviews and more time making informed decisions
Additionally, the process delivered an unexpected benefit: candidates gained a clearer understanding of the job reality during selection, reducing the gap between expectations and the actual factory environment.
03
Conclusion
In a market where production recruitment is becoming increasingly difficult, the difference is not made by the number of candidates, but by the quality of the selection decision.
Through Assessment Centers adapted to operational contexts, Zelar helps industrial companies transform recruitment from a reactive process into a strategic tool for retention and performance.
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