Selection process for initial training at Commerzbank

Our customer's concern

Maximizing applicant quality and efficiency – that was Commerzbank's goal for the selection of its trainees and dual-study students. The bank received approximately 30,000 applications annually for ten different apprenticeships and dual-study programs. KI.M wanted to optimize the process for selecting junior staff with a special focus on Identify talents early and to win for the bank.

The project

For the target group, a tailor-made test procedure with realistic tasks developed to ensure valid diagnostics and high acceptance among applicants. By integrating a personal telephone interviews Before the actual selection day, not only further diagnostic information collected, but also ensured early personal contact with the applicants. For the design of the exercises on the selection day, KI.M used the results of numerous workshops with trainers and managers of the bank to develop suitable scenarios for each training and study program. In addition to designing the selection steps, KI.M also took over the Training of Commerzbank employees for their new tasks in selecting applicants.

The result

The efficiency of the process could be significantly increased because higher success rate during the selection days fewer resources needed for the selection of junior staff. The improved pre-selection process and the tailored exercises on the selection day led to an improvement in the quality of the selected candidates. Furthermore, high acceptance was achieved by both applicants and managers. The quality of the process is ensured by ongoing evaluation. Despite the overall decline in applicant numbers, Commerzbank is thus able to identify and recruit the best trainees and dual-study students every year.

1. Objectives of the new selection process

Validity

  1. Differentiated requirements analysis according to the highest methodological standards
  2. Multiple observation of all relevant competencies
  3. Psychologically trained observers, interviewers and assistants

Efficiency

  1. Reduced resource use on selection days through improved pre-selection
  2. Efficient use of online tools and telephone communication
  3. Internal expertise through train-the-trainer training

attractiveness

  1. Application-oriented exercises and tasks
  2. Early personal contact through the interview
  3. Fast decisions and professional processes

2. Overview of the newly designed selection process

3. Excerpt from the online test procedure

The online test procedure combines classic cognitive performance tests with application-oriented tasks. Due to a strict time limit and an individual compilation of each test from the extensive item pool, the test is maximally secure against falsification.

The tasks presented have a high degree of application relevance. An example is the Task type: mathematical word problems from the area of analytical skills.

4. Evaluation of the assessment centers

To evaluate the assessment centers moderated by KI.M, the managers who participated as observers on the selection day were surveyed. They rated the design, organization, applicant quality, and overall satisfaction with the assessment center based on school grades.

  • 1.3 for the content of the assessment center
  • 1.5 for organization and systematics
  • 1.8 for the quality and selection of applicants
  • 1.5 for satisfaction with the assessment center
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