Recruitment and Selection at Siemens AG

Recruitment 1is the practice of discovering potential applicants for the anticipated or the actual
vacancies in the organization. Certain influences constrain managers in determining recruiting

sources such as image of the organization, internal policies, attractiveness of the job, union
requirements, government requirements and recruiting budgets.
Proper selection can minimize the costs of replacement and training, reduce legal challenges,
and result in more productive workforce. The primary purpose of selection activities is to
predict which job applicant will be successful if hired. During the selection process, candidates
are also informed about the job and the organization.
Siemens AG is a German engineering conglomerate and the

largest of its kind in Europe. Siemens & Halske was
founded by Werner von Siemens on 12 October 1847.
Siemens has international headquarters located in Berlin,
Munich and Erlanger.
Siemens AG (Berlin and Munich) is a global powerhouse in electronics and electrical

engineering, operating in the industry, energy and healthcare sectors. For over 160 years,
Siemens has stood for technological excellence, innovation, quality, reliability and
internationality. The company is the world’s largest provider of environmental technologies,
generating €28 billion – more than one-third of its total revenue – from green products and
solutions.
The aim of the recruitment process of Siemens is to ensure that Siemens understand the career
goal, aspirations and experience of potential employees, as well to give a chance those
potential employees to decide whether siemens is the right place for them.2
The types of roles Siemens has to offer fall into eighteen different ‘job families’. These are the
categories that help give structure to our career paths and will help you understand where you
can fit into our organization.
They are:
• Sales & marketing
• Manufacturing
• Information Technology
• Finance Engineering
• Communication
• Administration
• Audit
• Facilities R&D
• Legal
• Strategy
1 Kumar, Sujeet, and Ashish Gupta. “A Study On Recruitment & Selection Process With Reference.” Nov. 2014,
doi:10.13140/2.1.2424.0320.
2 “Homepage | Siemens Jobs & Careers.” Homepage | Siemens Jobs & Careers - Company - Siemens Global Website,
www.siemens.com/global/en/home/company/jobs.html.
• Quality
• P&M
• Human resources
• General Management
• Procurement & logistics
• Technical services
SIEMENS Career Channels
Automation & Industrial Engineering | Research & Science | Electrical Engineering |

Manufacturing Engineering |Power Engineering | Finance | Human Resources | Sales &
Marketing | Information Technology | Healthcare
Candidates targeted
Siemens need people for various departments and roles and siemens always provide job
description and job specification for its entire jobs.
Their potential employees are divided into three categories:
Students
Students who haven’t completed their studies also have many excellent possibilities at
Siemens. Siemens invite students to apply by visiting the local Siemens website of the country
in which one would like to do a placement. It also has tie-up with educational universities.
Figure 1.1 shows the Student placements process at Siemens:

During the recruitment process at Siemens a candidate may be asked to participate in one or
more of the following activities:
Telephone interview
If an employee meets the selection criteria of Siemens, then he or she may be contacted for an
initial interview. In this stage, the roles and responsibilities of the job position are normally
discussed (Siemens AG, 2009).
Face to Face interview:

All the employees need to face at least one face to face interview at Siemens. The main goal is
to discuss the skills, competencies and experience of the candidate and also to give them the
opportunity to know the organization (Siemens AG, 2009)
Aptitude Test:
Siemens arranges aptitude tests for some of its roles. These tests assist in determining the
suitability of the candidate for the role. The aptitude test includes numeric reasoning, verbal
reasoning and an occupational personality questionnaire (Siemens AG, 2009). The results of
the tests are assessed by qualified psychologists and compared against industry norms that are
relevant to the criteria being reviewed (Siemens AG, 2009).
Job-related Testing
Depending on the role applied for, one may be required to participate in a selection of aptitude
tests. These tests assist Siemens in determining the suitability for the role and typically include
numeric reasoning, verbal reasoning and an occupational personality questionnaire. The results
of these tests are assessed by qualified psychologists and compared against industry norms that
are relevant to the criteria being reviewed. Some positions may also require additional testing,
for example, skills tests and/or pre-employment medical examinations. Details pertaining to
these activities are provided to candidate by a member of their recruitment team in advance.
Reference Checks
In the application form, the candidate is asked to provide contact details for two referees who
can confirm their work experience. These referees are contacted and asked to comment on their
skills and experience in relation to the role they have applied for. These referees would
generally be previous supervisors, managers and colleagues who have direct knowledge of the
candidate’s abilities. Siemens conducts a minimum of two reference checks with the nominated
referees.
Background/Probity Checks
This may include identity, integrity and credential checks which are required to help assess the
candidate’s suitability to the role applied for. All offers of employment are subject to
satisfactory probity checks.
The Selection Process for various Career Channels in Siemens differs from one job profile to
another
The Siemens selection process as given in Program for Development of Talent is composed
of six eliminatory stages, presented below:3
• Analysis and selection of registrations

• Online English test
• Group dynamics
• Oral English test
• Situational panel
• One-on-one interview with the manager
The Siemens selection process as given in Finance Excellence Program is composed of the
following steps as illustrated below.4
A special online test is Designed exclusively potential employees to find out whether they have
got what it takes to meet the many challenges of working at Siemens. This test can be taken at
the below link:
http://finance-excellence.siemens.com/en/online-test.htm
Offer & Acceptance
Before a Company employs a new person in the business, `it ensures to give the prospective
employee a letter of employment and acceptance which outlines the conditions of employment.
Once the prospective employee reads and accepts the offer, he/she should return a signed copy
to the HR. A personnel file is then created and a record of the employee's agreement to the
companies terms and conditions.
3 http://www.siemens.com.br/templates/v2/templates/TemplateC.Aspx?channel=9069
4 http://finance-excellence.siemens.com/en/selectionprocess.html
Throughout the recruitment process a candidate will have had the opportunity to meet people
from Siemens and gain a clearer understanding the business, enabling to make an informed
decision about whether Siemens is the right company for a candidate. If a candidate is
successful at the final stage of the recruitment process, Siemens makes an initial verbal offer
of employment that, if accepted, will be followed by a written contractual offer.

Recruitment and Selection at Siemens AG

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Recruitment 1is the practice of discovering potential applicants for the anticipated or the actual

vacancies in the organization. Certain influences constrain managers in determining recruiting

Siemens AG is a German engineering conglomerate and the

Siemens AG (Berlin and Munich) is a global powerhouse in electronics and electrical

SIEMENS Career Channels

Automation & Industrial Engineering | Research & Science | Electrical Engineering |

Their potential employees are divided into three categories:

Figure 1.1 shows the Student placements process at Siemens:

Face to Face interview:

• Analysis and selection of registrations

Offer & Acceptance

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