Georg Fischer

Flexible working hours (40-hour week) with a daily paid 10-minute break. Salary is reviewed annually. There are many good benefits (free PP, free drinks, fruit, discounted lunch, share of fitness subscription, discounted cell phone subscription and much more). Through the annual performance appraisal meetings, further training is clearly supported where appropriate

GF is a large Swiss company with its headquarters in Schaffhausen. I really enjoy going to work, have a great team and feel very comfortable. I can report problems and suggestions to my line manager at any time; together we look for solutions and implement them. The company is in a state of flux due to numerous changes. This can cause anxiety and sometimes there is a lack of clear communication. However, it is clear that GF is pursuing a common goal that can only be achieved with the commitment of all employees.

Unfortunately, I cannot answer this question because I was not given the insight.

I was highly motivated when I applied for a desired position at Georg Fischer. Unfortunately, the interview did not go as expected in a first meeting. I found a lack of business etiquette for general rules of conduct and a lack of manners. The supervisor of this position put me in the dock within the first few minutes of the interview. With his scurrilous, sarcastic comments about my background and professional experience, the supervisor gave a clear signal from the beginning of the interview, that they did not want to listen to me at all. After I had asked the question - what they find interesting about my background and where the company with my profile sees the potential for itself (to find out why I was actually invited by GF) my question was unfortunately not answered. Instead, I received a completely unprofessional statement with absolute embarrassment. I decided to end the interview after 25 minutes with negative impressions of the interlocutors (HR & superiors). Apparently, the interlocutors have forgotten that they are also the representatives of the "future-oriented company". GF formulates according to job description to have excellent training tools for their employees. Therefore, I clearly see potential for improvement in the further development of their training tools for the "long-standing executives" in the company. HR should look at their onboarding process and culture. Because how I treat my employees & managers is how they treat potential new employees. Because a common corporate culture is the basis of the sustainable overall development of the company. Dear GF in times of shortage of skilled workers, you must not forget: It affects every company!" I wish GF every success in its search.