Part of global electronics and electrical engineering giant, Siemens AG, Siemens PLM Software is a leader in the growing field of product lifecycle management software and services.

With nearly 4 million licensed seats in use, the company’s products now manage or create more than 40 percent of the world's 3D data.

The challenge

Historically the company’s recruitment had been de-centralised and each local operating unit had used its own country-specific processes to find new staff. The HR Director wished to increase the involvement of the HR function in all talent sourcing, speed up time to hire, reduce costs, create a pipeline of potential hires and gain a better understanding of local recruitment challenges. In addition to addressing all of these requirements, an RPO provider would also be tasked with delivering around 225 new hires per annum across EMEA and Russia.

The Ochre House solution

• The Ochre House team worked closely with the HR Director on a phased implementation, starting with Germany.
• Solutions were then rapidly extended to the UK and the rest of EMEA.
• A dedicated on-site recruitment team was established in the UK and Germany, the company’s prime growth areas. The team then opened additional channels to increase direct hires and to improve the employer brand.
• Ochre House designed a standard, quality-controlled and legally-compliant recruitment process and introduced a range of recruitment tools together with a comprehensive reporting suite.
• A technology review was conducted to establish a suitable applicant tracking system to underpin the whole solution.
• A new Vendor Management Programme with standardised terms and conditions for all agencies was introduced and through performance monitoring an 'A' list of suppliers was set up.
• Ochre House also brought in its Executive Sourcing team to create a pipeline of future quality candidates in challenging regions such as Russia and Czech Republic.
• A dedicated Graduate Programme was developed.

Results

• Recruitment costs lowered by reducing reliance on recruitment agencies.
• 88% of hires are now non-agency
• Standardised and compliant processes
• Pipeline of candidates for ‘hard-to-fill’ roles in key regions
• Management information reporting centralised across Europe
• Reduction of management time spent on recruitment
• Fully responsibility for the recruitment process for the German business unit
• Very close and trustful co-working with the local HR department

What the client said

“What is special about Ochre House is the commitment to adding value. This is what makes Ochre House different beyond anything else.”
Bashir Javani, Recruitment Director, Siemens PLM