DHL SUPPLY CHAIN TRAINEE PROGRAM THAT COMBINES DIGITAL INTERACTIONS AND EXPERIENCE BREAKS RECORD OF ENROLLMENT AND SATISFACTION

• In 2020, the program reached almost 15 thousand subscribers from all over the country
  
• The selection process involves live video sessions, interviews, and digital tests and, for the finalists, two days of face-to-face activities in the real operations of a Distribution Center

The Trainee Program of DHL Supply Chain, the global leader in contract logistics, has adopted a more digital and experiential profile in 2020. As a result, the volume of subscribers reached almost 15 thousand people - a record in the over 10-year history of the program. The satisfaction rate - both for contracting staff and applicants - also increased, leading to a group of 23 selected people with great adherence to the company's values and high interest in the logistics market. The program is one of the top talent hubs for DHL Supply Chain: 15% of the company's leadership team went through that program. The retention rate at the end of the program is also very high - around 90%.

“The two movements we carry out - digitization and experiences - have very clear objectives: attract more diverse applicants who are aligned with the latest market changes and access applicants' values and potential in greater depth. We were successful in both senses, strengthening the program as a whole and forming a highly motivated group for the logistics work, which will certainly have an important contribution to the company's results in the next few years,” says Rodrigo Viscardi, Head of Human Resources at DHL Supply Chain.

With its own digital platform, the Program started to promote live video sessions on social medias to attract applicants. On such occasions, former DHL trainees, employees, and leaders are invited to give their testimonies regarding what it is like to work in a global logistics operator of worldwide reach on a daily basis. “We are looking for people who graduated up to 3 years ago and who are fluent in English. It is important to note that we do not have any type of restriction or preference regarding the graduation course taken,” explains Viscardi. Applicants who meet these requirements undergo virtual tests of reasoning, logic and general culture, as well as individual online interviews. The best qualified applicants - according to a score that merges the results obtained previously - will pass to the next phase.

However, it was in the face-to-face phase that the biggest changes were made. The applicants had to undergo two days of activities at two DHL Distribution Centers - one in São Paulo and the other in Rio de Janeiro. On the first day, applicants paid a visit to the backstage of the logistics operations of one of DHL's customers, and then faced a challenge in which they had to create a feasible solution to an everyday problem - such as how to reduce logistics costs, or how to manage team absenteeism. All this happened within a limited time range and the solution had to be presented to a judging panel consisting of DHL employees. “This and the other face-to-face activities were monitored by the HR team, leaders and ex-trainees who made notes and performed quick evaluations in a mobile application,” explained the HR Head at DHL Supply Chain.

Ten days later, we had the last stage of the selection process (with the applicants from the groups of RJ and SP who passed the first stage), where we proposed a “hands on” dynamic. They received basic instructions and had to independently perform the receipt, storage and shipment of actual products - DHL's core business. “The company's DNA is the floor of the operation and the applicants had the chance to experience this in practice - including the use of boots, helmets, and vests and interacting with IT systems and all the paperwork and processes involved. It was almost a test drive of the logistics operation,” added Viscardi. Then followed the Hacklog - a Hackton aimed at developing a solution to the following challenge: “How to promote the digitalization of logistics.”

The process was then closed with interview sessions and those selected were notified later, via a special kit sent to the new trainee's home. “The program has become much more immersive and engaging, which makes our selection process even more assertive. In addition, I believe this approach will contribute to strengthen DHL's position as an employer brand and a great place for the development of successful careers,” concluded Rodrigo Viscardi.