Here you can find helpful tips for a successful application. You can send us an application for one or several vacancies, or simply create a candidate profile in the system. Please note that some markets might use other tools for handling applications – such as e-mail or external job postings via LinkedIn or similar. 


You can view all open positions in our Job Finder. The ‘apply now’ button at the end of each job description takes you into the application process in the recruiting system. If you can’t find any suitable vacancies in your preferred location via the Job Finder, you can use our world map to visit the country-specific career pages that interest you to explore further opportunities and apply directly to our local HR teams.


If you can’t find a suitable position, you can send a speculative application by creating a candidate profile in our system or sending an email. If we match your profile to a suitable role, we will notify you regarding further steps in the application process. However, we encourage you to regularly review our job vacancies to discover new opportunities that may be of interest to you.

Steps after a completed submission.

After you have submitted your application a member of the BMW Group Recruiting Team will review your documents. Our recruiters will look through all submitted applications and should yours be of interest, we will invite you to an interview.

Selected tools.

Depending on the entry level of the applicant and the occupation they are interested in, we use various selection criteria and selection tools with which we assess candidates. Check the information below to find out more about our methods.

Our selection process.

Our selection process should enable all parties to make an informed decision. It should not only allow us to find out whether an applicant is right for us, but also allow the applicant to see whether they can imagine working with us in a specific role. Depending on the applicant’s entry level and desired occupation, we’ll use a variety of selection criteria and selection tools to assess each candidate.

A BMW Group employee is having a phone call in the office.


In the further selection steps, we’ll look at how well the candidate suits our defined requirements (e.g. teamwork, motivation, performance). A telephone interview is often the next step, before a selection day or a face-to-face interview. For the telephone interview, the applicant will be called either by the HR Department or the department seeking to fill the specific position. The interview will follow our specific interview structure tailored to the job in question. The focus of the conversation will lie on the candidate’s personal background, his or her specialist knowledge and the overall suitability. This is also an opportunity for both sides to cover any outstanding questions. For some vacancies we now use a synchronous, or staggered video interview, which basically fulfills the same objectives.


The classic selection tool is of course the traditional face-to-face interview. In some circumstances, for example for applications from abroad, a telephone or video interview can substitute the face-to-face interview. The aim is to get a personal impression of the candidate in a conversational situation with representatives from the specialist department and the HR department. Using an interview structure tailored specifically to the job in question, as well as on biographic information and short case studies, we will determine the fit of the candidate to the position and subject area. Additionally, topics such as salary expectations or possible starting dates are discussed. At the end of the interview, all parties should have enough information to make a valid decision.

Two BMW employees are interviewing an applicant.
Six people are working on a board for agile project management.


The Selection Day, otherwise known as the Assessment Center, is a way for us to get to know each other personally. Here trained observers from various departments, including the HR department, observe and test applicants or groups of applicants in a variety of real-life simulations. The structure of the selection day is determined by the selection criteria and varies depending on the applicant types (school leavers, students, graduates, etc.). The following tools might be used:

  • Self-presentation
  • Group exercise / group discussion
  • Computer-aided testing
  • Sample work
  • Presentation on a specialist topic
  • Role-playing tasks
  • Short interview

Selection Criteria.

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.

However, a few basic requirements play a role in the applicant pre-selection:

  • The grades achieved at school and university influence who we pre-select to a certain extent, but they are not the only factor.
  • Relevant work experience, e.g. from prior employment, internships, etc. is highly relevant. Here it is important to enclose any corresponding proof of employment.
  • Very good knowledge of the languages German and English are required for most positions. Depending on the nature of the position, additional language skills may be required.
  • Experience abroad is advantageous, and may even be mandatory for certain jobs of an international nature.
  • We will not consider incomplete or incorrect applications. All documents required in the job advertisement must be included. We will also exclude any applications where false information has deliberately been stated e.g. untruthful indication of better grades.
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