SELECTION AND ASSESSMENT


Louise Blanchett Talent Acquisition Specialist for Entry Level Talent at Siemens


Game changer


The war for talent is fierce and there is, rightly so, a significant focus on the candidate experience. Companies are revising their processes to try and meet the demand of providing an engaging candidate journey that is efficient in its length and time to provide feedback. Louise Blanchett, Talent Acquisition Specialist for Entry Level Talent at Siemens, shows how her firm went down the gamification route…


this audience are seeking roles that offer innovation and they will also be assessing how a leading global engineering and technology firm demonstrate this in their attraction, selection and assessment methods.


Why did we choose gamification?


At Siemens, these were only some of the reasons we decided to revise our selection process for entry level talent in the UK. A new approach was also required in our efforts to attract and select top entry level talent against a changing landscape at Siemens with the onset of digitalisation in our organisation. We are still an industrial engineering company, but the game changer for us is the move towards greater digital technologies for our customers. Therefore, we not only needed our brand, but also our selection tools, to reflect this.


The changing brand, technology and culture has led to a change in our skills requirements at Siemens, which has seen us move from away from focusing on ability and looking more towards mindset and behaviours. We identified that it is not just job fit that is important, but also Siemens fit is crucial too.


Candidate attraction


Our target population are predominantly Gen Z and Millennials. Research suggests


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Arctic Shores tackled three major objectives that we wanted to achieve. Firstly, their games are fun and engaging thus enhancing candidate experience. Secondly, the games enhance digital candidate experience and this innovation aligns to our brand. Finally, the use of data driven behavioural assessment and evidence based methods allow us to assess both personality and cognition within one game, something we could not measure through our traditional selection methods.


The process


Thorough job analysis was conducted by collecting manager, visionaries and high performing graduate job holder accounts. In addition, we had current employees complete the game-based assessment which was compared against performance data. A unique fit Siemens profile was then created which is used to sift candidates at the beginning of the recruitment process.


The results


This is the first time we’ve been able to screen on behaviour at the initial stages of the entry level talent selection process.


The reports produced are sent to the candidates within minutes, providing them with immediate feedback which is desired by this audience, something we’ve not been able to do before.


Our Talent Acquisition Consultants have suggested how intuitive the systems are, improving administering, navigating and interpreting of the data and therefore increasing efficiency. They’ve also reported improved conversation rates at assessment centre.


Candidate feedback • 77% of candidates either agreed or strongly agreed that GBAs (game based assessments) were less stressful than traditional psychometric testing


• 83% of candidates either agreed or strongly agreed that they felt more excited to work for Siemens


• 80% of candidates either agreed or strongly agreed that GBAs reflects positively on the brand


• “This was a great way to assess people for Siemens and great to see something that we enjoy. The puzzles were a great challenge”


• ”I believe that overall this was an excellent way to collect information on a person’s compatibility for the role they applied for”


In conclusion, the introduction of game- based assessment has improved efficiency, offer ratios, candidate experience and impression of the Siemens brand.


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