Our customer's concern
Maximizing applicant quality and efficiency – that was Commerzbank's goal for the selection of its apprentices and dual study students. The bank receives approximately 30,000 applications annually for ten different apprenticeships and dual study programs. KI.M was tasked with optimizing the process for selecting junior employees, with a particular focus on identifying talent early on and attracting them to the bank.
The project
A customized test procedure with realistic tasks was developed for the target group to ensure valid diagnostics and high acceptance among applicants. By integrating a personal telephone interview before the actual selection day, not only was additional diagnostic information gathered but early personal contact with the applicants was also ensured. When designing the exercises on the selection day, KI.M drew on the results of numerous workshops conducted with trainers and managers at the bank to develop suitable scenarios for each training and degree program. In addition to designing the selection steps, KI.M also trained Commerzbank employees for their new responsibilities in applicant selection.
The result
The efficiency of the process was significantly increased, as a higher success rate on the selection days meant fewer resources were needed to select young talent. The improved pre-selection process and the tailored exercises on the selection day led to an improvement in the quality of the selected candidates. Furthermore, high acceptance was achieved by both applicants and managers. The quality of the process is ensured by ongoing evaluation. Despite the overall decline in applicant numbers, Commerzbank is thus able to identify and recruit the best trainees and dual-study students every year.
1. Objectives of the new selection process
Validity
- Differentiated requirements analysis according to the highest methodological standards
- Multiple observation of all relevant competencies
- Psychologically trained observers, interviewers and assistants
Efficiency
- Reduced resource use on selection days through improved pre-selection
- Efficient use of online tools and telephone communication
- Internal expertise through train-the-trainer training
attractiveness
- Application-oriented exercises and tasks
- Early personal contact through the interview
- Fast decisions and professional processes
2. Overview of the newly designed selection process
3. Excerpt from the online test procedure
The online testing procedure combines traditional cognitive ability tests with practical tasks. Strict time limits and the individual compilation of each test from the extensive item pool ensure maximum security against fraud. The tasks presented are highly practical. An example of this task is the mathematical word problems from the area of analytical skills.
4. Evaluation of the assessment centers
To evaluate the assessment centers moderated by KI.M, the managers who participated as observers on the selection day were surveyed. They rated the design, organization, applicant quality, and overall satisfaction with the assessment center based on school grades.
- 1.3 for the content of the assessment center
- 1.5 for organization and systematics
- 1.8 for the quality and selection of applicants
- 1.5 for satisfaction with the assessment center
