How Siemens Mobility Hires for Growth Mindset

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In a tight labor market, finding candidates with the right technical skills can be challenging. But as Tami Wolownik, Head of People & Organization, North America at Siemens Mobility, shared on a recent HR Leaders podcast, her organization focuses more on hiring for potential through a growth mindset.

Siemens Mobility, a major manufacturer of trains, rail infrastructure and rail services, is experiencing rapid business growth. One of the ways they build their workforce, is partnering with local colleges to develop skills training programs in areas like welding. This allows them to upskill new hires, rather than limiting options to those with existing degrees or credentials.

According to Tami, "We're willing to take people who have no experience whatsoever and upskill them as long as they demonstrate that they have that willingness and that ability to take on that learning."

How does Siemens Mobility assess for growth potential during the hiring process? The recruitment team uses behavioral interviewing to probe for examples of when candidates have developed new capabilities in past roles. They look for those who have embraced opportunities to gain knowledge and skills, even if they involved stepping outside a comfort zone.

Once new hires are on board, the learning culture at Siemens Mobility continues. Tami cited their focus on providing "unprecedented amount of upskilling, digital learning, digital transformation opportunities."

For HR leaders looking to adapt their talent strategies, Tami advised, "Be open to new ideas, to be open to things that you don't yet understand." A growth mindset focused on potential empowers greater innovation.

At Siemens Mobility, hiring for mindset over static skills has allowed them to build an agile, future-ready workforce. What talent practices can you reimagine by embracing a growth culture?

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