Siemens: How To Get Hired

Ronnie shares on what he looks for when hiring account managers at Siemens.
Ronnie Gan Siemens
Ronnie Gan
Head, Regional Account Management Office
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What are the skill sets you look for in candidates?

Interestingly, my top three priorities are not technical skills but personality traits.  Passion, inquisitiveness, and the ability to speak up – these are the three main qualities that I look for in candidates.

1. Passion

I look for people with passion, as I strongly believe that “when the going gets tough, the tough gets going”.  Passion feeds the tough and keeps them going.

Being close to customers in good times is easy, but when the market is tough, or when we meet with challenges in the projects, that is where the extra “juice” is needed for us to stay focused and press on.

Passion also drives the account manager to want to do more for and with the customer, to think about the customer’s challenges, and how Siemens and our eco-partners can help address these needs, through our solutions, business model or other ways.

2. Inquisitiveness

This leads me to the second trait – inquisitiveness.  An inquisitive mind will always be thinking about the ‘why’s, ‘what’s and ‘how’s. It is about knowing more about the customer and our own organisation.

What are the strategic growth areas of the customer? How are they planning to achieve them? What products or solutions does Siemens have that can support them? These are important questions I am thinking about most of the time.

3. Speak up

Finally, speaking up is not about public speaking alone, but letting yourself be heard.  It is not just about speaking your mind, but asking questions to clarify points and assumptions. It is about having a common frame of reference in the conversation.

It is about conversation! I believe that in any dialogue, all parties should contribute and receive because “iron sharpens iron, so one man sharpens another”.

How do you identify culture fit during the recruitment process?

During interviews, I spend more time letting the candidate speak up and ask questions.  I like to hear about what motivates him them, what keeps him them busy after office hours, and what are the things he they looks for by when choosing to work with us.

At the end of the day, the candidate needs to know how best he can contribute and fit into the company.

Sometimes, candidates spend too much time trying to “sell” what they can do technically, though the information is already on the resume! At the interview, candidates should provide examples on their soft skills, by sharing situations which they have overcome, and their thoughts on what could have been improved.

Please describe your company's culture in three words.

Work and play hard!