Despite the online format, the event must be coherent with the real P&G event atmosphere and have a touch of interpersonal connection between participants and company’s representatives.
The event was hosted on the MS Teams platform with Miro and Mural boards integration for networking and design thinking process respectively. Participants pitched their solutions to top-managers of P&G, networked with the company’s employees, and attended master classes by P&G experts and speakers. The stream for the external audience went live on YouTube, Facebook, and Instagram. The stream was facilitated by hosts from a studio in Moscow and an online host from Frankfurt. Viewers from all over Europe voted for discussion topics and asked their questions about life at P&G and career opportunities.
Client evaluated our work at 7.8. Participants indicated the average score of 7.5 out of 10 for the online event.
Since 2016, we have been regularly running a marketing campaign for 2,000+ applications, successfully completing KPIs. To better communicate the benefits of the program, the design concept and positioning of the leadership program was redesigned in 2020. She became more daring and daring, while retaining the main features of the company's culture - freedom, dynamism, courage.
The project was recognized as one of the best practices at Danone and was scaled to 10 countries. The leadership program has been recruited annually since 2016. In 2020, more than 3,100 applications were received for the program, with a target of 2,000.
2020 was an exception - for the first time, the Conquerors of the North had to be transferred online. For four weeks, the participants tried themselves as engineers and solved real business problems. As a result, we collected over 1600 registrations, and the program itself was completed by more than 320 participants from all over Russia. On average, only 5% of registrants complete any such online programs. Our result is four times higher.
We conducted promotional internships in Moscow and St. Petersburg. Each application was evaluated according to 7 criteria and left comments with the strengths and weaknesses of the candidate. So the client received complete information on each participant. The interest of candidates throughout the selection process was maintained through regular mailings and quick processing of the results of each stage.
Based on the results of screening and other selection stages, the 200 strongest candidates out of 4,000 were invited for a face-to-face assessment at Raiffeisenbank. Many candidates were highly rated by the client. As a result, 44 new interns will start working since January 2020 (the rest are still at the stage of personal interviews).