• Add your business news
  • Privacy Statement
  • Cookie Policy
Recruitmenttech.com
  • Home
  • Latest
  • Demo_Day 2021 – REPLAY
    • Register to watch replayFREE
    • Program
    • Partners
    • Speakers
    • Frequently Asked Question (F.A.Q.)
  • Events calendar
    • Add an event
  • Subscribe to the email update
No Result
View All Result
  • Home
  • Latest
  • Demo_Day 2021 – REPLAY
    • Register to watch replayFREE
    • Program
    • Partners
    • Speakers
    • Frequently Asked Question (F.A.Q.)
  • Events calendar
    • Add an event
  • Subscribe to the email update
No Result
View All Result
Recruitmenttech.com
No Result
View All Result
Home Interview

Kerstin Wagner (Deutsche Bahn): ‘Technology improves the candidate experience’

December 15, 2022
in Interview, Podcast
Reading Time: 3min read
13
Share on LinkedInShare on FacebookShare on TwitterShare on WhatsappShare via email

Deutsche Bahn believes that technology is important when improving the candidate experience. Focusing more on tracking systems is key to attracting potential employees. Recruitment Tech interviewed Kerstin Wagner, manager of talent acquisition at Deutsche Bahn, at the UNLEASH World conference in Paris about why technology suits a wide variety of roles.

Technology in talent acquisition

Constant hiring in Deutsche Bahn requires the best recruitment technology. “I’m always telling people technology and data is one of the key success factors in talent acquisition,” Wagner says. “So yes, we’re using technology, but it’s important for me to say that it’s not because technology is fancy, sexy or that everybody is into technology and we also have to use it. No, we think of our candidates as customers, so we want to make the recruitment process sexy.”

Suitable for data and tech roles

Since technology has become customary in almost every role, it’s important to have jobs that use these attractive skills. “The main part of our specialised recruiters is that they have their own community of school leavers, blue-collar workers, engineers and IT people,” Wagner says. “But we also have HR marketing, employer branding and social media roles.”

“We have our own tech team, so they screen the market from a tech perspective to see how we can use technology in recruitment.”

According to Wagner and Deutsche Bahn, using one technology platform for these roles is more effective as a one-data approach. “We are using the ATS, so that is a global roll-out. That is the platform we use for the whole recruiting process, as it ensures we’re generating data here too.”

Data mindset approach

Recruitment is also about using data to study talent pools and create hiring techniques based on employee retention, business objectives and marketing. “For me, it’s also important that we have a data mindset,” Wagner says. “Using technology is one thing, but being able to use the technology is another when helping people to understand data. We have this data mindset we want to implement to help employees learn data, which makes us even stronger.”

‘Metaverse is the new kid on the block’

There are more companies mixing virtual worlds with real-life aspects. “That’s another example of how we use technology”, Wagner confirms. “So, if there’s something coming up, we check it and think how we can use it to be more candidate-centric. Therefore, we came up with metaverse because there are target groups out there who could meet in the metaverse.”

“The metaverse can show us, as Deutsche Bahn, that we’re an attractive employer with all of our jobs.”

Having experience with VR and HR can also help with implementing the metaverse into certain companies. “Five or six years ago, we were probably the first ones using VR in trading. That was the first pilot, even there at that time,” Wagner says. “A gamer, who was an intern, approached us and asked why we were not using VR to show our jobs to other people. So, how could we possibly bring our different jobs to other candidates? Since then, we use both VR and AR to help find candidates and build the foundation for exploring technology.”

Technology in the labour market

We asked Wagner about future roadmaps for Deutsche Bahn in terms of technology. “There are many ideas on our roadmap, but we have to title this tight labour market. That is a really big challenge for all of us and it’s also a challenge for each era. So, using all of these tech possibilities, we have to become way better on data and that’s still on our roadmap.”

Podcast version

Listen to the podcast version of this interview:

Tags: ATSDBDeutsche BahnKerstin WagnermetaverseRecruitment TechnologyUNLEASH 2022vr

Receive a push message with a new article on Recruitmenttech.com.
You can unsubscribe at any time.

Unsubscribe
Previous Post

Beamery hits unicorn status after raising $50 million in Series D funding

Next Post

How good (or bad) are ChatGPT’s AI-generated texts for recruitment?

Recruitment Tech

Recruitment Tech

Related Posts

Ross Davies (Radancy): 'We create the funnel and experience for candidates so the right ones apply'
Interview

Ross Davies (Radancy): ‘We create the funnel and experience for candidates so the right ones apply’

by Jasper Spanjaart
January 23, 2023
Mayuri Sinha (OLX Group): ‘If you don’t keep KPI’s, then no kind of tooling will help you’
Interview

Manjuri Sinha (OLX Group): ‘If you don’t keep KPI’s, then no kind of tooling will help you’

by wpengine
January 18, 2023
PathMotion rebrands as Clinch: ‘It’s all about engaging candidates in a humanised way’
Interview

PathMotion rebrands as Clinch: ‘It’s all about engaging candidates in a humanised way’

by Jasper Spanjaart
December 19, 2022
Maxime Legardez (Maki People): ‘Enhancing recruitment in a gamified, mobile-friendly way’
Interview

Maxime Legardez (Maki People): ‘Enhancing recruitment in a gamified, mobile-friendly way’

by 1st Editor
November 30, 2022
Sachit Kamat (Eightfold.ai): ‘The AI transformation comes with a lot of change management’
Interview

Sachit Kamat (Eightfold.ai): ‘The AI transformation comes with a lot of change management’

by Jasper Spanjaart
November 24, 2022
Next Post
How good (or bad) are ChatGPT's AI-generated texts for recruitment?

How good (or bad) are ChatGPT's AI-generated texts for recruitment?

These were the 10 most popular articles about recruitment technology in 2022

These were the 10 most popular articles about recruitment technology in 2022

Leave a Reply Cancel reply

Your email address will not be published. Required fields are marked *

Follow us on social

  • 73 Fans

Events calendar

  • Cities’ Identity Through Architecture and Arts (CITAA) – 7th Edition
    • 26/09/2023
  • Green Urbanism (GU) – 7th edition
    • 11/12/2023
    • Italy
  • Rethink HR Tech | DACH
    • 12/03/2023 - 14/03/2023
    • Berlin
  • all events
    • Contact
    • Privacy Statement
    • Cookie Policy

    © 2020-2021 Recruitment Tech Network | Europalaan 500 3526 KS UTRECHT, the Netherlands

    No Result
    View All Result
    • Home
    • Latest
    • Demo_Day 2021 – REPLAY
      • Register to watch replay
      • Program
      • Partners
      • Speakers
      • Frequently Asked Question (F.A.Q.)
    • Events calendar
      • Add an event
    • Subscribe to the email update

    © 2020-2021 Recruitment Tech Network | Europalaan 500 3526 KS UTRECHT, the Netherlands

    Welcome Back!

    Login to your account below

    Forgotten Password?

    Create New Account!

    Fill the forms below to register

    All fields are required. Log In

    Retrieve your password

    Please enter your username or email address to reset your password.

    Log In
    We use cookies on this site. Cookies are used, for example, to personalise content, offer video and social media tools and to analyse our website traffic (anonymously).
    Cookie settingsAccept all cookies
    Privacy & Cookies Policy

    Privacy Overview

    This website uses cookies to improve your experience while you navigate through the website. Out of these cookies, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. We also use third-party cookies that help us analyze and understand how you use this website. These cookies will be stored in your browser only with your consent. You also have the option to opt-out of these cookies. But opting out of some of these cookies may have an effect on your browsing experience.
    Necessary
    Always Enabled

    Necessary cookies are absolutely essential for the website to function properly. This category only includes cookies that ensures basic functionalities and security features of the website. These cookies do not store any personal information.

    Non Necessary

    Any cookies that may not be particularly necessary for the website to function and is used specifically to collect user personal data via analytics, ads, other embedded contents are termed as non-necessary cookies. It is mandatory to procure user consent prior to running these cookies on your website.

    Analytics

    Analytical cookies are used to understand how visitors interact with the website. These cookies help provide information on metrics the number of visitors, bounce rate, traffic source, etc.

    Advertisement

    Advertisement cookies are used to provide visitors with relevant ads and marketing campaigns. These cookies track visitors across websites and collect information to provide customized ads.

    Save & Accept