apprentices were employed by Deutsche Bank in 2013
Successful talent recruiting
International competition for future top talent has increased in recent years. Implementing the right resourcing strategy to position Deutsche Bank in this market and attract qualified individuals is therefore highly important. Talent acquisition plays a key role in optimizing the bank’s locations, driving cultural change and thus contributing to Deutsche Bank’s business success.
In 2013, Deutsche Bank hired 1,196 junior, highly qualified people around the world. 501 university graduates were inducted into the bank’s Graduate Training Program (GTP), and additional young people were hired as part of the expansion of Deutsche Bank’s service centers in the USA, UK and India. The shifting of business activities also led to the recruitment of university graduates and entry-level staff for such service centers. Furthermore, the bank set up or expanded technology centers in Moscow, Bucharest and Cary (North Carolina, USA) as well as integrated service centers in Jacksonville (Florida, USA), Birmingham (UK) and Manila (Philippines).
As a matter of course, Deutsche Bank continued its highly successful vocational training program in Germany and employed a total of 1,849 apprentices in 2013.
The bank also encouraged the internal mobility of staff and enabled talent to move within and across divisions. Over 3,000 open roles were filled internally with the help of the employee career portal.
Pool of future leaders
A Group-wide approach to the bank’s senior talent management is crucial to building a strong pipeline of future leaders who can advance performance, growth and cultural change at the bank over the long-term. For this purpose, the Senior Leader People Committee, chaired by the Co-CEOs Anshu Jain and Jürgen Fitschen, was formed in 2013 to steer and govern Group-wide strategic talent management. Senior appointments are now centrally coordinated to ensure that the most qualified, highly talented people from across the bank are rapidly identified for key open positions. Since the process was launched in April 2013, appointments have been completed for 21 of the 28 available senior management posts.