Siemens: Managing the Young Talent Internship Program with PeopleBox

Siemens, a global giant operating in high-tech fields such as renewable energy, automation, and automotive, provides employment for a total of 3,000 professionals in its Turkish operations, of which 1,600 are white-collar workers. These highly skilled employees, with 1,400 of them being university graduates, are employed in the company's operations across 5 cities in Turkey: Istanbul, Ankara, Izmir, Adana, and Bursa.

Young Talent Internship Program

Siemens also offers internship opportunities during the summer each year. Students who intern at Siemens have the chance to apply their academic knowledge in practice and get to know the company and its culture. They also have the opportunity to develop the qualifications necessary to become a part of the Siemens family in the long term.

This Project in Numbers

17079
Total number of candidates processed in the entire process
14350
Total number of candidates tested
835
Participation in the assessment center
235
Video interview
671
Candidates invited to the program

Project Goals

Application
Ensuring that students and recent graduates in the target audience are aware of the program and can easily apply, while reducing the number of unnecessary applications from career portals.
Selection & Evaluation
Finding the candidates with the highest potential who have applied to the program and ensuring their participation in group interviews.
 Interview Schedule
Efficiently organizing group interview appointments with minimal human effort and enabling the evaluation of candidates who are abroad during interviews but can reach the program locations during the internship period.
Candidate Experience
Delivering offers and negative responses to candidates on time and preventing the loss of suitable candidates due to communication breakdowns.

Application

Applications for open positions are collected in the candidate pool and listed on PeopleBox with CV details. Even though applications come from different sources, they are deduplicated when imported into the PeopleBox system, preventing redundancy.Candidate information related to the role is provided through the 'Your Job is Here' microsite.

Selection & Evaluation Tests

All candidates participating in the process receive a personality inventory via the Assessment systems integration through the system, and the results are automatically transferred into PeopleBox.Candidates who complete the face-to-face interview and General Ability Test stages qualify for training.During the training process, forms, document lists, and training programs are shared with candidates through PeopleBox.Performing all documentation tasks with a single program enhances the quality of work for the HR team.

Interview Schedule

Offline tests, success in accompanying counseling sessions, customer interviews, appointment scheduling, sales skill role-play, details of the training process, and all training stages are recorded within the candidate's personalized process flow. The recruitment specialist can see the entire process summarized through the calendar tool on PeopleBox. The assessment of a high number of candidates is carried out in a planned and organized manner, digitally.

Candidate Experience

Throughout the process, candidates are informed at each stage as quickly as possible. Candidates who are eliminated during the process are communicated with to ensure a healthy relationship with the brand.Candidates evaluated based on objective criteria at each stage of the assessment also have the opportunity to evaluate and rate the training process and the assisting person as feedback on their experience.Managing all these detailed processes that occur every month within the company's high turnover recruitment flow with PeopleBox standardizes the ideal experience for each candidate.

Application

The detailed application form created on PeopleBox ensured that candidates completed their applications comprehensively. This form was automatically evaluated in the background, and applications that did not meet objective criteria were automatically eliminated and efficiently removed from the process through effective communication.Thanks to the user-friendly design and intelligent details of the application form, only qualified candidates were included in the process. This optimization reduced testing and interview time costs.Real-time tracking of the application process through PeopleBox statistics allowed for additional outreach efforts in universities or cities with low application numbers or success rates.

Selection & Evaluation Tests

All applicants meeting the criteria underwent the Psytech general ability test, Adapt-G. Following the test, all candidates were ranked based on their performance scores. The highest-scoring candidates were matched according to their section preferences at the time of application and the need quotas set by company departments.Throughout the process, integration at the API level with the Psytech test application server was used to automatically send invitations to candidates and evaluate the results. Evaluations were made with a specific norm suitable for the high-profile target audience to ensure the correct distribution of candidates and the creation of the desired ranked list.
Placement based on test results and section preferences ensured a fair process.

Interview Schedule

The interview schedule was shared with candidates, and interview lists were automatically generated based on alternatives they could choose according to their preferences.As candidates set their appointments according to their own calendars, their satisfaction with the process increased, and the digital appointment operation eliminated errors and unnecessary human effort. This step, which was the most labor-intensive in the process before PeopleBox, was completed within a total of 2 hours without any human effort. Appointments were scheduled for 24 slots with 420 candidates.For candidates unable to attend interviews, asynchronous video interviews were conducted, allowing them to be evaluated using videos they recorded on PeopleBox.Through these video interviews, especially candidates with international student exchanges in remote locations such as the Far East and America, who were likely to be preferred, were not excluded from the process.

Candidate Experience

Adhering to the dates set in the process design, offers were extended, and the candidates who accepted participated in the company's onboarding processes. Candidates who were eliminated in the process were sent assessment surveys, and thank you communication was initiated.In response to the increasing number of applications, assessment survey results showed that the candidate experience provided by Iksir in the hiring process is elevated to a higher level each year.

What Our Clients Say

"For the past 4 years, with PeopleBox, we have been effortlessly managing the process of identifying candidates who meet our criteria, sending online tests, inviting candidates to interviews based on their success rankings, and sending positive/negative responses to candidates. This streamlined process has enabled us to save labor, time, and costs.Thanks to PeopleBox, we have achieved significant savings in effort, time, and expenses. We look forward to continuing our partnership for many more years to come..."

Selen Koparal, HR Specialist

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