1. What major projects within Körber Group are you proud to participate in the most?
Our landscape continues to grow together as Körber Group. Two significant projects in the past were the Career Day and the Career Week. What makes us proud is that we are asked to share our opinions and are continuously empowered to create our work and working environment.
The main goal for the group is to develop solutions for the next generation. Being part of this group is something we are proud of.
2. With the shift towards remote and flexible work arrangements, how have each of you adapted your recruitment and employer branding strategies to attract top talent and maintain the company’s strong reputation in this new landscape?
We agree that the labour market is also demanding mobile and flexible working.
In our heterogeneous structure, we focus above all on flexibility and shape this according to departments and tasks. In Germany, we offer every employee their own desk.
Our flexible working models are complemented by team events, trainings, workshops and individual office days for the teams in presence, because we are sure – people go to work for people.
3. Sarah, as an expert in employer branding, can you share some creative initiatives or campaigns you have implemented to showcase Körber Group’s unique value proposition and elevate its presence as a top employer in the market?
Pioneer your career! That’s the tagline of our Employee Value Proposition (EVP).
For me, the Career Pioneers is a wonderful example of the uniqueness of our DNA. Even 3 years after the launch of the 75th-anniversary initiative, the format continues to be very popular. Colleagues around the globe are nominated or agree to share their Körber Journey with the public. For us, this community is a good example of how Körber is growing together.
4. Adeel, Larissa, as a diverse team working within Körber Group’s central recruitment center, how do each of you bring your unique perspectives and experiences to the table in order to create a more effective and dynamic recruitment process across the various business areas?
Adeel: We believe in creating a culture of continuous learning and improvement. We regularly attend industry events, fairs, and training sessions to stay up-to-date with the latest trends and best practices in recruitment. To ensure that we are leveraging the strengths of our team, we encourage open communication and collaboration. We have regular team meetings where we discuss recruitment strategies and share best practices. During these meetings, we encourage team members to share their ideas and perspectives, which allows us to consider all viewpoints before making decisions.
Larissa: In addition, we have different focus working groups within our recruiting team. These working groups focus on different projects and topics, allowing each team member to contribute their unique strengths and knowledge to specific areas of recruitment. For example, one of our focus groups is dedicated to gender, inclusion, and diversity in recruitment. This group focuses on identifying and addressing any biases that may exist in our recruitment process and developing strategies to attract a diverse pool of candidates.
One specific initiative that has come out of this focus group was incorporating Unconscious Bias and Diversity training for all recruiters.
5. Sarah, with the increasing importance of social media and digital platforms in employer branding, how have you leveraged these channels to engage with potential candidates, showcase Körber Group’s culture and values, and foster a sense of community among employees and prospective talent?
Social media and virtual platforms around employer branding is a very dynamic field. For our “one” brand, a foundation has been laid with the large channels and corporate content. We also live #strongertogether for the web. We involve our colleagues as the respective target group in the selection of new channels and the creation of concepts and content.
6. Adeel, Larissa, how have you leveraged technology, data analytics, and other emerging trends to streamline the recruitment process and enhance the candidate experience, ensuring Körber Group stays ahead of the curve in the rapidly evolving HR landscape?
Adeel: As a team, we understand the importance of staying up-to-date with emerging technologies and trends in recruitment. We have implemented a candidate relationship management system that allows us to create talent pools and maintain ongoing communication with candidates, even if they are not currently applying for a role. This helps us to build a strong talent pipeline and maintain engagement with potential candidates.
Larissa: To ensure that we are leveraging the latest tools and techniques, we regularly attend workshops or training sessions on AI technologies and their applications in the recruitment process. We also engage with industry thought leaders and participate in conferences and events to gain insights into emerging trends and best practices in recruitment.
If you’re looking for new ideas, fresh perspectives and insights on the future of work, then you’ll want to attend HR Vision Events.
