Project context
End-to-end redesign of a recruitment process for skilled workers and apprentices
Key areas
Personnel planning
The role of grünlicht
Project Management, Process Design, Workshop Facilitation, Stakeholder Management and Implementation Support
Starting situation
A leading company in the housing sector faced the challenge of fundamentally modernising its recruitment. The existing process was fragmented, time-consuming, and led to inconsistencies in the applicant experience.
At the same time, the demands for speed, transparency, and quality in recruitment increased. The company had to recruit several hundred skilled workers and apprentices for craft and commercial professions annually.
The objective was an end-to-end redesign of the entire recruitment process – from workforce planning to successful onboarding.
Our Approach
grünlicht took charge of project management for the redesign, ran workshops with HR, specialist departments and the works council, and developed a holistic, standardised process.
All process steps were re-designed, harmonised and integrated into modern digital systems.
The main focuses were:
- Staffing
Introduction of a systematic forecasting and planning process - Job advertisements and channels
Standardisation of job advertisements and definition of cross-channel recruitment strategies - Application processes:
Simplification and digitalisation of the application process, including mobile optimisation - Selection process
Development of clear and fair criteria, structured interviews and digital testing procedures - Quotation and contract process
Standardisation of quotations and contract creation, as well as integration into existing HR systems - Onboarding and initial training
Development of a unified onboarding process, including welcome days, e-learning modules, and initial training. - Candidate Journey Design
Definition of key touchpoints and improvement of the candidate experience - Digitisation of processes:
Introduction of automations for communication and scheduling - Training and Change Management:
Training of recruiters and managers, and communication measures for internal embedding
Measures in detail
As part of the project, numerous workshops were held with HR, specialist departments, and the works council. The aim was to make existing processes transparent, identify weaknesses, and develop a common target process.
Based on this, a recruitment roadmap was created for all relevant business areas. In addition, a recruitment dashboard was built with key figures such as Time-to-Hire, Cost-per-Hire, and Candidate Experience.
Another focus was on building a talent pool for skilled workers and apprentices. In addition, an employer branding strategy was developed, which was closely integrated with the new processes.
Results
- Continuous End-to-End Recruiting Process
From personnel planning to onboarding, a clear, standardised process has been established - Shorter occupancy times:
The time-to-hire was reduced through clearer processes and fewer manual steps. - Better Candidate Experience:
Applicants experience the process as more transparent, simpler, and more appreciative. - Higher quality settings:
Clearer criteria and structured selection processes improve the fit between candidates and positions. - Greater process efficiency:
Automations and standards reduce coordination effort and sources of error. - Strengthened employer brand
The company presents itself in a more modern, consistent, and attractive way during the application process. - Sustainable scalability:
Standardised processes facilitate expansion to new professional groups and locations
Key Learnings
- Recruiting must be thought of as an end-to-end process – only then will the individual steps truly mesh.
- Digitalisation and standardisation create speed, transparency and reliability.
- A positive candidate journey directly impacts the employer brand.
- Early involvement of specialist departments and the works council ensures acceptance and sustainability.