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Recruitment process

Oerlikon is a company of equal opportunity for all people, in all ways, all the time.

Our focus is attracting talented, dedicated people who share our core values: integrity, team spirit, excellence and innovation. We look beyond qualifications alone and focus more on expertise and the ability to achieve potential. We also believe compensation is about paying people fairly for their work, but also showing them opportunity. Our application process is
designed to be objective and transparent.

Preselection

Your qualifications will be reviewed against the position requirements, and you will be notified if selected to continue further in the process.

First Job Interview

First interviews can be conducted by phone or in person. Basic questions are typically asked during this stage, but some interviews can be more in-depth.

Candidate Assessments

Where applicable, human resources will initiate fair and unbiased applicant assessments appropriate for the responsibilities and level of the role.

Second Job Interview

Follow-up interviews are more in-depth and can involve the manager, peers from other departments, members of the team and sometimes department leadership.

Offer Preparation

A member of the human resources team will contact the selected finalist with a competitive offer based on role, scope, responsibility and local market conditions.

Pre-hire Checks

Once an offer is accepted, we initiate reference checks, education verification and where appropriate, background and/or controlled substance and medical fitness checks.

Welcome to Oerlikon!

Once the candidate has sent back the signed employment contract, he or she will be entered in the appropriate HR system, and an onboarding program will be initiated. The head of the new employee’s department bears is responsible for integrating the new employee and making sure
that he or she is happy in the new position.

Integrating new employees into our company is a key component of our hiring and selection processes, and generally takes at least three months.

The first day is especially important because that is when you as a new employee will get your first impression of the company’s values. That is why we make sure to plan your first day, and the days that follow, with the utmost care as we guide you through them.

Your supervisor and the human resources department share the responsibility for your onboarding, but your supervisor plays the most important role.

For certain segments and locations, we have a mentoring system. The mentor will guide you through the first steps in getting integrated into the company. He or she will be an employee from your department who is familiar with the company’s environment and location, in-house practices, and written and unwritten rules.

Your feedback and the insights you gain during your onboarding phase are very useful for our work. For that reason, we have a process for officially gathering this kind of feedback and using it to improve our human resources management system.

Performance reviews are an important process that helps us break down our corporate strategy and business objectives into personal goals. To this end, we will meet with you within four to 12 weeks of your first day to agree on your personal targets. This meeting will be followed by regular reviews and feedback on your performance.

This process also applies to changing positions within the company and to promotions whenever it is feasible.

If you don’t see what you were looking for, but you still want to join Oerlikon, please click the link Apply now to submit your resume and share what you are interested in so our recruiting team can contact you when the right opportunity arises. Don’t forget to follow us on Facebook and LinkedIn for updates on any new openings!

Feedback or questions? Get in touch with us!

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