Recruiting target: to be a global magnet for digital talent
As a leading European ICT2016 because standardized processes and tools help us work more efficiently.service provider, we need the best minds: creative thinkers and employees with a knack for technology that want to help us design the digital transformation. We are looking for top people with talent to work for us as a global corporation. Our recruiting activities definitely play a key role in the ongoing internationalization of our company, which is why we continue to look for top talent in external and internal talent pools in a number of countries. We compiled all of our recruiting activities into one Global Competence Center in
We have positioned ourselves as an attractive employer in Germany, our native market. Our surprising, target group-oriented campaigns and initiatives on social media help boost our image as a sought-after employer. In 2016, the Potentialpark ranking once again confirmed that we have the best career website in Germany, and our social media activities landed us second place in a company comparison.
Last year we were also presented two awards by the Trendence Employer Branding Award committee: one for the best university marketing and the other for our "Vom Flüchtling zum Talent" (From refugee to talented employee) project in the Employer Branding Innovation of the Year category. In this project we specifically target refugees as potential candidates. The project is comprised of the www.careers4refugees.de job platform, internships for refugees and our "Train the trainer" project in which we teach volunteers and employees how to give application training.
We are currently particularly focused on increasing our attractiveness as an employer on new and growing markets. An example: Our Women's STEM2013 in collaboration with "audimax" student magazine and the MINT-Zukunft-schaffen (Creating a STEM future) initiative, is now open to STEM students not only from Germany but also from other European countries.Award, which we have been presenting since
Our new Global Competence Center will take over full management of our recruiting activities in 2017. Positions that require a particularly high degree of talent will be managed by our Global Strategic Active Sourcing team. Our experience with active sourcing, or active, personal contact with potential candidates via networks, trade fairs and events, has been so positive that we are planning to use this tool worldwide. This will make it easier for us to find and win over top talent.
Start up! trainee program for young innovators
Our international Start up! trainee program makes it possible for young people with entrepreneurial spirit who are open to new ideas and innovation to get started at Deutsche Telekom in Germany. We hope to attract graduates in STEM15 to 18 months, trainees familiarize themselves with different areas of the company in Germany and abroad. They take on challenging project assignments in various business areas. Experienced mentors assist the trainees. The program is supplemented by innovative training formats and events. Our Start up! trainees also pursue their own initiatives and support social projects within the context of events such as our Social Days. A collaboration was launched in 2015, for example, among different refugee accommodation centers in and around Bonn under the motto "Telekom cares." Following a donation campaign in 2016, our Start up! trainees worked together with a children's home in Königswinter to plant a garden, tend it and bring in the harvest, which they enjoyed at a Thanksgiving celebration.subjects to the trainee program. During a period lasting
Satisfaction and commitment index
Satisfaction among management staff has improved continually in recent years and has stabilized at a high level throughout the Group. The commitment index for managers lies at a very good 4.5 on a scale of 1 to 5. Managers act in accordance with our our leadership principles "Collaborate," "Innovate" and "Empower to perform" as well as our Guiding Principles, which are binding for all our managers.
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The fluctuation rate in Germany increased for the first time, after experiencing continuous reduction since 2012. In 2016 it was 1.37 percent. At the international level it has dropped by more than one percentage point in comparison to 2015. It has also increased slightly at Group level due to the increase in Germany, and was 4.01 percent in 2016.
In combination with additional data on the number of employees, the data on the fluctuation rate fully covers the G4-LA1 (Employee turnover) GRI indicator.
Skills development at Telekom Training in Germany
Deutsche Telekom offers its employees a range of advanced training measures, which enable them to develop and brush up their skills.
By reporting this data we fully cover the G4-LA9 (Average hours of training per year per employee) and G4-LA10 (Skills management and lifelong learning) GRI indicators as well as the S02-02 (Average expenses on training per FTE p.a.) EFFAS indicator. This data also covers criterion 16 (Steps taken to promote the general employability of all employees) of the German Sustainability Code.