Gaining insights into Siemens' employer reputation in the market was crucial. Specifically, understanding the perceptions of early career engineers towards Siemens was a priority. What attributes were associated with the company, and which were not. Universum played a key role in providing relevant talent insights and support on these aspects for Siemens.

Following step one it became just as important to understand internal perception of Siemens by its employees. Universum carried out global focus groups. In total 700 people from six different countries (including members of the board and management) participated in these focus group discussions. This provided the Employer Branding Team at Siemens with insights on their strengths and weaknesses as an employer. Why did their employees like to go to work? What matters most to them? Where would their employees like to see change?

With the help of Universum, Siemens was able to identify its EVP (including EVP-statement and key topics) based on the newly generated insights. The dialogue with different regions and businesses was especially important in this process. This involvement ensured and reconfirmed that the EVP was built upon relevant topics.

Siemens provided its regions with the highest possible scope to localize their EVP. Despite having the flexibility to adapt, all regions left the key components of the EVP untouched. Where adjustments were made, only smaller elements were adapted to local conditions. The consistently high approval of the final EVP was linked to the inclusive process we ran involving various groups right from the beginning.