1.

1 Recruitment Policy

1.1.1 Introduction

This ABB Group Recruitment Standard defines the guidelines and

principles in respect of the recruitment of both internal and external
candidates across ABB Group, including its associated, affiliated, joint
venture and subsidiary companies. It is the document referenced by the
ABB Group Instruction GI/HR-01.02 Global Recruitment and constitutes an
integral part of that Group Instruction. As such, compliance with the
requirements of this manual is mandatory.

This Group Recruitment Standard will be kept regularly up to date and

reissued as appropriate by GF-HR-Talent.

This manual, together with the associated Group Instruction, replaces all
ABB country guidelines related to attraction, recruitment, selection and/or
screening activities, which must be withdrawn with immediate effect. The
only permitted variations to this instruction are those required by local
country legislation, including any legally binding union or works council
agreements. Any proposed variations must be approved in advance and in
writing by the Group Function Head responsible for Talent and will be
appended to this manual. In the event of any conflict between local
legislation and the requirements of either the Group Instruction or the
Standard, the local legislative requirement takes precedence.

1.1.2 Purpose
The objective of this Group Standard is to describe the necessary
recruitment processes:
To support an environment of high internal talent mobility by creating an
open, fair, transparent and consistent recruitment process that is
accessible to all, across the whole of ABB

To support the building of balanced teams and increased diversity to

better reflect ABB’s global business requirements

To identify, in a cost efficient and timely manner, high caliber

candidates from within ABB and, where relevant, outside, with
appropriate qualifications, competencies, experience and potential in
line with ABB Group’s business objectives, culture and values
 To ensure that selected candidates are well suited both to ABB and the
requirements of the vacant position through the use of globally
consistent, professional, validated processes including interviewing,
assessment, reference checking and, where appropriate, background
clearance

To reflect the ABB corporate and employer brands, image and values
throughout all stages of the recruitment process; and in particular, to
ensure that recruitment advertising, marketing and communications
materials are consistent with both the global employer brand and
corporate brand guidelines

1.1.3 Group instruction attachment content

a) Global recruitment philosophy

Our people ABB is committed to attracting, developing and retaining

talented people; to offering our employees an appealing, global and
multicultural work environment; and to making career development
opportunities accessible to all employees. Furthermore, ABB recognizes
that a diverse and talented workforce creates a key competitive advantage
and that as a truly global company; our business success reflects the
quality and skills of our people and the inclusivity of our culture. We believe
that the wide array of perspectives that results from a diversity and
inclusion focus promotes innovation and business success. Recruitment
decisions should thus be considered as opportunities to increase team
diversity, with an aim to achieving more balanced teams and the
consequential business benefits.

Fairness It is essential that the recruitment of all employees, from both

within and outside of ABB, is conducted using fair, objective and validated
processes focused only on job-related skills, competencies and
capabilities. All other factors, including – but not limited to – gender, age,
faith, political belief, nationality, sexual orientation, disability, race and
cultural heritage, are irrelevant. In some countries where ABB operates,
governments require positive discrimination in favor of sections of society
that is under-represented in the workplace. ABB supports these initiatives.

Internal mobility Ensuring an adequate supply of internal career

development opportunities is a key factor in employee motivation, job
satisfaction and retention. Internal recruitment is therefore critical to ABB’s
ability to retain talent and ensure our future business success. Internal
mobility provides development opportunities and thus employees are
encouraged to take personal responsibility for their own professional
growth and competence development.
Managers are responsible for encouraging and supporting the
development of their team members; good management practice includes
being seen as an excellent talent developer, not a talent retainer. Equally,
it is poor management practice to try to tempt an employee away from their
current ABB role as this simply shifts the recruitment need from one place
to another. At all times, the interests of both the employee’s personal
development and of ABB as a whole must be considered.

b) Accountabilities and responsibilities

The Line Manager Accountability for planning the people resources

required by the relevant business strategies, plans and objectives
(capability planning) lies with the line manager. Managers are also
accountable for any necessary hiring of both internal and external
candidates and for the associated costs. For the avoidance of doubt, all
recruitment costs are paid by the hiring business (and not HR).

The hiring manager must always consult HR in order to ensure

compliance with global policies and any additional local laws, regulations,
reporting requirements, etc.

HR The role of HR is actively to support managers in the process of

capability planning and recruitment. HR Business Partners provide advice
and support. Talent Managers provide support in specifying the
competency requirements of the role. Candidate identification and the
initial selection and interview arrangement processes are usually carried
out by the Recruitment function within a country or regional HR Centre;
and HR Learning & Development can provide any necessary coaching,
mentoring or training (for example, in interviewing skills).

c) Recruitment process

Job description
Before commencing the recruitment process, the line manager must
develop a job description that details the responsibilities, preferred location
and grade of the role, together with the necessary competencies,
qualifications, knowledge and experience. It should also include sufficient
additional information to enable candidates to decide whether or not to
apply. Help is available from HR, and the agreement of the appropriate
local HR Business Partner must be obtained before progressing.