SBB CFF FFS

SBB world of Profession Rail, Station, technical profession, engineering, IT,,real estate, office

Job & career Job vacancies, Candidate advice, Personnel placement agency, Career opportunities at SBB First job Direct recruitment of experienced people Career transition, Return to work, Finding a career

Timetables, staff subscriptions, teleworking

No managers with higher education, people from outside SBB not welcome, ideas for improvement not appreciated. Management leaves a lot to be desired.

(Continuation of points for improvement): The feedback I received regarding the rejection of my application was the lack of command of the German language, whereas from the first contact with the Division Manager I was told that the German language was not a criterion for this trainee position. I would like to stress that I share these comments in a constructive spirit. I firmly believe that adjustments can be made to improve the experience of future candidates, for example by adding an HR person to the interviews as an observer. Interviews where candidates feel listened to and where skills are assessed objectively, without being discredited, can greatly contribute to the recruitment of new talent from different backgrounds with innovative ideas.

During my internship interview, I was surprised by the lack of attention and respect given to my presence. One of the interviewers was constantly engrossed in her computer, giving the impression that she was more focused on her work than on our exchange. This created an atmosphere not conducive to constructive communication. What's more, I sensed a lack of consideration for the skills I mentioned. The interviewer seemed intent on convincing her manager that I wasn't the right person for the job, which affected my self-confidence during the interview. Another notable inconsistency was the statement that they were looking for someone different to bring new perspectives and ideas. However, when I expressed my creativity as a relevant skill, this was immediately rejected. This contradiction made it difficult for me to understand their real expectations for the job. In addition, the interviewer was disturbed by phone calls, which she took and left the room. The second time she left the room was to look for work documents. This situation reinforced my feeling of lack of consideration. In addition, I had prepared specific questions that I wanted to ask at the end of the interview. However, when I announced my intention to ask them, the person remarked that this seemed strange, as usually it's the reception team who ask the questions. This statement added further confusion, as it had been mentioned earlier that they were looking for someone capable of taking initiative, which I felt included the ability to ask questions and show curiosity.

Excellent offices, rooms and workplaces. Approximate location of the train station.

Toxic atmosphere in some departments. driving by threat not trust and lies.

As far as I'm concerned, some internal trainings I could do.

Catastrophic atmosphere and organization, too low a salary and no consideration for the work done.

low wage continuous acceleration lack of openness in seeing these employees

police state lack of trust in employees justify every action and gesture

Work climate, so human relations are the spirit and a prosperity of work.

No points to improve, maintain the quality of work and service for users (customers).