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Recruitment efforts intensified
In our recruitment efforts we find ourselves faced with a tightening applicant market and increasingly challenging demographic factors. Nevertheless, going forward it remains incumbent upon us to ensure that at the right moment we are able to attract those candidates who are the best fit both for the company in general and for the specific position. With this in mind, we have revamped our recruitment activities.
As our starting point, we evaluated a number of external studies, some of which were specially oriented towards our needs. We were able to obtain up-to-date and detailed information about the career expectations and employer preferences of our primary applicant target groups. We combined these findings with insights gained from internal surveys. This produced a clear picture of the messages that we, as an employer, should communicate externally in a genuine manner.
The Employer Value Proposition elaborated on the basis of these insights forms the basis of our personnel marketing communication. On the one hand it is integrated into our established recruiting processes and tools, while at the same time we use it as a platform for picking up on new trends so as to reach out even better to our target groups.
Among the new tools that we have drawn on in order to advance our recruiting efforts particular mention should be made of online chat sessions with HR consultants or the improved individual support offered to students, to name just two examples. Furthermore, with a view to specifically addressing (young) professionals even better as a group, the profile of the Hannover Re Group in the business network Xing was reworked with a more polished look.
Reinsurance is a business that often needs some form of explanation, even for many young professionals and qualified graduates. We tackle this challenge by using recruitment tools that lend themselves particularly well to closing this knowledge gap. Thus, for example, we are increasingly placing employee reports in university magazines and on online platforms and we are expanding our use of testimonial films. These short films present the varied range of tasks and job profiles within our company and map out a successful entry to the reinsurance industry. Factors such as an adequate work-life balance as well as support for diversity and equal treatment at our company – all concerns of increasing importance to our target groups – are also addressed.
| Breakdown of employees by country | ||
| 2016 | 2015 | |
|---|---|---|
| Germany | 1,349 | 1,337 |
| USA | 312 | 284 |
| South Africa | 276 | 271 |
| United Kingdom | 235 | 156 |
| Sweden | 180 | 170 |
| Australia | 98 | 103 |
| China | 71 | 72 |
| Malaysia | 62 | 53 |
| France | 55 | 54 |
| Bermuda | 46 | 45 |
| Bahrain | 45 | 46 |
| Ireland | 43 | 51 |
| Colombia | 27 | 27 |
| Canada | 23 | 16 |
| India | 18 | 27 |
| Italy | 12 | 11 |
| Korea | 9 | 10 |
| Japan | 9 | 7 |
| Spain | 7 | 7 |
| Mexico | 7 | 7 |
| Brazil | 5 | 4 |
| Taiwan | 4 | 4 |
| Total | 2,893 | 2,762 |