“Deutsche Telekom AG” – A global player
As an international company, the German Telekom employs about 230,000 people and brings together a wide variety of cultures, ideas and talents. One major goal of Telekom ist to make this diversity the source of creativity and innovation, and to implement this in their recruitment process.
Promoting diversity in personnel selection
To proactively promote diversity through recruitment processes, Telekom use innovative tools like the interview suite. Modern recruiting methods aim to attract talent that can successfully manage the future challenges of a global player. International recruitment is key in achieving this.
Discovering & attracting talent and personalities
The junior staff program „Start up!“ Telekom has been implemented to recruit highly qualified graduates with an exceptional personality for seven management areas. There are about 5000 applications coming in each year for around 50 vacancies. Telekom is facing the challenge to reliably identify the best talent and to ensure an efficient process for everyone involved. Using innovative tools like the interview suite, Telekom enhance their positioning as an innovator and visionary global player with their international and technology‐ savvy audience.
20% hidden talents discovered
Positioning as an innovative employer
Competencies already observed and evaluated in preselection
Using pre-recorded video interviews significantly optimised evaluation in preselection. The video-based answers allow a reliable assessment of different candidate profiles. Since the video interview allows assessment of critical skills such as communication skills, customer orientation and values and expertise, the right candidate can be invited to an assessment centre.
Fair candidate selection through clear evaluations
The evaluation of the use of the interview suite also showed: video-based preselection is fair and the evaluation of candidates is objective, since each candidate is evaluated based on the same pre-determined competences. The efficient integration of different evaluators in a “multi-rater principle” supports the fairness and objectivity of the selection of the interview suite.
Efficient preselection while maintaining the highest standards of quality
Since the candidates take the video interviews independently, coordination of appointments and time investment for implementation is no longer an issue. The evaluation of structured video interviews are performed by independent evaluators who can log in at any time to the interview suite. Eliminating this entire schedule coordination process accelerates the hiring process significantly.
German Telekom has also recorded a short intro video, in which the contact person of the “Start up!” program introduces themselves to the candidates.
Candidates can view these videos before their video interview in peace. Here, 123 candidates experienced an authentic insight into the working environment and company culture of Telekom.