Talent pipeline instead of job postings

Within the first 10 months after the launch of its myVeeta talent pool, Boehringer Ingelheim was able to build up a powerful talent pipeline with 2,000 talents.

Today, 3½ years later, the company’s own talent pool contains more than 6,000 talents. The company usually uses their talent pool for vacancies that need to be filled quickly. At the same time, there are certain types of positions which are recruited exclusively using their own talent pool – without any internal or external job advertisement.

Staff for new factories recruited from own talent pipeline

Boehringer Ingelheim employs around 50,000 workers worldwide, including 3.000 in Austria.

In 2017, the Austrian branch of Boehringer Ingelheim faced the challenge of hiring around 500 new employees within four years (2018-2021) for a new factory that was being built in Vienna.

To accomplish this, the company decided to increase recruiting activities – especially active sourcing – significantly, and build up a large pipeline of candidates .

career page of Boehringer Ingelheim

EN talent pool registration page

talent pool registration page

Fast, straightforward implementation of myVeeta

The implementation of myVeeta at Boehringer Ingelheim took only a few days. At a joint strategy workshop, the following points were worked out together with myVeeta:

  • Definition of a suitable talent pool and TRM strategy
  • Integration of the company’s talent pool into their employer brand
  • Strategic placement of the various invitations to the talent pool
  • Integration into the daily active sourcing activities of the recruiters

Turning talents into employees

Boehringer Ingelheim can invite talents at many different touch points because joining their myVeeta talent pool is very easy for talents, using different types of links or QR codes.

Boehringer Ingelheim focus their talent pool on rejected applicants, career page visitors, contacts from fairs and other events as well as contacts coming from active sourcing activities on LinkedIn or Xing.

The company usually uses their talent pool for vacancies that need to be filled quickly. At the same time, there are certain types of positions which are recruited exclusively using their own talent pool – without any internal or external job advertisement.

“For jobs that we need to fill quickly, we sometimes don’t even post a job ad. We fill them directly using our talent pool.”

Jovanka Dragicevic, HR Recruiting Manager at Boehringer Ingelheim

Talents field of interest

6,000 talents with different skill sets

A cost-saving, successful recruiting channel

10 months after launch of the Boehringer Ingelheim talent pool, 2,000 talents had already registered. After 3 ½ years, the company’s own talent pool contains over 6,000 talents and is growing steadily. The recruiting team regularly uses their own talent pipeline to fill open positions. This not only accelerates recruiting and reduces costs of open positions, job ads, and staffing agencies – the Boehringer Ingelheim recruiting team also saves time and internal resources.

Success story

For an assistant position that needed to be filled at short notice, Boehringer Ingelheim’s recruiting team looked for suitable candidates in their own talent pool. They found several talents meeting all requirements, the best ones were sent over to the recruiting manager. After short interviews with three candidates, one of the candidates was successfully hired. An interested talent from the company’s own talent pool was turned into a motivated employee with a high cultural fit – without any job advertisement or external costs.

More Success Stories