Human Resource

Management
Employee Recruitment and
Selection Strategies

Deepa.M

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 Roll no:8

ABA

INDEX

Introduction……………………………………….………2
Recruitment…………………………………………………..….4

Identifying and prioritizing jobs…………………...…..……4

Candidates targeted………………………………………….5
Sources of recruitment ………………………………..…….9

Selection……………………………………………………..….11

Evaluating the candidates…………………………….........11

Telephone interview………………………………11
Face to Face interview………………………...…..11
Aptitude Test …………………………………...…12
Job-related Testing………………………….……..12

Reference Checks…………………………………………..12
.
Background/Probity Checks……………………….……….12

Offer & Acceptance…………………………………………...14

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 INTRODUCTION

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. At the end of September 2010, Siemens had around 417,000
employees worldwide.

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 The company is divided into 3 sectors and a total of 15 divisions. 1

Industry Sector Led by Siegfried Russwurm

Comprises of six sub-divisions:

 Industry Automation
 Motion Control
 Building Technologies
 Industry Solutions
 Mobility

Energy Sector Led by Wolfgang Dehen

Comprising six sub-divisions:

 Fossil Power Generation

 Renewable Energy
 Oil & Gas,
 Service Rotating Equipment
 Power Transmission and Power Distribution

Healthcare Sector Led by Hermann Requardt

Comprising three sub divisions:

 Imaging & IT
 Workflow & Solutions
 Diagnostics

1
Source : http://www.siemens.com/entry/cc/en/

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In addition two other organizations Siemens IT Solutions and Services and
Siemens Financial Services are part of the group, providing services to the
other divisions
In summer 2008, Due to the recession Siemens tried to more efficient, not
less effective, as a result of these jobs cuts, Siemens decided that it needed to
align its human resources operations with the strategic objectives of the
business. “It was about having the right people for the right job,” Marion
Horstmann quoted (corporate vice president of HR) "and linking
employment strategy with global business strategy.” 2

Siemens decided that the best way to achieve this was to standardize all of
its global recruitment and personal development processes onto a single
system.

Recruitment and selecting Strategies

Recruitment
Recruitment is of the most crucial roles of the human resource professionals.
The level of performance of and organization depends on the effectiveness
of its recruitment function.

Organizations follow recruitment strategies to hire the best talent for their
organization and to utilize their resources optimally.

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.3

2
Source : http://www.information-age.com/channels/business-applications/it-case-studies/1298938/a-
human-giant.thtml
3
Source : http://www.siemens.com/jobs/en/index.php

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Identifying and prioritizing jobs

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. 4

They are:
o Sales & marketing
o Manufacturing
o Information Technology
o Finance Engineering
o Communication
o Administration
o Audit
o Facilities R&D
o legal
o Strategy
o Quality
o P&M
o Human resources
o General Management
o Procurement & logistics
o Technical services

SIEMENS Career Channels

Automation & Industrial Engineering | Research & Science | Electrical

Engineering | Manufacturing Engineering |Power Engineering | Finance |
Human Resources | Sales & Marketing | Information Technology |
Healthcare

4
http://www.siemens.co.uk/careers/en/working_at_siemens.htm

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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.

SIEMENS PSE RO and TANSILVANIA UNIVERSITY

Siemens Program and System Engineering S.R.L. (Siemens PSE RO) is a

research and development company and therefore the human resources are
one of its main assets.

Siemens PSE has collaborated with Transylvania University for the purpose
of the human resources policy to assure the hiring of the most suitable
candidates and the continuous improvement of the technical knowledge and
the social skills levels.

In the summer of 2006, Siemens Program Systems and Engineering S.R.L.

in close collaboration with "Transylvania University" commissioned an
excellence center in Brasov with hardware equipment.

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The mission of the excellence center:

To promote the collaboration between the university and the private

•
sector in the research and development field.
• To contribute to the improvement of the teaching activities and of the students
• To develop research activities.
• To intensify the activity within the alternative teaching systems.
• To provide training in the field of communication and information
Technology on Siemens equipment

Student placement is one of the aspects of the close collaboration between

the company and "Transilvania University" and also one of the instruments
that helps Siemens PSE RO reach its HR goals.
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This graphic reveals the Student placements process at Siemens:

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Source : http://www.eue-net.org/results/bpSiemens.html

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An important result of the collaboration between Siemens PSE RO and
"Transilvania University" is that the percentage of students who remained to
work within the company between 2005 and 2008 as employees is 17 %.
Graduates

According to Siemens graduates with above average exam results and are
curious and open-minded , will find that Siemens is the perfect place to start
ones career – in one of their 1,640 locations around the globe, including 176
R&D facilities. In order to select the students the company sometimes
organizes job-shops at faculties or asks for recommendations from the
teachers. Another recruitment strategy is publishing ads in the local
newspapers or on the internet.

Professionals

Siemens offers experienced professionals to develop in new directions or to

move forward in their current career path who dare to ask big questions a
wide range of opportunities to continue their personal success stories – in
their home countries or even abroad.

The recruitment process can be effective only if the organization

completely understands the requirements of the type of candidates that are
required and will be beneficial for the organization.

This covers the following parameters as well:

• Performance level required

• Experience level required

• Category of the candidate

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Sources of recruitment

The strategy should define various sources (external and internal) of

recruitment. Which are the sources to be used and focused for the
recruitment purposes for various positions. Employee referral is one of the
most effective sources of recruitment

o Apply online

Employees can look for a suitable vacancy and apply for that vacancy
through the website of siemens which is
http://www.siemens.co.uk/careers/en (Siemens AG, 2010). Apart from
that, they can apply through some other website like trovit job, reed, etc.
After submitting application via online, Siemens recruitment team review
the application and check whether the individual’s capabilities,
qualifications and experience match with their requirement (Siemens AG,
2010).

o Internal promotion and internal introductions (at times desirable for

morale purposes)

o Press Advertisements

o Educational Institutes

o Placement Agencies

o Unsolicited Applications

o Employee referrals and recommendations

o Job fairs

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SELECTION

Selection is the process used to identify and hire individuals or groups of individuals
to fill vacancies within an organization. Often based on an initial job analysis, the
ultimate goal of personnel selection is to ensure an adequate return on investment--in
other words, to make sure the productivity of the new hire warrants the costs spent on
recruiting and training that hire.6

Evaluating the candidates

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 role and
responsibilities of the job position is normally discussed (Siemens AG,
2009). Face to Face interview: All employees needs to face at least one face
to face interview at Siemens. The main goal is to discussed about the skills,
competencies and experience of the candidate and also to give him an
options to know about the organization (Siemens AG, 2009)

Face to Face interview

All employees need to face at least one face to face interview at Siemens.
The main goal is to discussed about the skills, competencies and experience

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source:
http://aunz.siemens.com/JOBSANDCAREERS/Pages/HR_9025_RecruitmentProcess.asp
x

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of the candidate and also to give him an options to know about the
organization (Siemens AG, 2009)

Aptitude Test

Siemens arrange aptitude test for some of its role. 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 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 your
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 will
be provided to candidate by a member of their recruitment team in advance.

Reference Checks

In the application form, the candidate will be asked to provide contact details
for two referees who can confirm your work experience. These referees will
be contacted and asked to comment on your skills and experience in relation
to the role you have applied for. These referees will 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 your nominated referees.

Background/Probity Checks

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This may include identity, integrity and credential checks which are required
to help assess candidate 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 job profile.

The Siemens selection process as given in Program for Development of

Talent is composed of six eliminatory stages, presented below:7

• 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.8

7
http://www.siemens.com.br/templates/v2/templates/TemplateC.Aspx?channel=9069
8
http://finance-excellence.siemens.com/en/selectionprocess.htm

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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.

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.

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SOURCES

http://www.siemens.co.in/en/jobs_careers/index.htm
http://www.siemens.com/entry/cc/en/
http://en.wikipedia.org/wiki/Siemens
http://www.scribd.com/doc/39115002/Hrm-at-Siemens
http://www.siemens.com/about/en/
http://www.accel-team.com/human_resources/hrm_02.html
http://www.ebc.com.au/artserver/as2.asp?inA=1&hx=1,238,243&AID=669

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