Career Advice
Job Interview Deal Breakers at Siemens: Arrogance, Lack of Prep and Rambling
Glassdoor Team
Glassdoor Team | Author & Career Expert at Glassdoor | 21 Aug 2017
Some jobseekers look forward to the interview process as part of their application, for others, it's their worst nightmare. Interviewing isn’t exactly most people’s idea of a good time, but it remains the best way for a company to determine if the candidate is the right fit for a job.
Now in its second year, Glassdoor’s 2017 Candidates’ Choice Awards for the Best Place to Interview has honoured Siemens as the #31 Best Place To Interview in 2017. So, who better to talk to than their Talent Acquisition Partner, Victoria Hinde, and find out exactly how candidates can ace the interview and secure a job that they really love.
Glassdoor: What are 3 to 5 interview questions you ask all candidates?
VH: What excites you about this opportunity? Why this role?
What do you see as your main area(s) for development?
What gets you out of bed in the morning?
What position or project has shaped you professionally?
Describe a difficult customer or problem you’ve faced and how did you deal with it?
What’s the best/most memorable interview answer you’ve ever heard?
A graduate described an incredible innovation as part of his final year project. He had developed an energy source by harnessing power from wifi signals. This worked to power a small battery. He had designed this to help houses maintain power during phased blackouts in his home country. I was quite new to Siemens at the time and I was in genuine awe of how passionate and proud the candidate was of his achievement.
What is your interview deal breaker?
Arrogance, lack of preparation or rambling. Being able to communicate clearly and concisely is a life skill that is so important in an interview situation.
What’s the most creative/out-of-the-box question you ask at your company?
How is a tin of baked beans made? Particularly in our digital factory
What is the biggest misconception candidates have about interviewing at your company?
Many think that as an engineering company our roles are mainly ‘dirty’ mechanical roles when actually we develop innovative digital technology solutions that support the running of UK infrastructure and factories that don’t always require people to get their hands dirty!
How do you make candidates feel comfortable in an interview?
Keep smiling, offer them a drink and get to know a bit more about them. I like to tell them a bit about the team and the role before asking them any questions, and I also give them plenty of opportunity to ask questions along the way.
How has your interview process evolved in the last year? Improvements?
For our entry level talent applications, we’ve introduced games based assessments as part of our pre-screening to make it more interactive, fun and engaging. We’re also using a strengths based interview approach where we can get to the nub of what our candidate’s real passion is, their key drivers and motivators. For professionals, we’ve restructured our interviews to bring to life not just ‘job fit’ technically but ‘Siemens fit’ looking more at how candidates measure up to our ownership culture and mindset.
What is one piece of feedback you’ve received about your interview process that changed how your HR team approached candidates?
Speed is always a challenge and a hardy perennial when it comes to the interview process feedback. Candidates want to get through the process as quickly as possible and this is often a challenge when trying to organise multiple hiring manager’s diaries!
One major improvement has been our use of online video interviews to replace the more traditional telephone interview. We’ve been using this for our entry level applications so they can record answers to pre-screening questions in their own time on any mobile or tablet device. This year, we’ve also introduced this for professional roles, inviting our hiring managers and candidates to a live video interviews – a bit like Skype - but with questions pre-populated to improve the quality of the interview. We’ve got plans to build this tool further with better information for candidates on Siemens and the interview process next year. Watch this space!
How do you define a great interview process?
It would be timely, keeping the candidate up to date with next steps throughout. It’s searching for the candidates strengths & motivators and fit to the role and organization. It’s inclusive and respectful so that both parties leave the process motivated.
How do you evaluate an interview?
We have two interviewers so that the candidate is openly discussed, using a defined scoring criteria covering both job fit and Siemens fit. It’s also important that the role is right for the candidate and meets their needs and expectations which is discussed during the interview.
What do you love to see in a CV? What makes you say ‘Yes’?
Summaries of skills and experience that are relevant to the role – loud and clear. Well presented, concise and easy to navigate. Always nice to see a summary of achievements and it’s doesn’t necessarily have to be all work related!
What interview question stumps candidates the most?
If I were to ask your best friend or work colleague how they would describe you, what would they say?
Thank you notes: important or not necessary?
At interview, it is always good for the candidate and the interviewer to thank each other for their time. After that, it’s a little unnecessary to send a thank you note but we really appreciate feedback on the interview process itself and how it worked for you. A glassdoor review is a great avenue.
Early arrivals: annoying or appreciated?
Always appreciated, it makes a good first impression to arrive early.
Glassdoor Team
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Tags:Interview Advice
