1. Recruiting Campaign

Bayerischer Handwerkstag e.V.
makers wanted! Teenage Craft Heroes
Ketchum

Trades like hairstylist, baker or plumber are considered uncool by young Bavarians. So there is a severe shortage for apprenticeships. To fill the gap of 5.5k open jobs, we designed a campaign to attract teens on their terms. We positioned these jobs as heroes’ work, and a bright career choice. In only 8 month we managed to hire over more young Bavarians into trades.

Bundesministerium der Verteidigung
Bundeswehr - IT Recruiting Campaign
castenow. communications

The ‘Digital Forces Project‘ IT recruitment campaign positioned the Federal Armed Forces (FAF) as an attractive employer for IT talents/experts seeking training and jobs. The objective was to boost applications and it was achieved. In the Trendence Barometer 2016 IT ranking, FAF was ‘climber of the year‘ from 38th place in 2015 to 27th place in 2016. No other employer advanced that far.

Ernst & Young
EY Escape Game
TERRITORY / TERRITORY EMBRACE

The auditing and consulting firm EY visited ten German universities with its mobile Escape Game. The objective was to get closer to students in the spirit of the “Meet EY” approach and inform them about the many and diverse career opportunities in IT and cyber security in an informal setting. Gaming was used to full capacity with a total of 64 teams and 317 participants who rose to the challenge.

SLOVNAFT
Generation Exchange - blue collars recruitment & vocational school promotion
Wiktor Leo Burnett

The campaign greatly supporting Refinery blue-collar strategy project Generation Exchange by innovative approach and well targeted communication. Recruitment of properly qualified chemical operators & promotion of study at Vocational School of Chemistry is crucial for sustainability of refinery smooth production. Recruitment KPI was highly exceeded (300vs500+ CVs), school campaign is on-going.

2. Social Media and Active Sourcing

Amplifon
Amplifon Global and Local Careers Website - an integrated strategy

In Amplifon we are developing a consistent employer branding digital strategy, based on the connection between career websites and social media career pages. One of the biggest strengths of the project is the possibility to leverage on a strong concept, at the same time maintaining local characteristics, thanks to a project team composed by talents coming from across the group.

Charles Taylor
Reinventing Charles Taylor's global recruiting strategy

Our newly appointed recruitment team have transformed the way in which the company attracts new colleagues, from a model that was very reliant on recruitment agencies to one that recruits the majority of its new employees by direct means and social media. We are making savings of £700k annually and have increased LinkedIn followers from 5000 to 15000 in less than two years.

REWE
REWE goes Snapchat

Looking for new ways to reach the target group of trainees (Auszubildende) and strengthening the employer brand, we came across the snapchat messaging service. High user numbers and the overtaking of Facebook in terms of the amount of daily content proved to be a great potential. A few weeks later, we started to use Snapchat for recruiting.

3. Employer Video/Imagefilm

ANDREAS STIHL
STIHL 360° Recruiting Film

The idea: In a technically innovative 360° recruitment film, applicants can independently select the most varied film content for themselves and thereby gain an individual view of the company. The result: the target-specific addressing of applicants with emotional film content leads to a strengthening of the perception of the company and positions STIHL as an innovative and attractive employer.

Continental
Continental Global Careers Movie
mmpro. film- und medienproduktion

The global movie shows Continental (with real employees) as an employer, our values Freedom To Act, Trust, For One Another and Passion To Win as well as the topics we are working on together. Moreover it demonstrates our global claim “Let your ideas shape the future” and how this is translated in daily worklife. We shape a future that is smart, safe and clean.

DONG Energy
Energy at Work

A revitalization of DONG Energy’s employer brand, employee co-creation, commitment from top management, and optimization of touchpoints throughout the employee journey enabled a significant turnaround in DONG Energy’s employer brand attractiveness.

SGS
Raise Your Game
SoMoney

The campaign is designed to attract and recruit the right candidates for SGS. The films use still images, brought to life with the powerful parallax animation technique. The result emulates an emotionally charged effect of a slow motion sequence, which strengthens the story each image tells. Through the narrative, we challenge the viewers to apply for a new job at SGS.

4. Career and Recruiting Event

Turkcell
GNÇYTNK

As Turkey’s communication leader, we designed an innovative, fun and structured young talent hiring program which used technological tools to attract the best talent. Visiting universities all over Turkey, using social media tools effectively and by producing a movie that went viral, we attracted 26040 applicants. We fulfilled the dreams of 165 young talents by offering them a full time job.

Ernst & Young
EY Escape Game
TERRITORY / TERRITORY EMBRACE

The auditing and consulting firm EY visited ten German universities with its mobile Escape Game. The objective was to get closer to students in the spirit of the “Meet EY” approach and inform them about the many and diverse career opportunities in IT and cyber security in an informal setting. Gaming was used to full capacity with a total of 64 teams and 317 participants who rose to the challenge.

Rohde & Schwarz
Crack the Code
young targets

Live Escape Games have become a popular teambuilding activity in the past few years. Rohde & Schwarz and young targets picked up the idea and introduced ‘Crack the Code’ as a new recruiting event during the CeBIT 2016. Round about 200 IT specialists took part and prove their technical knowledge and team spirit.

6. Candidate Experience

Unilever, Accenture
Graduate and Mid Career Candidate Digital Journeys

«The Digital Candidate Journey» will deliver a customer-centric, engaging, personalized, simple, end-to-end digital recruitment experience for both Graduates and Mid Career Candidates.

Latitude Yachts
World's largest trimarans Galaxy and Galaxy of Happiness, built in Northern Europe.

In 10 may 2016 Latitude Yachts launched on water two World largest trimarans, each one 53 meters long. Since the beginning of construction of these yachts and to the delivery of the project, the company has grown from 30 people to 300.Human Resource Department managed to create and implement a unique method to attract the most skilled PROFESSIONALS in branch, for the construction of these yachts.

PwC
Digital simplification of recruitment process

Recruitment process innovation based on a modern digital technology has made it easy and great experience to apply to PwC, seamless in 29 countries of CEE. Simplified and mobile enabled it allows candidates to apply on the go. They can maximize their chances introducing themselves beyond CV in a video interview. As a result, more of talented candidates proceed through selection process faster now.

softgarden e-recruiting, AGAPLESION BETHANIEN DIAKONIE
The innovative Applicant-Feedback-Modul by softgarden

HR departments require dependable feedback from real applicants, in order to continuously optimise the Candidate Experience and their Employer Brand. This is where the new feedback module from softgarden comes into play. At a number of points in time, applicants who actually take part in the application process are asked to provide feedback on the process on the basis of various criteria, via an o

7. Knowledge Management: Learning and Development

City and PCSW of Antwerp
You are management

The management of a community plays a key role in the realization of policy choices. For this reason, the city and PCSW Antwerp invested in a two-day internal training course for middle management: ‘You are management’. The aim of the course was to inspire and empower the executive team from the City and PCSW Antwerp to loyally carry out their shared responsibility of democratic decision-making.

Bristol-Myers Squibb
StarTeam

StarTeam® is an evolutionary process for manufactiing plants based on Gamification, with the purpose to foster cultural change. It is based on a bottom-up approach and a psychological analysis of real engagement and motivation factors. Aligned operators objectives, team performance, line and site KPIs to Company strategy. Enhanced lead skills. Reward & recognitions foster sustainability. High ROI.

EGGER - More from Wood
EGGER KOMPAKT - Training programme with a vision

Since 1.5.2016, we share internal knowledge with 8000 employees via EGGER KOMPAKT. We ensure cross departmental understanding and a stronger customer orientation. A didactical concept based on adult education findings for 16 international plants, more than 100 internal trainers, sophisticated quality assurance, as well as an automatic booking and feedback process are key elements of the project.

Kurtz Ersa
Kurtz Ersa Hammer Academy

The Hammer Academy structures any activities of the Company within the subject area of training and continuing education, employee development, competence and development analysis, talent and job succession management, trainee program, manager training (training for Hammer Experte), coaching, customer training and courses in the attractive employer package.

8. Employee Development & Feedback

TRUMPF
Fit for Service

Nominated for Deutschen Bildungspreis 2017, Fit for Service was initiated by Trumpf to identify new job roles for employees who have been with the company for 30 to 40 years and are not able or capable to continue to work in their old role. “Fit for Service” helps to identify new jobs within the company but also enforces a knowleadge exchange with GenY and helps to create agile teams.

AppLift
TalentLift

With TalentLift, AppLift created a highly effective and pragmatic framework for people management in a fast-growing, globally active technology company. The framework is centered around core dimensions: “Performance” and “Potential” of our Talent and covers Talent Acquisition, Goal Setting, Team Assessment, Performance Review and Development Measures. It was rolled out globally in record time.

Iconsulting
BBetter: let's grow together

“BBetter: let’s grow together” is an organizational development project based on three pillars: Careers (definition of a new career path model), Academy (our corporate academy “Arkè”), Practice (the formalization of our design methodology, the “Secret Sauce”). It represents a cultural evolution based on principles of empowerment, transparency, involvement, meritocracy, responsibility.

Unitymedia
Personal responsibility and appreciative feedback

Unitymedia was faced with the challenge of a low level of engagement and no feedback culture between management and employees. Through continuous dialog, we have created a new level of engagement regarding the harmonization of work and development goals. This has a lasting effect on productivity and employee satisfaction as well as appreciative feedback & coaching culture.

9. Leadership Development

IBM
Building blocks to break through the glass ceiling - IBM's Women's Executive Advancement Programme

The IBM Europe HR Talent team launched Elevate+ in October 2015 – a high touch cross business, cross country female advancement programme to underpin a more diverse organic leadership team. The objective was to increase the number of European female executives & pipeline across the organisation. By the end of the cycle, the promotion rate had increased 20% over previous internal best practice.

Deutsche Telekom Services Europe
Tandem

Tandem supports Deutsche Telekom in its objective of gaining the loyalty of highly qualified specialists in the “war for talents,” and developing them further. Preserving the existing knowledge base is also becoming more and more important. Constructing a corporate in-house knowledge market meets the requirements of society and in the long term can generate a crucial competitive advantage.

Robert Bosch
Global, multi-modular Leadership Development Program
Duke Corporate Education

The Talent Development Program 5 is a key component of the international leadership development strategy at Robert Bosch. About 150 senior executives have participated in the program so far, but it is being re-designed for each new cohort. The main goal of this international, multi-modular program is to prepare participants for their global responsibility as group-wide executives.

The Royal Bank of Scotland
Leadership coaching catalyst programme
White Water Group

RBS almost didn’t survive the financial crisis. It has been in constant restructuring and cost-cutting for 8 years. In 2015, it embarked on a deep management capability rebuilding programme, changing ways of working with clients and staff. RBS/WWG created an innovative in-house leadership coaching programme to accelerate transition, with spectacular success for both leaders and their teams.

10. Graduate and Trainee Recruitment Programme

AB InBev
The Market Visionaries Program (Traineeship in Sales & Marketing)

This traineeship aims at hiring creative, entrepreneurial & driven university graduates to boost our brands during a 18 month field sales experience combined with trainings & projects to prepare them for a great career in our commercial organization. This program is the consolidation of all our best practices in terms of commercial profile attraction, selection, development & career management.

BCD Travel
Management Associate Program

BCD Travel has successfully developed a Management Associate Program since 2013 to fast-track young business-savvy students who have recently graduated university into our business. Selected participants are flown around the world over 6 weeks to experience markets & meet with thought leaders. Students then undertake 6 month internship to prove they can take on a full time role in the company.

EDP
EDP Trainee Program

EDP Trainee Program is a structured and global program that enables the beginning of a promising career at EDP Group. This challenge gives an overview about the Company, from a structured and global program, providing challenging professional experiences that contribute to the development of technical and personal skills.

11. Employer Branding Strategy & Talent Acquisition

Bundesministerium der Verteidigung
Mach, was wirklich zählt. - Bundeswehr Employer Branding and Recruiting Campaign
castenow. communications

“Mach, was wirklich zählt“ marks the beginning of a campaign to reposition the Federal Armed Forces (FAF) as an attractive employer offering a career with purpose and good qualifications. The communicative objective is to spark social debate on the meaning of a career with the FAF, to increase applications from the 16-29 age group and to promote existing employees’ identification with the FAF.

Amplifon
Amplifon Global and Local Careers Website - an integrated strategy

In Amplifon we are developing a consistent employer branding digital strategy, based on the connection between career websites and social media career pages. One of the biggest strengths of the project is the possibility to leverage on a strong concept, at the same time maintaining local characteristics, thanks to a project team composed by talents coming from across the group.

Dura Vermeer
Dura Vermeer - Maar wat kan jij?
PROOF

Dura Vermeer is one of the biggest construction companies in the Netherlands and wants to become one of the top three pioneers in the construction sector within four years. It’s a challenge that will involve recruiting the best talent in the labour market to strengthen its 2,500-strong workforce. The company asked PROOF to help it develop a high impact employer brand.

MOL Group
Employer Branding Framework at MOL Group

Our HR challenge is to attract,develop and retain O&G experts and other talents while increase student population pursuing paths in our industry. Our employer brand concept serves this purpose and follows the key global trends of HR and the most in demand employers worldwide. MOL Group launched a campaign with ‘real faces’ by using employee testimonials and telling real stories of the company.

12. Work 4.0 – Work of the Future

Proekspert
Proekspert workplace innovation

4 years ago Proekspert started using UX design principles not only for our customers but also for emplyees to create the best workplace experience. Some of the changes: we implemented a bossless organization management system; we started to use holistic HR strategy to develop employees as professionals and individuals; we are opening offices in these towns where employees want to work.

Coca - Cola European Partners Germany
VORLEBEN - programme

The VORLEBEN program is our answer to the current challenges of the changing working world, the demographic change and rising psychosocial work requirements. This
innovative and sustainable approach aims to provide a vital health, well-being and safety culture while meeting the legal requirements.

Deutsche Telekom
Digital Guide

The “Digital Guide” – – a simple and user-friendly application within the Corporate Social Network – triggers interest and enthusiasm for virtual collaboration enabled via digital tools . It gives employees instantly “on demand” the relevant learning formats for their collaboration needs and challenges in working virtually

Henkel
Reverse Mentoring on Digitalization @ Henkel

Part of Henkel’s holistic approach on digitalization is the cultural transformation throughout the organization. The Reverse Mentoring – as part of a broad set of initiatives to facilitate this journey – focused on an open & inspiring exchange around digitalization: 160 digital talents worldwide slipped into the mentoring role to invited more than 220 senior managers in their daily digital life.

13. Digitalisation

Deutsche Bahn
VR Brille Deutsche Bahn

We use the virtual reality headset to show Deutsche Bahn (DB) to our applicants and to provide potential candidates with an authentic and engrossing look behind the scences. The VR headset makes the application process easier for recruiters and candidates, as the 360° videos describe careers at DB in a vivid way. The headsets are now in daily use througout Germany, for example during interviews.

L’Oréal Deutschland
Simplify your Rewards
Benify Deutschland

L’Oréal’s rewards portal is a personal online platform which has digitalised the way in which its employees are able to engage their Total Reward Statement. L’Oréal have also revamped how they market and manage their rewards program to their employees – through a flexible rewards solution which will allow them to rise to new demands of their future HR operations with modern, innovative solutions.

Eczacibasi Holding Co.
YeniySen: Onboarding app for our newcomers

During onboarding, a significant amount of time is missed in the employee’s adaptation in their new role and organization. Preboarding however offers organizations a great chance to interact with their newcomers prior to them being overloaded with information and fulfilling their actual role. The focus of our project was to reach and preboard our new workmates with the use of technology.

Fraport
GROW

Executives will have to handle fundamental changes – further accelerated by digitalization. In this leadership context (VUCA) they need to adjust their leadership stance and widen their behavioural repertoire accordingly.
We developed an initiative that uses a specially designed, innovative speech analysis tool and an online learning platform to grow the potential within the entire organization.

14. Diversity Management

EDP
D&I Strategy and Action Plan

The success of this project was that it was able to build a very strong business case for D&I and the importance of a strategy, translated into tangible goals and initiatives for the next 3 years. Based on the mastery of our own numbers and other companies’ learnings we were able to create a very solid plan aligned with each of 4 dimensions: Gender, Generations, Disabilities and Nationalities

Arkas Holding
FOREIGN STUDENTS NEW GRADUATE PROGRAM

The Arkas Foreign Students Graduate Program is a 2 year rotational program. It features seven by 7 weeeks rotations across main business areas in Izmir for the first year and one year whole program in İstanbul. The program equips graduates with broad business knowledge through interesting and meaningful tasks and participation on business. This valuable experince coupled with both formal training

Gewobag Wohnungsbau Berlin
Vocational training – key factor for successful integration of refugees

Gewobag is a municipal housing construction company that operates in a diverse market. In addition to an increasingly diversified tenant structure, the company focuses on achieving greater diversity among staff. The integration project is an important element of efforts to remain successful as an employer in the market while developing the company’s innovative strength.

15. HR Analytics

Continental, HRForecast a peopleForecast
Big Data for Best Fit - Global Technology Hub Strategy using Big Data Analytics

Big Data for Best Fit – The aim of the project was to go further than strategic workforce planning by applying efficient individual skill management to foster a sustainable workforce transformation, using advanced HR Analytics methods supplied by HRForecast.

Philips Lighting
Global HR KPI Dashboard

Creation of one integrated HR Dashboard where all HR key metrics can be found in order to facilitate regular reviews of HR performance by HR Leadership and allow for effective follow-up in case of issues

TURKCELL
Excellence in Employee Experience through HR Analytics

Last year, in order to create an excellent experience for our employees, we implemented a HR Analytics project to reveal the critical concepts and improvement areas. By analyzing anonymous textual comments collected from the employee engagement survey, we were able to extract important insights that helped us to determine our HR actions which led us to a significant increase in engagement scores.

16. Compensation & Benefits/Incentives

L’Oréal Deutschland
Because employees are worth it
Benify Deutschland

L’Oréal wanted to find a way to better visualise and manage their company rewards programs. By ensuring that every employee has a sound understanding of their available benefits and rewards – in a way which is easy to access and engage with – L’Oréal would empower their employees and give even more value to their rewards program. They were able to achieve this through Benify.

Banco Santander Totta
Ebook “Benefits Guide. Santander Totta, the best bank to work for”
ATREVIA

The bank intends to be positioned as the Best Bank to Work For and for that it is necessary to promote the Value Proposal (the only one in the Portuguese finance system). An awareness campaign was organized using new technologies. High impact: 70% of employees read the EBook, it has over 1500 views in the internal magazine and it was the page with the most views of the year.

BNP Paribas
Becoming One Bank

To unify its teams, payroll and pensions, BNP Paribas created a UK-wide benefits package, offering the same options to all employees. It aimed to reduce costs, retain staff and attract new talent. By utilising a complex, centralised online benefits portal, new benefits and ground-breaking research, BNP Paribas achieved a 18% year-on-year drop in resignations and total savings in excess of €7m.

Norddeutsche Landesbank Girozentrale
New NORD/LB "Deal" - Space to Perform
Willis Towers Watson

NORD/LB defined within the scope of their new „Deal“ what they want to provide their employees with but also what is expected of them. Based on this evaluation, a large part of the HR programs has been re-designed target-group specifically. Consequently a coherent and integrated HR landscape developed – manifested in 12 simultaneously negotiated work agreements.

17. Best Use of Technology

Siemens
Going mobile with "Start your Siemens"
cut-e

cut-e worked with Siemens AG to convert their job-navigator tool, the test center and the online assessment to mobile access to design an up-to-date candidate experience. The aim was to help school leavers to find out which apprentice or dual degree program fits to them. In addition candidates can practice tests to prepare for a potential upcoming online assessment in the recruitment process.

Deutsche Bahn
VR Brille Deutsche Bahn

We use the virtual reality headset to show Deutsche Bahn (DB) to our applicants and to provide potential candidates with an authentic and engrossing look behind the scences. The VR headset makes the application process easier for recruiters and candidates, as the 360° videos describe careers at DB in a vivid way. The headsets are now in daily use througout Germany, for example during interviews.

Eczacibasi Holding
YeniySen: Onboarding app for our newcomers

During onboarding, a significant amount of time is missed in the employee’s adaptation in their new role and organization. Preboarding however offers organizations a great chance to interact with their newcomers prior to them being overloaded with information and fulfilling their actual role. The focus of our project was to reach and preboard our new workmates with the use of technology.

PostNL
A Digital Recruitment Solution
iProspect

HR-Solution: The use of a data feed, API and smart scripting by iProspect for PostNL, to fully automate real-time advertising on a strongly fluctuating number of vacancies, job types and regions.Our solution resulted in achieving the target of fulfilling 10.000 applications in 800 locations. Hours: -50% hours, time which we now spend on smart optimizations instead of standardized manual work

18. Changemanagement and Transformation

A1 Telekom Austria
Kunde braucht dich.

Focus on customer! But how? That’s known best by our employees. Therefore “Kunde braucht dich” involves them intensively in the change process – and this relentlessly transparently, without communication cascades, naming things by their name. We are changing A1 & our culture together while keeping the business running, without a conceptual phase and according to the maxim: Listen. Understand. Act.

Aon Corporation/Aon Risk Solutions EMEA
Aon Millennials Board

To remain a market-leading company always evolving to meet our clients needs Aon Risk Solutions decided to tap into the knowledge of some of our most talented millennials by establishing the ARS Millennials Board. The Board is made up of 18 millennial generation professionals from across EMEA. Sponsored by Senior Executives they work on projects which drive innovation for Aon and its clients.

BANCO SANTANDER
Flexiworking

Flexiworking emerges as a response to a general demand for greater flexibility and better work-life balance. It’s a comprehensive culture transformation program that supports Santander’s strategy to become a more Simple, Personal and Fair bank. It focuses on new ways of working in the digital age to boost productivity and it has become the cornerstone of the Bank’s imminent digital transformation.

Heraeus Romania
Change means progress

The construction of a new factory in Romania started in 2013. The company encountered several major setbacks in business performance during 2015. Change was therefore necessary and focused on the quality system, operative processes, structures, behavior and mindset. All communication, commitment and hard work paid off with the state-of-the-art production facility of which Heraeus is now so proud.

19. Health Management

Airbus Operations
"Are you being safe, Daddy?" / "Bist du sicher, Papa?"

Occupational safety invited employees to submit photos of personal protective equipment, staged in private life scenes, as entry to a photo contest. The idea was to raise the employees’ awareness for the effects occupational accidents might have on their private lives. A poster campaign with the winner photos launched in 2016 contributed to reducing the number of accidents at work by about 18%.

SAM - Service d'appui multimédia
Je me protège, je protège les autres

Seasonal influenza can have devastating effects in a hospital, both for patients & employees. For the past 8 years, our hospital has developed each year a creative campaign to incite doctors, nurses & support staff, to get vaccinated against influenza. As each year the disease mutates, each year there is a new vaccination campaign, and each year there are 12’000 employees to be convinced.

Schneider Electric
Well-Being at Schneider Electric : a collective adventure!

Our Vision in Schneider Electric is that Well-Being is the foundation of Sustainable Engagement and High Performance. Well-being is at the heart of our 2020 Company Strategy and our ambition is to help our 180.000 employees to unleash their potential and make the most of their energy at work and at home. We have a holistic view of Well-being on 4 dimensions: physical, mental, emotional & social.

SIVECO Romania
HEROES - wHEre pROjects meet hobbiES

Hobbies encourage creativity and socialization between people, build confidence, reduce stress and improve personal development. HEROES project started from the identification of employees’ hobbies and continued with the creation of synergies between them. After one year, the company significantly improved turnover rate and absenteeism rate. People are more innovative and motivated at work.

20. Employee Engagement

Leonardo Hotels
Improving internal communications and employee engagement through LEAPP

Leonardo Hotels is a hotel management company with 2,500 employees across Europe. Actively reaching out to our employees was challenging, as only 50% had an internal e-mail address. We decided to introduce an internal communications app. Since its introduction, we have registered rising engagement and motivation from our employees, which has also translated into a better guest experience.

Bristol-Myers Squibb
StarTeam

StarTeam® is an evolutionary process for manufactiing plants based on Gamification, with the purpose to foster cultural change. It is based on a bottom-up approach and a psychological analysis of real engagement and motivation factors. Aligned operators objectives, team performance, line and site KPIs to Company strategy. Enhanced lead skills. Reward & recognitions foster sustainability. High ROI.

NTNU HR and communication Division
Merger café

“Merger Cafes” has been an important HR and communications meeting point for the 6700 employees who have been affected by one of the largest mergers in Norway (NTNU). During 2016, we held seven merger cafés in the cafeterias across our campuses with presentations and discussions. The meetings proved popular with high attendance rates and were also streamed live on YouTube.

Schneider Electric
Step Up - Global Recognition Program

Step Up – Our new Global Recognition Program offers a consistent recognition experience for all Schneider employees allowing them to acknowledge one another for a job well done! It has been met with great acclaim!

Recognition is the main driver of employee engagement, performance, motivation, retention and well-being and as such it is an important part of our company’s DNA.

21. Corporate Social Responsibility

Nestlé
Nestlé needs YOUth

At Nestlé, with our long tradition of recruiting young people directly from schools, we felt in 2013 we could do more to help address youth unemployment in Europe and contribute to the society. We launched “Nestlé needs YOUth” in all European countries and committed to help 20 000 young people in 3 years, and set up the “Alliance for YOUth” with 200+ busines partners to create a snowball effect.

Gewobag Wohnungsbau Berlin
Vocational training – key factor for successful integration of refugees

Gewobag embraces its social responsibility as a matter of course. The integration project for refugees is an important component of efforts to address cultural diversity among existing staff and to consciously promote diversity within the company. The aims are to strengthen the social skills of employees and to secure strong ties to the company.

SAP
Startery

Together with Social Impact we develop support and qualifying programs for founders with social innovative ideas. With Startery Lab Berlin, Startery Camp, Startery Central and Eastern Europe (CEE) and Startery Mentoring, Startery offers a lot of start-up support for social startups such as coaching, mentoring by SAP employees, co-working space and more.

Schouten Global, ACTION
Preventing and handling customer aggression in European ACTION stores

Aggression and violence training for ACTION employees (store employees and truck drivers) in the Netherlands, Belgium, France, Germany, Luxembourg and Austria. Each ACTION store is trained within 3 months after opening. Subsequently every store is trained each 2 years (refreshment). Unique is that all trainers work with a standard script, literally translated for each country.

22. Western Europe

Bayerischer Handwerkstag e.V.
makers wanted! Teenage Craft Heroes
Ketchum

Trades like hairstylist, baker or plumber are considered uncool by young Bavarians. So there is a severe shortage for apprenticeships. To fill the gap of 5.5k open jobs, we designed a campaign to attract teens on their terms. We positioned these jobs as heroes’ work, and a bright career choice. In only 8 month we managed to hire over more young Bavarians into trades.

Deutsche Telekom Services Europe
Tandem

Tandem supports Deutsche Telekom in its objective of gaining the loyalty of highly qualified specialists in the “war for talents,” and developing them further. Preserving the existing knowledge base is also becoming more and more important. Constructing a corporate in-house knowledge market meets the requirements of society and in the long term can generate a crucial competitive advantage.

NEOVIA
CROSS'IN BORDERS

In 2025, the world will be confronted with a global challenge: feeding 8 billion human beings.
NEOVIA’s strategy is to export French expertise in animal nutrition and health worldwide.
The Cross’in Borders programme is about rolling out a network of young international talents (VIE)abroad. Our goal has been fully achieved: to create an international talent pool operating worldwide.

REWE
REWE goes Snapchat

Looking for new ways to reach the target group of trainees (Auszubildende) and strengthening the employer brand, we came across the snapchat messaging service. High user numbers and the overtaking of Facebook in terms of the amount of daily content proved to be a great potential. A few weeks later, we started to use Snapchat for recruiting.

23. Eastern Europe

SAP
Startery Central and Eastern Europe

SAP and Social Impact support innovative Social Entrepreneurs in Central and Eastern Europe by inviting them to an intensive and innovative 4-day- workshop and by providing them with a 6 month mentoring with SAP employees and workshops on e.g. new methods of Design Thinking and the Business Model Generation.

Quadrant, Quadrant Plastic Composites Slovakia
Rodina, Be With Us!

Just after successful ramp-up of our new production site in Nitra/Slovakia, we came across a potenital serious threat: suddenly the situation on the regional labour market changed substantially. This forces us to think: how can we remain a competitive employer without entering the “compensation battle” (which our business model will not allow)? Solution: a creative retention programm!

SIVECO Romania
HEROES - wHEre pROjects meet hobbiES

Hobbies encourage creativity and socialization between people, build confidence, reduce stress and improve personal development. HEROES project started from the identification of employees’ hobbies and continued with the creation of synergies between them. After one year, the company significantly improved turnover rate and absenteeism rate. People are more innovative and motivated at work.

UBS
New ways of working increase effectiveness and efficiency of UBS HR teams in Krakow, Poland

Thirty UBS HR teams in Krakow, Poland, are becoming more efficient and effective by adopting new ways of working to drive continuous improvement. With assistance from expert coaches, the teams are successfully optimizing their teamwork, creating capacity and changing their culture, honing their communication and problem-solving capabilities and increasing value for internal clients in the process

26. Innovation of the Year

Deutsche Telekom
Recruiting Robot

This year, Deutsche Telekom and DO IT! staged exhibition stand 4.0.
We carried out discussions with graduates and students, which were the focus
of our presence at the fair, via video conference.

Two of our Recruiting Robots were used for this, who helped us to beam live
from different Telekom locations throughout Germany to the exhibition in
Cologne.

Allianz
Allianz SE Academy: Time Warp - A Digital Experience

Time Warp – A Digital Experience: behind the initiatives lies a one of a kind HR innovation in Allianz SE. Employees interactively explore the opportunities and risks of digitalization and
prepare themselves for the workplace of the future.
The participants navigate in a flexible,
gamified and self-paced way from basic knowledge to more complex and in-depth digitalization topics.

Boehringer Ingelheim Pharma
Inside Boehringer Ingelheim - Virtual Reality as an innovative Employer Branding Initiative
CNM Creative Network Multimedia

Through the use of virtual reality in combination with gaming elements we globally establish Boehringer Ingelheim as an innovative employer of choice among students and young professionals. As the first German company which used this innovative technology for employer branding, we create a highly emotional, unique brand experience and position ourselves clearly ahead of our competitors.

Deutsche Bahn
VR Brille Deutsche Bahn
We use the virtual reality headset to show Deutsche Bahn (DB) to our applicants and to provide potential candidates with an authentic and engrossing look behind the scences. The VR headset makes the application process easier for recruiters and candidates, as the 360° videos describe careers at DB in a vivid way. The headsets are now in daily use througout Germany, for example during interviews. – See more at: https://eu-hr.excellence-awards.com/shortlist-2016/#sthash.LVzSZe17.dpuf

Contact

Any questions? Please contact us:
Linda Harnisch
Award Manager
+49 (0)30 8485 90