Siemens

Background

Employing over 300,000 people worldwide. Siemens has always been at the forefront of technological and industrial innovation. Similarly, Siemens is keen to maintain its leading position as an innovative recruiter.

Siemens AG (Berlin and Munich) is a technology company focused on industry, infrastructure, transport, and healthcare in Europe, employing over 300,000 people worldwide. Siemens has always been at the forefront of technological and industrial innovation. Similarly, Siemens is keen to maintain its leading position as an innovative recruiter.

As part of its continued drive to attract and retain the best talent in the world, Siemens’ Talent Acquisition (TA) team approached Strengthscope to evolve its recruitment process. Specifically, Siemens TA were keen to introduce the strengths approach to recruitment to improve the company’s employer brand, as well as to enrich the candidate experience and enable the decision-making capability on both sides.

Our solution

While over 50,000 employees from Siemens Global had already completed Strengthscope® in the context of career and personal development, the TA team were keen to develop a shortened version of the report for candidates that could be more targeted on the recruitment process. This would:

• Support Siemens’ strengths culture ambitions by embedding it in a management process
• Promote positive culture messaging about Siemens to half a million applicants per year
• Support the 24-strength Strengthscope® model to be used as a common language
• Gain a more holistic picture about applicants, understanding candidates’ significant strengths, the relevance of their strengths to their role and potential overdrive risks.
• Offer candidates to gain a more holistic picture about themselves, understanding their significant strengths, the relevance of their strengths to their role and potential overdrive risks.

A pilot was constructed using a shortened Strengthscope® report, available across 4 countries in 4 languages. The process was designed to be candidate-driven, so it would be optional for candidates to use. Candidates were encouraged to bring the insights from their reports into selection interviews, but again, this was their choice. The report was theirs to keep, irrespective of the outcome, as a ‘gift’ from the company to help candidates in their future careers.

In this way, Siemens TA were able to evolve their recruitment process to improve employer brand, candidate experience and the quality of selection interviews and decisions.

Outcome

From the initial pilot, feedback was obtained from 1000 hiring managers and candidates, with the result that 90% of hiring managers and 98% of candidates recommended that Strengthscope® should become a permanent part of the recruitment process at Siemens.

Following on from the success of the initial pilot, Strengthscope® was rolled out across a total of 27 countries in 6 languages, in all job families.