Recruitment and selection in Vol

Volkswagen’s human resource department applies a detailed approach to recruitment. In addition to its human resource strategy of “Empower to Transform”, a major component of Volkswagen’s strategy to increase its attractiveness as an employer is the family-friendly human resource policy. Volkswagen’s ability to develop and incorporate family-friendly models for working contributes to gender equality within the organisation, which ultimately reflects positively on the organisation as an employer (Volkswagen AG, 2019). This drive for greater gender equality is evidenced in Volkswagen’s plan to increase the number of women in managerial positions. By the end of 2021, in first and second-level management, Volkswagen aims to have the share of women in these positions at 13.0% and 16.9% respectively (Volkswagen AG, 2019). Furthermore, Volkswagen has set targets for every board-level division to encourage women of high potential to advance within the company, further contributing to gender equality (Volkswagen AG, 2019). In order to achieve this, multiple measures have been incorporated within HR practices including quota systems surrounding management selection and external hiring of women (Volkswagen AG, 2019). These recruitment practices enhance Volkswagen’s attractiveness as an employer for quality employees.

In recent years, Volkswagen has also introduced and adjusted company regulations to ensure employees are capable of balancing work demands and home life. A significant aspect of this is allowing employees to control and manage their individual working models (Volkswagen AG, 2019). In order to achieve this, numerous measures have been implemented including flexible working hours, leave of absence programmes and childcare services (Volkswagen AG, 2019). By the end of 2019, 23,000 Volkswagen employees were enjoying the benefits of these flexible working arrangements (Volkswagen AG, 2019). Furthermore, Volkswagen’s recruitment process is enhanced by the wide range of diversity that exists within the company. Considering the cultural diversity that exists within its global market, Volkswagen realises the importance of reflecting such diversity within its workforce (Volkswagen AG, 2019). In doing so, Volkswagen believes it can increase the potential of innovation as diversity introduces a more extensive range of problem-solving solutions, perspectives and product ideas (Volkswagen AG, 2019). The flexibility and diversity that exists within Volkswagen is attractive to employees.

In addition to external attractiveness, the recruitment and professional department has a separate focus on recruitment in relation to internal employer attractiveness. Opinion surveys of current employees at Volkswagen are conducted annually to receive information on whether they perceive the company to be an attractive employer (Volkswagen AG, 2019). This process is rated on an index scale out of 100 points and forms the basis for internal employer attractiveness. By 2025, Volkswagen hopes to achieve a total of 89.1 but currently has an internal rating of 85.6 (Volkswagen AG, 2019). By achieving high ratings in both internal and external perceptions, Volkswagen can increase the effectiveness of its recruitment process.