| | February - 2022MANAGEHRMAGAZINE.COM9approach addresses this with easy instructions, quick responses, and a clear, positive impression of the job and company.While market conditions may vary greatly between regions and countries, DHL seeks consistency in its recruitment strategy and candidate experience. From the market-leading ATS tools in each geography, recruitment centers are given a choice of systems with similar functionality. Process flows are then standardized between them. A standard DHL recruitment center definition has established the layout, equipment, and processes, which all are working towards. Progress and measures of success are reported and judged against standard global KPIs.Digital matching and sifting tools are highly effective in highlighting suitable and unsuitable applicants based on their profile information and job-fit assessments. Nevertheless, a proportion of successful candidates in any industry soon leave after discovering that life there is not what they expected. DHL is piloting a method of tackling this source of turnover in its highest-volume recruitment roles through virtual job try-outs. Offering a realistic preview of a day in the work role, they also assess potential supervisors' aptitudes by testing reactions to challenging scenarios. As a result, we have seen improvements in process effectiveness and efficiency, recruiter capability, candidate quality, retention, conversion from interview to hire, and many other traditional recruiting metrics. Continued connectionOnce hired, we use the Connect app to strengthen DHL's connection with frontline employees. Accessible via their own phones, its functionality has a familiar feel. Employee Services and information they need are easily available at the touch of a button. Crucially, it also serves them with news and opportunities for social interaction, which engage them as part of our global community.The app's `social walls' are especially popular. As on Facebook, they present a scrolling wall on which people post information, raise issues, respond and chat. A variety of walls connect staff in particular sites, job types, and logistics industry sectors, for example. Leaders who would rarely have been accessible to staff in the past now have a vital role in providing content and responding to questions.These connections give workers a sense of belonging and of being listened to while helping us identify and remedy causes of dissatisfaction that would previously have led them to leave us.To help employees grow within the organization, we are implementing AI-based techniques internally as well as outside. Our staff can upload profile information, including skills they want to develop and areas of DHL's work that interest them. The system points managers to people whose suitability for a vacancy might not otherwise be obvious. Leveraging the same in-house talent marketplace, functionality currently in development will enable the matching of employees to short-term projects, which can be carried out without leaving their existing post. By engaging and nurturing our people in all the ways described here, we aim to maintain their loyalty and make any career moves internal. Claudius Christmas
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