Deutsche Telekom needed to innovate and transform their recruitment process to drive efficiency.
With 3,000 applicants for a limited number of positions, Deutsche Telekom needed to innovate and transform their recruitment process to drive efficiency. High expectations of candidate quality, limited recruiting resources and a focus on younger and more diverse talent pool made this a top priority.
A profile for success within Management Trainee roles was created by mapping Deutsche Telekom’s competency framework to Arctic Shores’
behavioural traits. Stakeholder and trainee interviews were also carried out to further investigate these traits and determine what “good” looks like within the roles.
Candidates were benchmarked against this report using our assessment as a precursor to their assessment centre.
● On-site assessment hours, and number of required assessment days, halved
● Application process was shortened by 2 weeks.
● Number of observers required at assessment days fell from 3 to 1
Increased diversity as more international candidates also progressed to later stages of the assessment process and a better candidate experience resulting in fewer drop-outs.