Approach:
TRM targets active identification of interesting candidates and the building of relations through appropriate measures. Potential employees who are in contact with AUDI are already known to the company and in times of critical requirement can be persuaded to move to the company quickly. To set up the pipeline in a meaningful manner and be able to direct the measures with growth strategy in mind, AUDI has built upon the personnel plan and identified the target groups which are initially very important yet difficult to recruit. These target groups were then intensively analysed in order to learn the preferences and criterion that could persuade them to change companies.
Furthermore, behaviour relating to communication of the target group was examined in order to select the correct communication channels. A specialised Talent Relationship Manager, who was positioned alongside the existing recruiters, searched for the appropriate candidates in social networks on the internet, in employees’ existing contact networks (former colleagues or fellow students), at trade shows as well as at congresses.
When the appropriate talents are identified, then the Relationship Manager approaches the candidate. The Relationship Manager then converses with the talents, presents AUDI as an employer and, if applicable, enters the candidates into the TRM programme. Likewise, TRM contains information about the talent identified by AUDI and is able to invite them to company events and establish contacts to experts within the company. Through such measures a certain closeness and mutual trust is formed.
If the candidate is ready to make the next step on the corporate ladder and if at that time AUDI requires qualified new employees, the Relationship Manager can contact the Recruiting Department and in a short space of time and arrange for the candidate’s employment.
