Client Excellence Awards: Kuehne + Nagel reimagines its recruitment process
Kuehne+Nagel is a global leading logistics and freight forwarding company, serving more than 400,000 customers with 72,000+ employees in 1,395 locations worldwide. The company sees itself as more than just a logistics partner, focussing on how they connect people and communities by ensuring that everyone has access to what powers their businesses and lives.
As a logistics and transport industry leader, Kuehne+Nagel played a key role during the coronavirus crisis, particularly in the delivery of medical supplies. The increased demand meant that the company needed to make quick hires to keep operations moving and remain committed to customers during a time of uncertainty.
Kuehne+Nagel needed to adapt its recruiting system to handle the fluctuations of applications and increased workload for recruiters during this time, all within a remote working environment. The company also wanted to ensure that the candidate experience remained positive and engaging throughout the recruiting process.
Kuehne+Nagel receives a high volume of applicants and during the height of the coronavirus crisis, the number of applicants was even greater. Throughout 2020 alone, the careers page received around 2.5 million unique visitors, converting into around 500,000 applications. All of which needed to be processed quickly to meet the increased business needs.
Recruiters were under a lot of pressure to make informed, smart decisions quickly, as well as navigate the challenge of operating in a remote working environment. Having a centralised system with real-time, accurate data was key for Kuehne+Nagel to process applications and to reallocate team responsibilities remotely during the hiring spree. The candidate experience also needed to remain smooth, so automating part of the recruiting system to ensure all candidate feedback was considered was also an important part of redefining the process.
Cornerstone’s recruiting solution was able to quickly support Kuehne+Nagel’s needs, enabling a fast transition to the virtual recruiting world amid the coronavirus pandemic, as well as helping ensure candidates remained at the heart of the process.
Centralised recruiting platform. Keeping track of the hiring process was important for Kuehne+Nagel, especially during a transformative time. Using Cornerstone, hiring teams worldwide were able to manage and share information quickly, uniting as one team and rising to the recruiting challenge.
Reduced time-to-hire. Despite the number of hires increasing following fluctuating demand, Kuehne+Nagel significantly reduced its time-to-hire by 30%. Conducting interviews were taking up much of the recruitment teams’ time, so the use of pre-recorded interviews was introduced to relieve workload pressure, while still capturing the necessary skills from candidates for the roles.
Decisions driven by data. In the past, Kuehne+Nagel found it challenging to access and manage quality data that could be easily translated into tangible reporting. With Cornerstone Recruiting, Kuehne+Nagel now have the data on hand to manage expectations and track success, including using real-time data to reallocate recruiter’s responsibilities to spread workloads across different teams. Having accurate, quality data was vital to ensure the recruitment team was continually aligned with business demand throughout the pandemic.
Refined candidate experience. Kuehne+Nagel focussed on reducing the dropout rate for each step in the applicant process, even during the difficulties of the Covid crisis and the influx of applications. Integrating automated feedback into the system ensured that every candidate received immediate responses on their application. Candidate feedback on the recruiting process is also encouraged and measured by Kuehne+Nagel to continually improve the hiring process.
Adapted to fast-moving business demands. With pressure to support the business during the ongoing Covid crisis, the company relied on the recruitment team to hire the right people quickly to keep operations moving. With support from Cornerstone, Kuehne+Nagel was able to be more agile and augment recruiters’work to meet the demands of the wider business.
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15 Tried and Tested Competency-based Interview Questions
Creating a meaningful competency framework or model is about identifying the key abilities required to improve performance and achieve success. It's why competency management touches many different talent management processes, including talent acquisition. And when it comes to assessing whether a job candidate has the competencies that align with your organization's needs, competency-based interview questions can really help. For example, if your company's life blood is its focus on customer support, then you better make sure that the candidates you are assessing possess the kind of skills required to deliver outstanding customer service and support. The same principle applies for other competencies that might be core to your company's success such as innovation, collaboration, or adaptability. 15 Real-World Examples of Competency-Based Interview Questions We recently asked our customers to share some examples of competency-based interview questions that they've used to predict the future performance of a candidate. Here are 15 questions they shared with us. Customer Orientation What was your most challenging customer service moment, and how did you make the customer satisfied that they'd been heard? Please share an example of when you went above and beyond for a customer. Initiating Action Talk to me about a time when you initiated a people process or program that was successful in your organization. Why did you believe your organization needed the program and what steps did you take to initiate and develop the program? Continuous Learning Tell me about a time you created an error. Tell me what you learned. What was your last work related mistake? What did you do after the mistake? What could have been done to prevent the mistake? What did you put in place, if anything, to avoid making that mistake again? Have you ever championed a process or a program that failed to take hold in the organization? What steps did you take, and how would you change your approach the next time so that your organization would integrate the initiative? Adaptability Tell me about a time when you were faced with a challenge and you were unable to meet the deliverable. Tell me about a time when you were working on a project and things did not go as planned. How did you complete that project? What have you done when you have run into significant obstacles or barriers that were blocking you from what you were trying to accomplish? Give a specific example that captures your approach. Collaborating and Valuing Difference Please describe the most recent thing you have done at work that demonstrated your willingness to work with others. In order to create a spirit of teamwork and unity, how do you show appreciation for diverse backgrounds and talents of others? Tell me about a time when working as part of a team seemed like a challenge and how you overcame the obstacles. Stress Tolerance Describe a project that had a lot of moving parts and how you handled it. What was the most difficult day EVER on the job (can be any job you've had), why was it the most difficult day and how did you handle it? Operational Decision-Making Tell me about a time when you did not have all of the information you needed to complete an assignment or project. How did you proceed? A big thank you to our customers who are always so generous with their experience and expertise. In particular, to the following customers whose questions were used in this article: Aircastle Advisor Bank of Queensland Builders Mutual Insurance Company CGB Enterprises ECI H.O. Penn Machinery Co. Kershaw Health, Killian Construction Co. Mag Pellet Richland County Public Library SGT Inc. Solix Inc. Southern Careers Institute Southern Management Corporation Swope Health Services
PROFILE OF THE MONTH: Andrea Sennett
It is becoming a great tradition to tell the stories of some of our amazing team members in the blogs under the umbrella “Profile of the month”. We kicked off with Sarah Spence, sharing with you all her incredible successes within the business. After that we had Gary Evans who spoke up about gender balance and how he manages modern challenges as a team manager. And now, I am delighted to introduce you to Andrea Sennett, Senior Content Partner Manager, EMEA, who has been part of the Cornerstone family since 2013. Hope you enjoy this conversation between Andrea and myself. I’m responsible for… acquiring new partners in the content ecosystem and ongoing management of our Content ecosystem in EMEA. I got here… thanks to Gary Evans! He used to be my client in the olden days when I was at Thomson NETg and he was at Direct Line (20 years ago!). He pinged me an email on LinkedIn pretty much 7 years ago and you know the rest! My typical day… it’s so diverse. I can be talking to potential new partners, handling pricing negotiations with our partner network, speaking to internal teams about what we offer, working with Content Operations’ to get partners ready for sale or presenting to clients! Not one day is the same as the next and that’s what I love about it! My most memorable moment… shaking Princess Diana’s hand as she opened a hospice when I was 11 years old and went to see her with school. Closely followed by sitting less than 5 meters way from Bill Clinton at a charitable dinner. The worst and best part of the job… honestly, I adore my role here. As naff as it sounds… I am going to say the worst part is having to use Salesforce! Clearly the best part to me are the people. Pretty much everyone I work with internally and externally are simply awesome. My funniest/worst and best trait… my dislike of bad manners 😊 and I am not afraid to tell someone when they have been rude! My best trait is tenacity and willing to have a voice. Watching Adam Grant I realised why I am so very often underestimated… I am a ‘Disagreeable Giver’ and proud to be one! How come you’re so good at giving presentations? I know what I don’t want to listen to, and I try not to put others through it!! People buy from people and even though I am not in direct sales that fact has always stuck in my mind. I work to understand my audience and aspire to never read a deck, only have it as a background filler! I like to tell a story. Why do you think W@C is an important network? I was told early in my career: “You need to realise life isn’t fair”… My response, “It doesn’t mean I can’t aspire for fairness!”. At the time, that moment taught me that speaking out like that was actually a career limiting move for me! Fairness in my mind comes from the heart of everything in life, not just being female. To have a network like W@C that I can be part of to channel that voice and progression towards fairness gives us a collective voice and helps us to be heard. If you want to join the Cornerstone family, check out our careers page and apply for your dream job today!
The fully integrated virtual learning solution
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