One thing is clear. We can only execute our business strategy if we have the right talents – in the right positions. But even a renowned company like Infineon can’t simply rely on the right candidates applying for vacant positions. The job market is highly competitive. We have to adapt to trends such as digitalization and demographic change while technology continues to evolve at lightning speed.
Only companies that adapt early to changes in the job market will be able to fill open positions successfully in the long term.
Infineon adopts a proactive approach to identifying and attracting the right candidates at all its locations around the world. We are constantly working to raise awareness around our name and reinforce our image as a popular and innovative employer through employer branding. Our strategy involves cooperating with universities, schools and state institutions, attending trade fairs and organizing special events. We seek out talent via all the usual channels, post videos online, and make it easy to search for jobs and submit applications on our careers website. At the same time, our Talent Attraction Management (TAM) team proactively approaches suitable candidates.
For external candidates, there are countless ways to join Infineon. High school graduates can complete an internship, an apprenticeship or a dual degree course. Students on the other hand can opt for an internship or work placement, or a position that enables them to complete their Bachelor’s or Master’s thesis. Other great paths into Infineon include a doctoral post or the International Graduate Program (IGP).
Regardless of age and position, all new hires at Infineon are given tasks that involve responsibility right from the start, as well as an interesting insight into a dynamic work environment.
In the fiscal year 2019, 4,698 new employees took up positions at one of our locations worldwide. The onboarding process needs to be well managed to ensure that new colleagues adapt quickly to their working environment and feel happy with their decision to join Infineon. This is primarily the individual department’s responsibility, but HR also plays an important role, whether in direct contact with the new employees or indirectly via their line managers.
Onboarding has already become established in many locations. In order to ensure a consistent minimum level of quality but also to share good ideas and support smaller locations, HR issued a worldwide Onboarding Guideline in the fiscal year 2018. Deliverables include a global welcome email, welcome pages on the intranet, a blueprint for an orientation plan, and a checklist to help line managers undertake all necessary preparations. In addition, the guideline outlines the “buddy system,” which is explained in more detail in a flyer.
All locations are expected to host welcome and information events for new employees. Designed to build motivation and support networking, they also facilitate information and knowledge sharing.
High-school pupils who are approaching graduation and looking for a new adventure may find exactly what they are looking for at Infineon. Graduates can choose from a wide spectrum of conventional technical and commercial apprenticeships programs or opt for dedicated dual courses of study. A total of 394 apprentices and students on work-study courses were employed by Infineon during the fiscal year 2019.
The commercial apprentices at our Munich, Regensburg and Warstein sites can avail of a very special opportunity; namely the chance to spend four weeks of their training in another European country as part of the EU Erasmus+ funding program. In 2019, a total of seven apprentices traveled to Porto to brush up their language skills and work on the accounting strand of their commercial training.
At Infineon, the process of fostering next-generation talent begins way before we start training our skilled employees. We know that if you want to be good at something, it’s never too early to start. Which is why we want to get the youngest members of our society excited about technology. This means explaining our complex products and technology in an understandable yet fun way. Kids thus learn early on how microelectronics can contribute to a better future and more sustainable management of natural resources.
Infineon launched the Chips@School competition in 2012 in Germany. Now it has grown and is held worldwide, including in countries such as Singapore and Ireland. Pupils from the 8th grade onwards are called on to develop new solutions and applications based around chip technology. The aim is to answer a series of interesting questions like: What should the chips of the future be able to do? What will the future be like?
Infineon Germany also offers high school graduates and former apprentices who completed their training the chance to undertake a dual study program. No other degree program contains such an extensive practical experience component as the students alternate between theoretical and practical training. Depending on the study model, the dual study program lasts three, three and a half or four years, ending with a Bachelor’s degree. Successful Bachelor graduates can then expand their knowledge with a dual Master’s degree program.
A dual degree course provides an ideal opportunity to earn a monthly income while studying and learning about some of the company’s activities at the same time. Afterwards, the graduates have an excellent idea about their preferred starting point on the career ladder.
The future of our company lies in the hands of the talented young people we are training today. This makes it all the more important to support continued learning among ambitious graduates through attractive initiatives and collaborative options, while giving them the opportunity to establish a social network across the company. As an innovative global technology leader, we attach great importance to a recruitment process that reaches out to talent of all nationalities; and to supporting the onboarding process with a wide range of integration measures.
Close cooperation with universities is very important for many different reasons. First and foremost, to attract successful graduates looking to get their careers off to a successful start. We offer a variety of dual degree courses to increase our appeal as an employer. Equally important, however, is the exchange of knowledge and joint innovation projects to ensure we stay at the cutting edge.
Many Infineon engineers have taken guest lecturing positions at renowned universities in Germany and abroad to foster good communication and close ties at local level. We support universities with endowed professorships or research laboratories. In addition, we visit university recruitment fairs, give presentations at conferences and invite students to take tours of our company.
Across the entire company, students and university graduates have a number of attractive openings to become part of the Infineon team. We offer internships, working student jobs and supervision of Bachelor’s or Master’s theses. Whatever option they choose, all newbies can look forward to a creative space offering practical experience with the latest technologies and an opportunity to get their careers off to a successful start.
Every year, Trendence, an independent market research and consulting firm specializing in employer branding, identifies the most attractive employers. Infineon Germany is repeatedly voted one of the top 100 employers by engineering students. Over 50,000 participants in the study evaluated Infineon this year based on the criteria of attractiveness, market awareness and the reasons prompting them to apply for a job at Infineon (https://www.arbeitgeber-ranking.de/rankings).
Over 7,500 interns took part in a survey conducted by the CLEVIS Group on the working conditions in a number of companies. The study categorizes companies in four areas: Stars, Pretenders, Hidden Champions and Challengers. Infineon’s categorization as a “Star” is a tribute to its quality as an employer as well as its brand image. Interns at these companies are very satisfied with their employer and their internship. Infineon continuously improves the quality of its internships to enhance its attractiveness as an employer for the up-and-coming generation of talent. The Student Attraction Managers use various channels such as trade fairs and workshops to identify the best talent in schools and universities.
Our world is changing at an increasingly rapid pace. Infineon has developed a broad range of initiatives to successfully position itself for the changes that are also shaping the job market. At the heart of these activities is the International Graduate Program (IGP), which is designed to attract highly qualified graduates. The program is global in reach, which means that the participants can build their networks across both divisional and national borders. At least one of the program’s three to four assignments is completed abroad. The IGP participants exchange ideas and experiences in regular conference calls and virtual meetings. They also have face-to-face meetings at global conferences every six months.
From 5 through 9 November 2018, 45 of the International Graduate Program (IGP) participants from around the world gathered in Neubiberg for a full-on week of training and networking. CEO Reinhard Ploss kicked off the event with the motto: “Never stop learning”. Reinhard Ploss was joined by CMO Helmut Gassel and PSS Division President Andreas Urschlitz to discuss topics around leadership philosophies and the challenges of digitalization. Intercultural exchange was the main focus of this conference. The diverse group of participants completed two full days of training under the motto “Empower Yourself for Effective Collaboration”. The event gave them an opportunity to fine-tune their interpersonal skills, raise cultural awareness and reflect on their own strengths. The conference was rounded off with an evening event where the graduates had a chance to immerse themselves in German culture and cook some local culinary specialties.
International Graduate Program (IGP) – key facts at a glance:
For years, we have been helping young people prepare for today’s job market challenges. On 17 June 2019, the province of Carinthia in Austria presented the integration award “Apprenticeships for Asylum Seekers” to Infineon Technologies Austria AG. The award aims to highlight and publicize communities and companies that are actively promoting greater integration in society. Infineon won first place for its “Apprenticeships for Asylum Seekers” project in the “Working.Together” category. The project reflects Infineon’s commitment to integrating young refugees in the job market, developing their potential and – in so doing – tackling the current shortage of skilled workers. The panel of judges was impressed by the sustainability of this initiative. Infineon has been offering young asylum seekers the option of doing a dual apprenticeship (mechatronics/electrical engineering or electrical engineering/metal technology) since 2016. The apprentices receive high-quality, in-depth technical training, flanked by coaching to develop personal, professional and social skills. After initial interviews with potential candidates, those who were selected went on to complete one to two weeks of practical training at the St. Andrä Technical Academy. After this, they had to pass an admission test. Support is provided if there are any communication problems, but otherwise the test is the same for everyone. The ultimate decision to offer an apprenticeship placement is based on a final interview with the qualified candidates. This year, eight young men from Afghanistan, Iran and Syria are in the apprenticeship program. They are sharing accommodation with their Austrian counterparts in the town of St. Andrä.