The Project Focused on Four Core Objectives:

1. Modern Applicant Management Based on SAP: Implementation of a standardised, transparent, and fully digital recruitment process, with SAP SuccessFactors Recruiting Management as the technological centrepiece.
2. Independent, Modern Career Page: Development of a visually and functionally distinct career page that highlights the employer brand, is fully responsive, and allows for flexible content management.
3. End-to-End Process Integration: Seamless linking of internal and external recruitment processes – from job requisition through to hiring – on a unified digital platform.
4. Foundation for Future HR-IT Strategy: Establishment of a scalable technical architecture that can easily accommodate future modules such as Onboarding, Learning, Performance & Goals, or Compensation.

From the outset, one principle was clear: the system needed to strike a balance – as much standardisation as possible, as little customisation as necessary – to ensure smoother future updates and integrations. At the same time, the solution needed to meet the project team’s high expectations in terms of visual design, functionality, and process efficiency for a modern recruitment experience.

The decision to partner with p78 was based on a combination of SAP expertise, in-depth recruiting experience, and a strong understanding of modern employer branding. What stood out most was their ability to blend technological standards with tailored design ideas.

p78’s AddOns – Career Site Components, Candidate UI, Smart Search and WhatsApp Application – were instrumental in bridging the gap between technical standards and an intuitive user experience.

Following an in-depth internal analysis and initial strategic planning, the operational launch of the project began in early 2024. The vision: to initiate a pilot project that would mark the beginning of Stadtwerke Düsseldorf’s HR-IT transformation – with SAP SuccessFactors Recruiting Management and Marketing, combined with Employee Central Light and an independent career page.

The collaboration with p78 kicked off with a joint project initiation meeting. Roles, points of contact, and expectations were clearly defined. In the next phase, a series of workshops captured the existing recruitment processes and developed target process designs. The team analysed not only technical workflows, but also the needs and expectations of managers, recruitment specialists and employer branding stakeholders. Simultaneously, the project team developed a detailed questionnaire for the new career page – including market research and benchmarking of other companies.

What looked like a standard digital project on paper evolved into a far-reaching transformation – organisationally, culturally, and in terms of communication. The introduction of SAP SuccessFactors Recruiting and the development of a new career page not only changed tools but also reshaped roles, responsibilities, and collaboration within HR at Stadtwerke Düsseldorf.

With the successful go-live of SAP SuccessFactors Recruiting and the new career page, Stadtwerke Düsseldorf has reached a major milestone. This project marks the beginning of a comprehensive, strategically guided HR/IT transformation. The focus now lies not only on continued technical development, but also on embedding the newly established structures sustainably and expanding them with intent.

The next major step is already underway: the implementation of SAP SuccessFactors Learning is in progress, with the Performance & Goals module set to follow. This will initially enable structured goal setting; in the medium term, the Compensation module is planned to support integrated, transparent reward processes. In doing so, Stadtwerke Düsseldorf continues to pursue its vision of an end-to-end HR/IT system – one that digitally maps the full employee experience, standardised and continuously refined.

Another key initiative is the introduction of SAP SuccessFactors Onboarding, aiming to create a seamless transition from offer acceptance to first day on the job – with clear workflows, automated checklists, and a positive, professional onboarding experience for new hires. The post-signature phase in particular holds great potential: applicants who choose Stadtwerke Düsseldorf should feel welcomed from day one.

The career page also remains a focus area. During the hypercare phase, initial expansion opportunities were identified – for example, in campaign management, allowing job ads to be targeted to specific portals or audience segments. This will be complemented by the development of talent pools and the launch of an employee referral program with gamification elements. The idea is to go beyond a simple recommendation form and instead actively integrate internal networks into the talent acquisition process.

Additionally, analyses are underway on the site’s visibility in search engines and language models. The goal is to refine content so that it responds to semantic search queries – including those made through AI tools such as ChatGPT. This goes beyond SEO: it’s about establishing a strong digital presence as an attractive employer.

A central aim of the new career page was to showcase Stadtwerke Düsseldorf's employer brand in a modern and authentic way. Early KPIs confirm the project’s success: application numbers are up, conversion rates have improved, and qualitative feedback – both internally and from external networks – has been overwhelmingly positive. Employees report a smoother internal application process, managers praise the clear structure and high usability, and even external employer branding experts have responded positively to the new presence.

Importantly, impact measurement is not seen as a one-off: Stadtwerke Düsseldorf plans to continuously gather new data points – from click rates and time-on-site to qualitative feedback. Employer branding becomes an iterative process, informed by real user experiences and flexibly evolving over time.

With its new recruiting system and career page, Stadtwerke Düsseldorf has laid the foundation for lasting change – one that delivers technical, organisational, and cultural impact. Crucially, digitalisation is not seen as an end in itself, but as a driver of a modern, future-ready HR function.