From application to employment contract
Here you can see, which way your application runs at our company and how we select new employees.
Selection process
Our career portal contains tons of tips and suggestions on how to get the right job with a compelling application. But what actually happens with your application after you've sent it off? How are the applicants selected? How long does the selection process take? Here, you can check out each step of the application process!
The application process within Deutsche Post DHL differs depending on the type of application. Here is a brief overview of the two application processes:
Process for unsolicited applications:
- Applicant completes online form
- Applicant uploads existing documents
- Applicant's online application is published in the Group-wide pool of applicants
- The pool of applicants is reviewed regularly by the personnel departments
- In the case of interest, the personnel departments contact the candidate directly
- Different selection tools are used
- Business and personnel departments decide on job offers
- Contract conclusion and start of job
Process for people applying for an open position:
- Pool of applicants is reviewed with a focus on interesting unsolicited applications
- Job listing is published online and in offline media
- Suitable candidates are contacted directly by the personnel department
- Various selection tools are used
- Business and personnel departments decide on job offers
- Contract conclusion and start of job
The selection process within Deutsche Post DHL is decentralized and divided into several phases. This means that all divisions and brands organize their respective selection process independently. Depending on the job, different selection tools (e.g. interviews, assessment centers or applicants' days) may be used.
We recommend that you use our online application form to apply to the Post Group.
Selection criteria
We would like to get to know you and your qualifications. This is why we offer a number of ways that will allow you and us to gain an initial impression. A variety of ways because different professions have different demands. Here is an overview of our individual selection tools and your criteria.
Selection tools and criteria
Goal:
It is generally used as a preliminary step in the selection process to measure certain competencies (e.g. specific intelligence factors or professional competencies such as mathematics, linguistic abilities etc.).
Method:
A standardized process that is based on psychological guidelines and constructed to take the respective job specifications into account. A structured process that is unbiased in terms of its content, implementation and evaluation.
Content:
E.g. for apprentices: math tests, German language skills and spelling, logical thinking, geography.
Goal:
It is generally used as a preliminary step in the selection process when a written test does not represent a suitable pre-selection method and the competence "communication" or "communication on the telephone" plays an important role.
Method:
The interviewer calls the applicant at his place of work or at home and conducts a structured interview based on a questionnaire.
Content:
- Brief introduction
- Resume; attempt to predict professional success based on the person's experiences
- Questions on certain areas of expertise
- Possibly work on a case study
- Applicant's questions, open questions
Goal:
A common personnel selection tool that is highly valued by applicants and assessors. The aim is
- To predict the professional success through certain questions
- To inform the applicant about the company, activities, requirements, etc. and
- To get to know the applicant and his or her expectations.
Method:
Interactive conversational situation with a neutral interviewer/moderator and executives as listeners/decision-makers. The implementation is unstructured or partially structured.
Content:
- Brief introduction and presentation of interview partners
- Resume; attempt to predict professional success based on the person's experiences
- Questions on certain areas of expertise
- Possibly integration of additional components, e.g.
- Work on a case study
- Presentation
- Spontaneous speech
- Applicant's questions, open questions.
Goal:
Strength-weakness analysis to identify the potential for the desired position. In contrast to other selection methods, assessment centers reveal the candidate's behavior in group situations. The result of the assessment center is not the sole basis, but a relevant component of the recruitment decision.
Method:
Assessment centers are processes that comprise
- Several candidates (usually 8-12)
- Several trained observers (assessors, usually 4-6 managers)
- In a multitude of different assessment situations (exercises, individual or in groups)
- About several relevant requirement criteria (sensible up to 9)
- In an expert-moderated process
- Participate in a strength-weakness analysis in line with certain guidelines to identify the potential for the desired position
Content:
- Possible exercises include
- Group discussions
- Mail box/planning task
- Role play/simulated conversation
- Presentation
Application status
At Deutsche Post DHL, you can check on the status of your application or view your application history online. After using your access data to log in, you can see the status of your applications for positions that are still being filled in the upper status section. By clicking a position, you can see the job listing once again and withdraw your application if you would like. In the lower status section, you will see all applications for positions that have beeen filled.
