Recruitment & Selection

at SIEMENS

Group members:
Nida Butt 10-5430
Sundas Qasim 10-5403
Aroob Pirzada 10-5426
Kamal Ahmad 10-5417
SIEMENS Engineering-PaK Hira Farooq 10-5448
 Introduction:
 Siemens, founded by Werner von Siemens in
1847 in Berlin, is a global powerhouse with
activities in nearly 190 countries including
Pakistan

 405,000 employees work at 1,640 locations

around the globe, including 176 R&D facilities

 Deals in: Energy , Industry and Healthcare

SIEMENS Engineering-PaK
 SIEMENS-Pak
 Siemens enjoys a leading position in Pakistan in the areas
of Power Generation, Power Transmission and Distribution,
Automation and Control, Industrial and Infrastructure
Solutions, Medical Solutions and Information Technology
Solutions

 With a workforce of 1,400 employees, Siemens is the largest

employer of engineering graduates in the country. It is
currently providing employment to more than 4000 people
across the country.

SIEMENS Engineering-PaK
 Values
• Responsible – Committed to ethical and
responsible actions
• Excellent – Achieving high performance and
excellent results
• Innovative – Being innovative to create
• sustainable values

Vision
To remain market leader and technology pace
setter in the engineering and electronics industry
by utilizing the high-tech engineering expertise of
the Siemens Group worldwide. To maintain our
strong and prominent local presence.
SIEMENS Engineering-PaK
SIEMENS Engineering-PaK
AIM & OBJECTIVES OF PROJECT
To identify the recruitment &
selection process at
Siemens

Strengths and Deficiencies

Recommendations

SIEMENS Engineering-PaK
 I.T based Recruitment
 4Success Recruiting Management
provides online, centralized access to
all the recruiting processes to quickly
and effectively source the right talent.

SIEMENS Engineering-PaK
SIEMENS Engineering-PaK
 Managers role
Recruiting Manager’s Role
 Identifying the recruiting administrator, recruiting source person and

HR generalist for the job requisition.

 Working with the hiring manager to identify and invite interviewers
 Searching and recruiting internal candidates and external candidates.

Hiring Manager’s Role

 Initiates and submits job requisition for approval
 Works with recruiting manager and recruiting source person through

recruiting preparation and posting process

 Works with recruiting manager to identify interviewers
 Conducts interviews
 Evaluates candidates and makes hiring decision
 Drives the on-boarding process

SIEMENS Engineering-PaK
Job analysis procedure at Siemens
 Step1: Obtain Documentary information
such as procedure manuals and written
instruction.
 Step 2: Ask about more general aspect
such as the job purposes, the main
activities.
 Step 3: Ask the jobholders about the job.
 Step 4: Observe the jobholders to see
what they actually do.
SIEMENS Engineering-PaK
 JOB ANALYSIS AT SIEMENS
 Systematic exploration of activities within a
job
 Identification of the duties, responsibilities,
and accountabilities of a job
 Pre-requisite to many functions (e.g.,
recruitment, selection,
appraisal, compensation
JD, JS, JE)
 Job Analysis at Siemens
 Experts perform job analysis by use of a
“Job Analysis form”

 2 methods are used:

1) Direct Observations
2) Interviews (incumbents, supervisors)
1. Job Description (job profile)

2. Job Specification
 Qualification required for a job
 Skill required for a job
 Experience required for a job

3. Job Offerings

SIEMENS Engineering-PaK
Job Specification for Telecom Engineer
& Technical Support Engineer (2011)

SIEMENS Engineering-PaK
Job Profile of Executive Engineer ‘Sales’

SIEMENS Engineering-PaK
Job Profile of Executive Engineer ‘Sales’ conti..

SIEMENS Engineering-PaK
Demand & Supply forecasting

SIEMENS Engineering-PaK
Selection Process
Apply online
Candidate applies for vacancy through the Siemens recruitment team review the
website http://www.siemens.co.uk/careers/en application & match with their requirements

Telephone interview
The role and responsibilities of the job position

Face to Face interview

Interview Two way Skills, competencies and Chance to know about the
details process experience of the candidate organization
 Aptitude Test
numeric reasoning, verbal
tests are assessed by qualified skills tests and/or pre-employment
reasoning and an occupational psychologists and experts medical examinations.
personality questionnaire

References and background checks

Two references

Background/Probity Checks
employment subject to satisfactory probity
identity, integrity and credential check
checks.

Offer & Acceptance

initial verbal offer of employment followed by a written contractual offer
 Graduate Recruitment Process
Following are the basic stages of Graduate
Recruitment Process 
  Stage One: Online Application
  Stage Two: Interview One
  Stage Three: Interview Two
  Stage Four: Assessment Centre
 Stage Five: Our Offer
 Standard Model
PURPOSE OF THE PROCEDURE
 Recruiting and selecting the right people is

paramount to the success for every competitive

firm.
 Our ideal Recruitment and Selection Procedure

model provides guidelines and policies to assist

supervisors hire the best people on merit
 It must comply with the firm’s over-all strategy and

employment polices and procedures

 All hiring supervisors are required to have the

appropriate KSAs to ensure quality employee

intake
SIEMENS Engineering-PaK
 RECRUITMENT AND SELECTION FRAMEWORK
A. OVERVIEW OF PROCESS
 Assess the need for the job and ensure adequate funding
 Review the job description to ensure that it meets the
present and future requirements
 Design the selection process
 Draft the advertisement and select the advertising media
 Short list using the person specification only
 Interview and test short-listed candidates
 Validate references, qualifications and background checks
 Make appointment

SIEMENS Engineering-PaK
B. REVIEW THE JOB AND THE NEED FOR IT
C. REQUEST FOR PERSONNEL ACTION
Vacant Position
The job classification, description and qualifications desired of
replacement personnel should be provided by the department head at
that time. Information includes:
 Education or technical training required
 ADA requirements, lifting, vehicle operation, physical demands, etc.
 Hours of work;
 Officials to whom applicants are to be referred.
 Recommendations of any known applicants.
 Additional information felt useful in preliminary screening.

D. ADVERTISING
 Job Posting
 Employee Priority Posting

SIEMENS Engineering-PaK
 SELECTION PROCESS

 Screening Applicants
 Arranging the Interview
 The Interview
 Selection Tests
 Hiring Decision
 Reference Checks
 Criminal Background
Checks
 Drug Screening
 Employment Offer
 Post Interview
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 Strengths and Gaps/Deficiencies in the
Company
 Increased Selection

 Automatic Screening

 Good candidates slip through the cracks

 Overwhelming Response

SIEMENS Engineering-PaK
 LIMITATIONS OF GRADUATE
RECRUITMENT PROCESS
 Effect of Students
 Difficulty balancing academics and job-hunting activities
 Complicate schedules

 Career Implications
 Influence a student's employment decision

SIEMENS Engineering-PaK
 Recommendations
 To publish the career opportunity smartly

 Use a multi-interview approach

 To emphasize on Criminal Background Checks

 Managers must have adequate knowledge about

the system

 To use the system wisely (e.g. apply filters to decrease overwhelming

number of response)

SIEMENS Engineering-PaK
 Conclusion

Process Technology

• Enhance efficiency
• Decrease cost
• Competitive edge

SIEMENS Engineering-PaK
 Whatever the question is – we are
providing the answers.
As we have been successfully doing
for more than 160 years around the
globe.

Answers to the toughest questions.

SIEMENS Engineering Limited-PAK