dfds-case-study-how-to-build-a-new-age-team

DFDS embraced digital transformation to build a new age team

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DFDS at a glance

DFDS provides shipping and transport services in Europe, generating annual revenues of EUR 1.9bn. Over 8,000 freight customers rely on their ferry & port terminal services and flexible transport & logistics solutions.

Headquarters: Copenhagen, Denmark

Global Presence: Denmark

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Employees:

3495

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Established:

1866

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Industry:

Transportation/Trucking/Railroad

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Talent Acquisition 

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the challenges
DFDS was a 150 year traditional shipping company.
The challenge

While they have embraced modern business skills, it was during the better part of 2018 that they aggressively looked to imbibe technology to create a digital business model. DFDS were experimenting with Cloud First initiative which aimed to have a server less infrastructure. With this they needed a team that was passionate and possessed the right skills.

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Over the years, DFDS were heavily invested in recruiting through traditional ways. Shortlisting resumes, interviewing candidates was the norm but it did not give them the desired results. It was a time-consuming process. Volkan Bicer, their lead developer and hiring manager, used to spend 40 minutes per candidate.

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DFDS partnered with iMocha to assess the candidate's skills. They were looking at developing their Mobile App, and needed candidates proficient in IOS and Android technologies. With iMocha’s customer success manager, DFDS created the tests and invited candidates to appear for the test.

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Based on the test reports, only those candidates who demonstrated a good understanding and application of the required skills were shortlisted for interviews. Volkan now did not have to spend 40 minutes interviewing each candidate, rather he spent time only on relevant candidates.

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  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.

Step by step explanation of the workflow:

  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
  • However, more important was the lack of technical resources to evaluate candidates who applied for this role.
  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
The result
the result

DFDS shortlisted and invested time only on relevant candidates.

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