warstein statt berlin: wie bekommen wir die talente erfolgreich … · 2020-06-05 · • 10 year...
TRANSCRIPT
Warstein statt Berlin: Wie bekommen wir die Talente erfolgreich zu uns in die „Provinz“?
Martin König Team Lead Talent Attraction Infineon Technologies AG
Wer bin ich?
› Name: Martin König
› Alter: 37 Jahre
› Wohnort: Düsseldorf früher u.a. Münster, Hannover, Nürnberg, Soest
› Studium: 2003 – 2007 European Business Studies (Diplom) Hochschule Osnabrück 2011 – 2013 Kommunikationsmanagement & Dialogmarketing (Master of Arts) Universität Kassel
› Beruf: 2007 – 2012 Personalberater
seit 11/2013 Team Lead Talent Attraction Infineon Technologies AG
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Infineon at a glance
Financials Market Position
Business Segments Employees
377 620 897 982 1208
FY 13 FY 14 FY 15 FY 16 FY 17
[EUR m]
Europe
15,650 employees
Around 37,500 employees worldwide (as of Sept. 2017)
Americas
3,850 employees
Asia/Pacific
18,000 employees
36 R&D locations 17 manufacturing locations
Revenue Segment Result Margin
15.2% 15.5% 14.4% 9.8%
3,843 4,320
5,795 6,473
42%
10%
17%
31%
Automotive
(ATV)
Industrial Power
Control (IPC)
Chip Card &
Security (CCS)
Power Management & Multimarket (PMM)
Revenue FY 2017
# 2 # 1
Automotive Power Smart card ICs
# 1
Strategy Analytics, April 2018
IHS Markit*, Technology Group,
August 2017
IHS Markit*, Technology Group,
July 2017
7,063
17.1%
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Worldwide manufacturing sites frontend and backend
Dresden Beijing
Wuxi
Batam Cegléd Melaka
Kulim Leominster San Jose
Mesa
Tijuana Temecula
Singapore
Cheonan
Regensburg Villach
Warstein
Frontend Backend Status: 30 April 2018
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Standort Warstein ~2 000 Mitarbeiter/innen
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Impressionen aus dem Sauerland
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Infineon Warstein – Alle Abteilungen an einem Standort
Production
Development
Sales/ Logistics
Quality Management
Marketing Purchase
Infineon Warstein
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Warstein? Warstein!
Erklärungsbedürftiger
Standortvorteil !!!
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Where did we come from?
Situation in Germany & Austria, until January 2014
• Recruiting-Prozess has been outsourced since 2003 • Hiring Manager writes the job ad, no quality check • 10 year old career website, no social media presence, recruiting a la post & pray • Applying online takes applicants 30 Minutes • No success measurement possible
Since then a lot had happened…
State-of-the-art career website: Attractive job ads
with relevant content:
90 second application:
Alignment Meetings:
37.000 fans on facebook
Measuring cost & KPIs
TRM, ie newsletters
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Standort Warstein + 200 neue MINT-MA (2014-2017)
23%
28%
49%
Berufserfahrung
Absolvent
Young Professional
Professional
4% 4% 12%
32% 23%
24%
1%
Abschluss
Geselle
Staatlich geprüft
Bachelor
Master
Diplom
Promotion
Andere
83%
17%
Geschlecht
männlich
Weiblich
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Standort Warstein + 200 neue MINT-MA (2014-2017)
8
1
8
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21
2
14
5
8
17
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0 5 10 15 20 25
CHEMIE
ELEKTROTECHNIK/ ENERGIETECHNIK
INGENIEURWESEN
MASCHINENBAU
PHYSIK
WIRTSCHAFTSINGENIEURWESEN/
INGENIEURWESEN
Studiengang
Andere Promotion Diplom Master Bachelor
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Guideline for successful recruiting…
A fast recruiting process that focuses on the candidate is the backbone of your success
The magic happens when you combine Recruiting
with Talent Marketing
There is nothing like the one perfect way, the right mix out of many activities leads to success
Know and understand your target group(s) and be
authentic in your communication
12 2018-09-11 Copyright © Infineon Technologies AG 2018. All rights reserved.
Guideline for successful recruiting…
A fast recruiting process that focuses on the candidate is the backbone of your success
The magic happens when you combine Recruiting
with Talent Marketing
There is nothing like the one perfect way, the right mix out of many activities leads to success
Know and understand your target group(s) and be
authentic in your communication
13 2018-09-11 Copyright © Infineon Technologies AG 2018. All rights reserved.
Das Ziel: Verbessern der Kandidatenerfahrung - Candidate Experience
Source: Candidate Experience Studie 2014 |stellenanzeigen.de | meta HR
Schlüssel für eine positive Kandidatenerfahrung:
Speed
Der Recruiting Prozess ist so gestaltet, dass die Kandidaten jeden Kontakt zu Infineon positiv wahrnehmen.
Warum wollen wir eine positive Kandidatenerfahrung?
• 80% aller Kandidaten sprechen über mit Freunden und Verwandten
ihre Erfahrungen
• Eine negative Erfahrung schadet der Employer Brand
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Das Ziel: Verbessern der Kandidatenerfahrung - Candidate Experience
Der Recruiting Prozess ist so gestaltet, dass die Kandidaten jeden Kontakt zu Infineon positiv wahrnehmen.
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The candidate is KING! › In a more and more competitive candidate market the roles are reversed › We have to convince the candidates of us – as Brand Ambassadors › A positive Candidate Experience throughout the whole process is a
competitive advantage
Mindset-Change: Walk Away Messages for Hiring Manager
You are the DRIVER! › Hiring is not a sideshow, but one of your key responsibilities & priorities as
manager › Planning is crucial, otherwise the hiring process is slow and ineffective › Speed is everything in the ‘War for Talent’ – be responsive & quick
Get SUPPORT! › The TAM is always there for you › Involve your team and nominate a substitute if needed › Use our information material and intranet site
Talents are everybody‘s business!
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Wir arbeiten eng mit Hiring Managern zusammen – für schnellen Erfolg
Hiring Manager aktivieren ihr Netzwerk
… in XING & LinkedIn, mit Unterstützung durch TAMs und dem Handbuch „How To Contribute“
Auftragsklärung vor jedem Job
… um Stellenkriterien, Kandidatenanforderung und Sourcing Strategie zu diskutieren und Erwartungen abzugleichen
TAM Hiring Manager
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Guideline for successful recruiting…
A fast recruiting process that focuses on the candidate is the backbone of your success
The magic happens when you combine Recruiting
with Talent Marketing
There is nothing like the one perfect way, the right mix out of many activities leads to success
Know and understand your target group(s) and be
authentic in your communication
18 2018-09-11 Copyright © Infineon Technologies AG 2018. All rights reserved.
Integrierte Videos in den Stellenanzeigen: Hier stellt sich der Chef & sein Team vor!
Job Ad Video produced in-house
Um den Kandidaten/innen einen realistischen und authentischen Eindruck ihres zukünftigen Arbeitsplatzes zu vermitteln
=> Recruiting auf „Augenhöhe“
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Introduction Recruiting Task Force
Recruiting Task Force Goal: Hire 28 new employees as soon as
possible
Marketing
Activities Recruiting Activities
Create awareness for Recruiting Ramp up
Communicate story-line to target groups
Present IFX as an employer of choice
Work together at eye-level
Focus on speed in recruiting process
Act as internal consultant, from posting to filling
Collaboration
HM & HR
Ramp-up Project Goal: increase
production capacity
High demand for Power Modules for e-mobility applications
Approval of new positions: June 30th
(External) Publication of first positions: July
1st
Departments involved: 10
HM involved: More than 20
Additional challenge: Summer holidays
Metrics Goal: Measure effectiveness
Adapt Lessons Learned Time to
hire
Derive necessary measures
Weekly reporting Jobboards / channels
Applicants / interviews
Avoid Headhunter Costs
Use internal sources
Use HIRE4IFX
Action
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Facebook- & Twitterkampagne
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XING- & LinkedIn-Aktivitäten (IFX Corporate Channel & diverse Postings)
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Radio Kampagne Instandhalter
Radio Kampagne mit Fokus auf Instandhalter
• Anzahl: 40 Radiospots
• Zeitraum: Drei Wochen mit Fokus Arbeitszeitbeginn & -ende (Morgens & Nachmittags)
• Spotdauer: 24 sec. main spot + 12 sec. reminder spot
• Reichweite: Etwa 100.000 Hörer täglich
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What did we do…
A fast recruiting process that focuses on the candidate is the backbone of your success
The magic happens when you combine Recruiting
with Talent Marketing
There is nothing like the one perfect way, the right mix out of many activities leads to success
Know and understand your target group(s) and be
authentic in your communication
24 2018-09-11 Copyright © Infineon Technologies AG 2018. All rights reserved.
Internal
Employee Profile
Infineon Campeon Top Student Pool
… so far 40% hiring rate
Business Lunch
Internal female talents meet hiring managers Hire4IFX
Internal posting & job alert
Candidate Relationship Management (CRM)
Exclusive programs Newsletters, Job Blasts, Birthday Mails
2nd best
candidates
Infineon
Alumnis
Nurturing Relations
CRM Programm
Online
SEO & SEM 80% of job searches start at…
Job boards
Social Media
Business Networks
How we generate hires: A talent attraction portfolio
Face-to-Face
Job Bags for industry fairs
Career Fairs
High-Tech After-Works candidates meet hiring managers
… so far 32% hire rate
Our Hub: Career Website 70.000 unique visitors / month
90 second application #1 channel for applications &
hires
Hires
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Wie werden Bewerber/innen auf unseren Standort in Warstein aufmerksam?
Übersicht direkte Stellenanzeigen
› Infineon Homepage (extern) & Intranet Jobboard (intern) › Online-Stellenbörsen (u.a. Stepstone, Indeed, Ingenieurkarriere) › Regionale Stellenbörsen (Karriere-Südwestfalen) › Infineon Facebook Career Channel, Twitter-Kanal › XING und LinkedIn › Weitere Plattformen wie z.B. Universitäten, Verbände (EPCE)
Weitere Recruiting-Aktivitäten
› Eigene Warstein Homepage => 5 Gute Gründe für Warstein › Regelmäßiger Karriere-Newsletter (Professional / Students) › (Karriere-)Messen (Bonding, VDI, PCIM, Karrieretag etc.) › Virtuelle Karriere-Messen (MindMap; Twitter-Karriere-Messe) › Recruiting-Events (z.B. High-Tech After Work) › Kooperation mit dem Regionalmarketingverband Südwestfalen e.V. › Kooperationen mit Hochschulen (z.B. Bewerbungstraining;
Gastvorlesungen; Prämierung Abschlussarbeiten) › Standortbesichtigungen (z.B. VDE / VDI) › Active Sourcing bzw. Poolsearch via TRM-Tool › Teilnahme an Aktionen wie z.B. der Campus Tour › Standort-Sammelstelle für Studentenanfragen
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Die wichtigsten Rekrutierungskanäle
Recruiting-Kanäle
No 1:
Mitarbeiterempfehlungen
No 2: Karriere-Website
No 3:
Intranet
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Hire4Infineon Kampagne
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Guideline for successful recruiting…
A fast recruiting process that focuses on the candidate is the backbone of your success
The magic happens when you combine Recruiting
with Talent Marketing
There is nothing like the one perfect way, the right mix out of many activities leads to success
Know and understand your target group(s) and be
authentic in your communication
29 2018-09-11 Copyright © Infineon Technologies AG 2018. All rights reserved.
We needed to make the next quality step
From having the same measures for every
target group
To focused activities based on target group
preferences
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High-Tech After-Work in Warstein
Zielgruppe & Kanäle:
› Vorrangig Professionals aus den MINT-Fachrichtungen
› Eigene Talent Pools / VDI Mailing / Direktansprachen / Social Media
Ergebnisse:
› 39.000 Personen insgesamt erreicht
› 15 motivierte Bewerber vor Ort
› Tolles Feedback seitens der Kandidaten
› Positives Feedback von unseren Fachbereichen
› Gewinnung eines neuen Mitarbeiters
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High-Tech After-Work in Warstein: Impressionen
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High-Tech After-Work in Warstein: Feedback Teilnehmer „Herzlichen Dank noch einmal für die Ausrichtung des interessanten Infoevents in Warstein. Ich habe nicht nur eine äußerst spannende Führung durch die Produktion erhalten, sondern habe mich auch über die Gelegenheit gefreut Ihre Kollegen am Standort kennen zu lernen und die Vor- und Nachteile eines Standorts im Sauerland zu besprechen.“ „Ich möchte mich hiermit für
die Werksführung und das Abendessen bedanken. Der Eindruck, dass Infineon ein attraktiver Arbeitgeber sein kann, hat sich manifestiert.“
„Noch einmal vielen Dank für den tollen Abend in Warstein. Wie ich Ihnen schon erklärt habe, kann ich mir sehr gut vorstellen bei Infineon zu arbeiten“
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Fünf gute Gründe für Infineon in Warstein
34 2018-09-11 Copyright © Infineon Technologies AG 2018. All rights reserved.
Fünf gute Gründe für Infineon in Warstein
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Fünf gute Gründe für Infineon in Warstein
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Corporate Social Responsibility We create a net ecologic benefit
Emission Reduction enabled by our products and solutions
Net ecological benefit: CO2 emissions reduction around 50 million tons
1) This figure considers manufacturing, transportation, function cars, flights, materials, chemicals, water/wastewater, direct emissions, energy consumption, waste, etc. and is based on internally collected data and externally available conversion factors. All data relate to the 2016 fiscal year. 2) This figure is based on internally established criteria, which are explained in the explanatory notes. The figure relates to the calendar year 2015 and considers the following fields of application: automotive, LED, PC power supply, renewable energy (wind, photovoltaic), drives as well as induction cookers. CO₂ savings are calculated on the basis of potential savings of technologies in which semiconductors are used. The CO2 savings are allocated on the basis of Infineon market share, semiconductor content and lifetime of technologies concerned, based on internal and external experts' estimations. Despite the fact that CO₂ footprint calculations are subject to imprecision due to the complex issues involved, the results are nevertheless clear.
CO2 savings2)
around 52.4
million tons CO2 equivalents
CO2 burden1)
around 1.8
million tons CO2 equivalents
Ratio around 1:30
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Welche Argumente überzeugen Kandidaten/innen von Infineon in Warstein
1. Vergütung = Hygienefaktor
2. Sicherheit & Perspektive
3. Positives Arbeitsklima / Corporate Culture
4. Sinnhaftigkeit
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Vielen Dank für Ihre Aufmerksamkeit !
Lust auf die Provinz
bekommen ?!
39 2018-09-11 Copyright © Infineon Technologies AG 2018. All rights reserved.