You already have a few years of professional experience or have successfully completed your apprenticeship or studies and are looking for a new challenge? Find out what to consider when you apply.
By the way, we no longer expect a cover letter with your application. However, if you still like to tell us more about yourself, you may of course attach one.
Our selection process should enable all parties to make an informed decision. Not only do we want to find out whether candidates are a good fit for us, but also the applicants should be able to see whether they can imagine working for us. Depending on the job, we use different methods to assess and select candidates. Our selection criteria are derived from the requirements of the respective position and we determine which procedures we will use to reach this decision. Possible steps in our selection process are:
In the further selection steps, we look in particular at the professional and personal suitability according to the defined requirements, e.g. ability to work in a team, motivation or performance.
For some target groups, a time-delayed video interview can be an intermediate step before participation in the selection day or a personal interview. Candidates receive an invitation by e-mail and have one week from receipt to complete the video interview. In the interview – just like in a classic job interview – questions are asked on topics such as career and situations from everyday work and must be answered in the given time via video recording. Our recruiting team then looks at the answers, evaluates and compares them. The advantage of the time-delayed video interview is, among other things, the time flexibility of the recording.
For some target groups, an online test can also be an additional intermediate step before meeting in person. Here, too, candidates receive an invitation by e-mail and then have a few days to complete the online test. Depending on the position, logical thinking, personal fit or professional competence are tested in different types of tasks.
The classic interview is always an integral part of our selection process. In some constellations, e.g. with applications from abroad, we also conduct them by telephone or video. Our goal is to experience the applicants in person. Based on an interview guideline specially adapted to the position, the interview is both biography-oriented and uses small case descriptions to check the applicant's suitability for the position and the field of work. Topics such as salary expectations or possible starting dates are also discussed. At the end of this interview, all parties should have enough information to make a decision.
Another way of getting to know each other personally is the selection day, also known as an assessment centre. Here, applicants or groups of applicants are observed by several trained observers from the specialist departments and recruiting in various realistic situations and assessed on the basis of defined criteria. We adapt the structure of the selection days to the defined requirements so that they differ greatly depending on the target group. The following elements can be used:
Whichever process is used – for us, the personality of the applicant is the most important aspect. Within the process, we want to find out how well the respective person fits in with us and our values. Staying true to oneself and being honest – is therefore essential in every step.
Depending on the position, we work with an individual set of criteria in the pre-selection and final selection. In the end, it’s the candidate's overall impression that counts – this depends on how well the knowledge, characteristics and abilities of the candidate fit our defined requirements. Age, gender or cultural background have absolutely no influence on our selection decision. All applicants are welcome.
