“What made recruitment even harder,” adds Magdalena, “is that we had not faced such challenging conditions recently. We decided to move to an internal recruitment model in the last quarter of 2022, for a faster, more efficient service with more focus on the candidate experience. 

“Other changes include standardising recruitment processes across the organisation in the future we will be giving hiring managers more training and digital tools, and increasing our social media presence for visibility. We also took steps to make our rewards packages clearer, reviewed our flexible working options, expanded our training offering and introduced a learning management system. We’re also involving our own people in creating more eLearning. We have always actively encouraged ambitious career progression, and are now creating more formal paths to make possibilities clearer.” 

“The way we introduced our new values was important here, too,” Andrea says, “boosting engagement, with lots of opportunities to come together – which is the Kramp way.” 

“For 2023,” Magdalena concludes, “we have planned a big chunk of improvements. More transparent sharing of vacancies to encourage internal recruitment. More data to guide recruitment and retention, rolling out multiple-language training across all countries, and refreshing our brand as an employer.” 

> Career at Kramp