Talent pipeline for a new plant
With the help of myVeeta, Boehringer Ingelheim was able to build up a broad, well-filled talent pipeline within less than 12 months. And now, with almost 2,000 talented candidates, the company has created an excellent foundation for the construction of a new plant.
As a result, the recruiting process will be further shortened in the period ahead, and can be structured in a much more efficient way.
500 new employees in 3 years
Boehringer Ingelheim employs around 50,000 workers worldwide, with 2,500 of them within Austria.
In 2017, the Austrian branch of Boehringer Ingelheim was faced with the great challenge of finding around 500 new employees within four years (2018-2021) for the plant being constructed at the Vienna location.
The goal, therefore, was to increase the recruiting activities – in particular the active sourcing – significantly and to build up an accordingly large pipeline of candidates that the company could refer back to again and again over the course of time.
Fast, straightforward implementation
With Boehringer Ingelheim, the implementation of myVeeta took just a few hours. At a joint strategy workshop, the following points were worked out together with myVeeta:
- Definition of a suitable talent network strategy
- Consultation regarding the integration of the company’s own talent network into the employer brand
- Strategic placement of the various invitations to the talent network
- Integration into the daily active sourcing activities of the recruiters
My favourite myVeeta feature
“The messenger! It’s super easy to use, and also enables you to communicate with talent via text message or WhatsApp.”
Jovanka Dragicevics, HR Recruiting Manager at Boehringer Ingelheim
Talents are invited in a targeted manner
Since the invitation to the company’s own talent network takes place via a link or QR code, Boehringer is able to extend invitations to its candidates very easily in a wide number of different places.
Boehringer Ingelheim’s focus is on rejected applicants, invites at fairs & events and invites sent through active sourcing via Xing & LinkedIn.
The talent pool is predominantly used to find skilled staff for open positions and to address them directly. In addition, candidates are also informed of relevant news and events.
The talent pool is constantly growing
Boehringer Ingelheim’s talent network is made up of a large number of candidates from the area of research and development, as well as from the health sector. In total, 10 months after the introduction of myVeeta, almost 2,000 talented candidates have signed up!
Your company doesn’t have its own talent pool yet? We are happy to provide you with more advice!