Employer attractiveness

In 2024, we also made progress in respect of talent acquisition. By way of focusing on modern tools and processes, digital solutions and targeted measures to promote diversity and improve the application experience, we were able to further increase our attractiveness for various target groups.

• One key measure entailed optimizing our recruitment process, and included waiving a classic cover letter. Applicants can now enter relevant information in an optional text field. This also increases accessibility. Our barrier-free careers page and the option of finding out about the status of an application at any time are aimed at making the application process as candidate-friendly as possible.
• We further strengthened our activities promoting diversity and inclusion: the expansion of our inclusion center for skilled employees as well as commercial and IT academ­ics facilitates the integration of people with disabilities. Our inclusion center gives all applicants with disabili­ties, i.e. with a characteristic listed in the Ninth Book of the German Social Security Code (SGB IX), who are rejected in the regular application process a second chance. They are advised and supported by trained and experienced recruiters from our Inclusion Center.
• The targeted approach in respect of older applicants as part of the age diversity recruiting strategy is intended to contribute to more comprehensive utilization of the labor market. This initiative was also honored with the QUEB Award (2nd place) of Bundesverband für Employer Branding, Personalmarketing und Recruiting e.V.
• By cooperating with schools, we can address young talents at an early stage and support them in their career entry. More than 20 community recruiters are active at our partner schools. Their task entails opening up rural regions in particular, and promoting DB Group at schools and in associations. We also encourage DB Group employees to get involved as active school mentors. These efforts jointly resulted in a new record number of more than 6,100 vocational trainees and dual-degree students. Our targeted approach as part of “The secret alliance” campaign was honored as “Best Student Campaign” with a Trendence Award. The Effie Awards in silver for our employer branding campaign “ What is important to you ? ” acknowledged the quality and impact of our targeted approach.

Digitalization also played a key role in our recruitment ­strategy in 2024. By way of digital tools such as the DB Job Compass – a guide for apprenticeship seekers and career changers – and career events, we want to further improve the application experience. Our online platform “db.jobs ­experience,” which gives interested people the opportunity to get to know DB Group and its professions virtually, is noteworthy. It was honored as “Best Candidate Experience” with a Trendence Award and 2nd place at the German Prize for Online Communication (DPOK). In addition, DB Job Compass was awarded the German Skilled Employees Prize.

Sustainability is an integral part of our activities. The diverse range of “Green” job profiles, such as hydraulic engineers or forestry engineers, and the integration of sustainable practices in everyday working life, such as the #DBpacktan volunteering campaign week, during which employees got involved in more than 100 actions for charitable projects, play a part in DB Group’s focus on a sustainable working environment. The Sustainability Trainee program  No. 100 is very popular with young applicants. The Green Empowerment Recruiting strategy, which promotes sustainability projects and strengthens the environmental awareness of our employees, was honored with the St. Galler Leadership Award for its innovative approach.

Projects that address specific target groups were also widely recognized. For example, the “Stepping out of university and getting on the train” project, which provides targeted support for students dropping out of university, was honored with a further Trendence Award.

Our stable position in the 2024 Trendence Employer Ranking with 10th place in the overall ranking shows that our approaches and measures are effective and are being noticed.

We see immigration as an essential part of the solution to overcoming the shortage of skilled labor. We are aware of the additional challenges, such as recognition of professional qualifications or language barriers. However, it is precisely in these areas that we have gained experience and established recruiting measures.

By way of our cross-border recruiting, we have created a strategic framework for international recruitment. Since 2023, we have made more than 450 hiring commitments. The tasks include the systematic analysis of target countries, international personnel marketing and close support with visa and professional qualification recognition processes. We also coordinate the linguistic and, if necessary, professional qualification and pre-boarding of candidates in their home countries.