Henkel creates new program to fast-track digital talent acquisition

SUCCESS in the digital age comes to those that have access to the right kind of talent.

Businesses, especially global leaders, understand the potentially catastrophic impact of failing to acquire digital skills and capabilities. Hence, they’re trying new approaches to hiring young talent.

Henkel, for example, just announced a new initiative to attract young professionals who want to expand their digital expertise.

The German chemicals giant, with offices across the APAC, is offering an 18-month training program that provides capable applicants with an opportunity to dive head-first into the company’s digital transformation projects.

Those recruited under the program will have an opportunity to take responsibility from their first day on the job and allow them up to five rotations (immersions) based on their interests and capabilities.

“With this unique on-the-job approach, we enable young professionals to become digital opinion leaders and front row participants of Henkel’s digital transformation across our three business units Adhesive Technologies, Beauty Care and Laundry & Home Care,” said Henkel Global Head of Recruitment, Employer Branding, and Learning Valeria Gladsztein.

“Through this hands-on experience and a permanent employment contract, the talents have the chance to grow from a digital learning journey and enjoy full responsibility from day one.”

According to Gladsztein’s team, candidates will be able to choose from one of three core areas or “expert tribes” which include Industry 4.0, digital business, and future tech & AI.

An interesting thing to note about Henkel’s new digital talent program is that an extensive digital marketing campaign has been created in support of the initiative — after all, applications will only be accepted for a week, and the first batch of recruits are expected to join in May this year.

The program’s landing page provides all the information necessary, and lays out the fact that the selection process will involve a phone interview, a video interview, another phone interview — possibly with a future manager, and finally, an invitation to an ‘assessment day’ which could ultimately lead to an offer.

Henkel’s program seems to provide a really exciting opportunity for qualified digital talent. However, the company isn’t alone in its efforts to how it builds the digital skills and competencies of its workforce.

The BMW Group, for example, also recently announced that it will be extensively digitalizing its vocational training program to gain a competitive advantage.

“Our BMW Group employees are a decisive competitive factor. They play a key role in the success of the company – which is particularly important in the digital transformation currently taking place in our industry,” said BMW AG Board of Management Member (Human Resources) Ilka Horstmeier.

“By stepping up our digitalization offensive [strategy] in the area of vocational training, the BMW Group is not only ensuring it remains attractive to Generation Z, but also activating new potential and ultimately safeguarding the company’s future”.

Truth be told, Henkel and BMW’s efforts are commendable — and prove that other businesses must re-think their talent acquisition (and retention) strategies if they want to be able to leverage technology in the coming years.

Without the right digital talent, surviving in the age of accelerated technology adoption will be difficult, if not impossible.

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