Recruitment Time-line

Screening

HR screens the incoming CVs in close cooperation with the hiring manager. After initial pre-screening suitable candidates will be invited for an interview.

Interviewing

 The initial interview with the suitable candidates can be done via telephone. During the telephone screening, key aspects (unclear areas of the CV, possible gaps in employment, mobility / willingness to relocate, time availability / notice period, salary expectations, etc.) could be addressed.

The selected candidates are then scheduled for structured interviews (based on the Oerlikon Core Competencies) and / or testing sessions.

Reference Checking

Reference checking is an important step in validating a candidate's qualifications. In addition to the reference checking, a pre-employment background screening may be conducted.  

Final candidates

The final candidate is then invited to attend a final face-to-face interview with the hiring manager, 2nd level manager and / or the team. 

Offer Preparation

When a final candidate is identified as suitable for the position, HR defines the specific offer in collaboration with the hiring manager. The offer is based on the current market data for the position as well as the compensation packages for comparable internal positions.

In some cases, a pre-employment medical examination will be required and assistance with relocation to the new workplace provided.

After the candidate returns the signed contract, he/she will be entered into the relevant HR system, and an onboarding program will be initiated. The hiring manager will play an important part in the new employee's integration process and in ensuring the new hire transitions successfully into Oerlikon.

Oerlikon adopts the practice of informing unsuccessful candidates of the selection decision.