Getting a Job at Ericsson
Ericsson is a Swedish telecommunications company headquartered in Stockholm. Founded in 1878, the company provides software, communications infrastructure, and networks to a variety of businesses.
As one of the leading providers of 5G, Ericsson operates in over 180 countries and employs 100,000 staff in its offices worldwide. The company has a focus on emerging technologies such as artificial intelligence, automation, and edge computing and puts innovation high on the list of attributes it looks for in its employees.
Ericsson offers roles for candidates at undergraduate and experienced hire level as well as a 21-month rotation and mentorship programme for candidates. With its focus on innovation, getting a job at Ericsson requires candidates to adopt a growth mindset and have the drive to learn and develop their skills. Demonstrating teamwork and having a passion for their chosen specialism are also vital attributes for being successful in a role at Ericsson.
The culture at Ericsson is built on four values:
These values underpin how employees work, in encouraging one another, listening, and valuing diversity and collaboration within the workplace. Ericsson's values also ensure that employees have their customers at the heart of their work, are ethical, responsible, and transparent in what they do, and tackle complex problems through determination to deliver on their commitments. These values are assessed throughout the Ericsson recruitment process for undergraduate and experienced hire vacancies.
Types of Roles
Given the organisation's size, Ericsson has a wide range of roles on offer according to a candidate's interests and specialisms. Applicants to Ericsson's positions are encouraged to determine where their passion or experience lies before applying. Roles on offer at Ericsson include opportunities in their main business areas such as:
- Account management
- Digital transformation
- Data analytics
- Management consulting
Ericsson offers those at university the option of applying for an internship or graduate vacancy, depending on their year of study. These vacancies run in specialist areas. In addition, recent graduates can opt to apply for the Ericsson early careers programme, a global rotational 18-month programme designed to develop Ericsson's future leaders.
Ericsson Application Process
The Ericsson application process comprises a number of stages designed to assess whether candidates demonstrate the skills and behaviours required to succeed in a role. These include:
- Online application
- On-demand video interviews
- Interview with a hiring manager (between 1- 3 interviews, depending on the position)
- Technical assessments (role dependent)
- Job offer
The format of the recruitment process varies according to the role and level applied for. Recruiters update candidates on the number of interviews and whether the position requires candidates to take part in a case interview.
The first stage of the application process is to complete an online application form. Candidates need to create their own recruitment account via the dedicated Ericsson recruitment portal and search for the vacancy they want to apply for.
The application form is straightforward, requiring candidates to complete basic details such as contact information and employment history.
Vacancies will stipulate the academic requirements and the skills and necessary qualifications or experience needed for the role. When applying, candidates should ensure that they meet these requirements and that their skills and achievements are highlighted when submitting a CV in support of their application.
Some candidates may be required to sit a technical assessment depending on the role applied for. These assessments vary in format and content and directly align with the skills and aptitudes required for roles.
Technical assessments include:
Situational judgement assessments
Situational judgment tests are used in the recruitment process for some roles at Ericsson. This assessment focuses on evaluating how candidates prefer to behave in the workplace. Candidates are presented with a series of workplace scenarios similar to those they would face when on the job. Candidates then need to select from multiple-choice statements or rank them according to how they would react in the given scenario.
Abstract reasoning tests
Problem-solving is necessary for many roles at Ericsson. To assess how well a candidate can use their lateral thinking skills to solve problems, candidates are invited to take an abstract reasoning test. This test takes the form of a series of abstract shapes or patterns. Candidates need to determine the relationship between the shapes or patterns and select which of the multiple choices answers is the correct shape or pattern that follows according to the relationship or rule identified.
Numerical reasoning tests
Numerical reasoning tests assess a candidate's ability to solve numerical problems. Information is presented in the form of charts, graphs, or tables. Candidates need to use their knowledge of mathematical principles such as percentages or ratios to determine which of the multiple-choice answers is correct.
Some roles, such as those in coding or programming, may require candidates to complete specialist tests that assess proficiency in a programming language.
On-Demand Video Interview
Ericsson includes on-demand interviews as part of their recruitment process to determine whether a candidate is a fit for the role they have applied for. These interviews are recorded, with candidates providing their best response to a list of questions. Questions asked generally relate to the skills, experience, or values of Ericsson and help determine whether candidates demonstrate what is required for success at the organisation.
Questions are shared with the candidate; candidates are given a few minutes to prepare and practice their answers before recording their responses within the designated time limit for each question. Once each question has been answered, responses are sent to recruiters for assessment and evaluation.
Behavioural and Functional Interviews
The behavioural and functional interviews at Ericsson vary according to the role applied for. Some technical roles may require candidates to participate in a case interview. Candidates are presented with a business case relating to the position they have applied for. They then have to review, analyse and synthesise a solution in response to the case to share with the interviewer (s).
Those who are successful in the technical assessments and on-demand interviews will be invited to a behavioural interview. This face-to-face interview focuses on a candidate's behaviours when in the workplace. The discussion draws on candidates using their past experiences to inform how they would react to theoretical situations they are likely to face in the role or when working at Ericsson.
Interviewees will also be asked about their career motivations, wider knowledge, and interest in working in the telecommunications industry and why a role at Ericsson appeals to them.
What's it Like to Work at Ericsson?
Ericsson is an organisation that values diversity and inclusion in the workplace. They place a focus on a sustainable future and commit to enabling their employees to grow and develop their careers. With learning resources such as the Ericsson academy, mentors, and learning programmes, employees are encouraged to take their careers in the direction they want to.
Like many large companies, Ericsson also offers a comprehensive benefits package along with healthcare and wellbeing plans, flexible working opportunities, and family-friendly policies.
Top Tips to Getting Hired at Ericsson
1. Do your research
Ericsson is an organisation that values innovation and interest in the telecommunications sector. Before your interview, ensure you have researched the organisation and are clear on what you want to start or continue your career with Ericsson. This shows your commitment and interest in the company and sector. Familiarise yourself with the latest updates happening in the telecommunications industry, and be prepared to discuss and provide your viewpoint at interviews.
Make sure you practice any aptitude and technical assessments. When practicing, simulate test conditions. This means practicing under timed conditions, using only the equipment you are allowed in the test. Becoming familiar with the format and the style of questions will give you confidence when taking the actual test.
3. Test your tech
The on-demand and face-to-face interviews require you to have a strong and reliable internet connection. Some interviews may also be conducted over Microsoft teams. Before any interviews, ensure you have installed the appropriate software and are in an environment that is quiet, free from distractions, and professional.
4. Don't be afraid of the camera
When recording your on-demand interview, make sure to treat the interview as you would a face-to-face interview. Be clear and confident, and ensure that the response you share answers the question asked. Turn off your mobile phone, make sure you aren't interrupted, and share your answers professionally and concisely. Look at the camera and speak directly at the camera when sharing your response.