Objective:

• Optimizing the hiring process: Shortening the entire recruiting cycle from candidate search to hiring.
• Improving the quality of hires: Identifying candidates who are a good professional and cultural fit for the company.
• Efficiency improvement: Using modern technologies to make the process more transparent and efficient.

Measures:

Needs analysis and job profile

• The HR team, together with the respective department heads and the management, conducted a thorough needs analysis to determine the exact requirements for the position to be filled.
• Based on this analysis, a detailed job profile was created that describes the professional, personal and cultural requirements for the candidate.

Candidate search

• The job posting was published on the company website, on job portals and on relevant social media.
• By specifically searching for and contacting candidates in professional networks such as LinkedIn, passive applicants can also be reached.

Applicant selection

• An applicant management system was implemented using existing resources to manage and track the application process.
• A standardized selection process was defined, which includes interviews, personal tests and cultural fit assessments.

Interview Structure

• Structured interviews were developed that are tailored to the requirements defined in the job profile.
• Questions were developed to determine the conformity with the previously defined company values.
• Panel interviews, in which representatives from different departments participate, allow for a more comprehensive evaluation of the candidates.

Cultural fit

• Candidates have the opportunity to get to know the company and its corporate culture through company presentations or site visits.

Feedback and evaluation

• After each hiring decision, a feedback loop was implemented to analyze how well the hiring met expectations.
• The recruiting process is regularly reviewed and adjusted as needed to ensure continuous improvement.