As it works to reach its strategic goals, Deutsche Bank has maintained a carefully balanced approach to external talent acquisition. While the bank , it is also committed to bringing in the necessary skills and capabilities via external hires that will help position the organization for long-term success. Deutsche Bank implemented hiring restrictions in the fourth quarter of 2016 to focus external hiring on business critical roles – provided there are no suitable internal candidates – and junior pipeline hires only.
In 2016, the bank hired around 5,300 officers and 4,200 non-officers, primarily in the areas of technology and digitization as well as in control functions.
As Deutsche Bank is strengthening its position as a technology employer amid ongoing digitization of processes across the organization and in the banking sector as a whole, it is also making progress in attracting women for technology-centered jobs. For instance, 40% of applicants for its global technology center in Bucharest, Romania, are female – and overall women make up 35% of technology staff there. Since the software engineering center opened in 2014, it has championed a range of initiatives to encourage . This positive trend is one result of a sustained global drive to attract more women to work in Deutsche Bank’s technology team. Initiatives in 2016 included its “Graduate Outreach to Women” (GROW) for female university students, supporting the “Grace Hopper Celebration of Women in Computing Conference” in the U.S. and sponsoring the “We Are Tech Women” conference in the UK.
A continued focus area for external, lateral hiring of experienced professionals in 2016 were the bank’s control functions, in particular Anti-Financial Crime, Compliance and Audit, as Deutsche Bank further strengthened its control environment and processes in the wake of regulatory developments and lessons learnt from litigation cases.