What are the problems and procedures of Siemens interview?

Reporter: Can you briefly introduce the recruitment system of Siemens?

An interview lasts 2 hours. It may take two or three interviews to enter a company like Siemens. Depending on the position, some people may experience more interviews. The personnel department focuses on the ability part, while the business department focuses on the experience and knowledge part.

Reporter: Just now you mentioned a frequently asked question: Why did you choose Siemens? I think many companies will also ask such questions. What does Siemens mainly want to know through this question?

Reporter: Will Siemens consider whether the cultural concept of the candidate conforms to the company's culture and concept when recruiting?

Reporter: What do you think is the significance of recruitment to the whole human resources work and even the company?

Siemens generally signs a three-year contract with employees. According to China's labor law, there is a probation period of six months at the longest, during which we will further assess a person. Recruitment can not be completed until the probation period is over.

Siemens (Global) has established a competency model and defined 17 competencies, such as initiative, learning ability, strategic orientation, customer orientation, creativity, communication ability, change orientation and so on. For each position, we will define the key competence of the position, that is, define the main focus of recruitment. All job definitions will be determined according to these 17 competency definitions, which is the foundation.

Not long ago, I recruited a salesperson for a business department. One is 24 applicants. We conducted two recruitment activities in two days, and the number was 12. Activities include introducing Siemens to them, doing questionnaires, giving English speeches, group discussions, role-playing, and finally communicating with each applicant individually.

We define several general requirements of sales positions, such as initiative, communication ability, result-oriented thinking, teamwork spirit and so on. The activity is designed according to the determined direction.

English speech mainly examines their fluency in English and their ability to express their views. In fact, a speech can reflect a person's comprehensive ability. We will see whether the candidate is too nervous, fluent in English, able to express himself well, good at using expressions, eyes and body language, and using the tools in the conference room at that time.

You can see more things in group discussion. Someone can lead the whole team to discuss and clearly analyze what the topics are, what problems need to be solved and what results can be achieved. Our hypothetical scenario is a bit like escaping from a desert island. At that time, there was a man who left a deep impression on me. He performed very well and always led us to discuss in depth. Questions have nothing to do with work, but they can especially reflect a person's expression in the team.