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Deutsche Bahn has now committed itself, for example, to researching job candidates in the Internet prohibited and to strengthen the personal rights of employees. Robindro Ullah, HR at DB Services, talks about using social media and mixing Job and privacy.

Robindro Ullah studied business mathematics and initially worked in revenue management at Deutsche Bahn. Afterwards he was a lecturer for university marketing and at the DB Services, a subsidiary of the German course AG, responsible for the range additional services and became finally personnel manager south, before he from the Companys retired.

Mr. Ullah, you are Head of Additional Services at Deutsche Bahn - are you responsible for the Bordbistro? Or luggage transport?

No. I head a department that deals with job security. In other words, we make sure that people who have lost their jobs elsewhere in the Group are given the opportunity to work regularly again with us. There is more information about this here:

In addition, I am still involved in the social media activities of the Personalmarketing, my former department.

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Speaking of social media, how does Deutsche Bahn see the social media activities of its employees?

As a company, we must trust our employees to act, encourage and advise on the technical possibilities. Blocking sites and banning the use of social media would be the wrong way.

Who else is twittering at Deutsche Bahn?

There are some who are involved in Twitter. So, for example, the sales department, with @DB_Info a quite successful account.

What does a company actually get from having employees on Twitter or Facebook are active?

For corporations, this is both an opportunity and a challenge: every single one Employees is more visible through social media and has a large reach. He becomes the flagship of the company and is much more involved in designing his employer's business card than in analog times - even if the content that is conveyed has not changed.

Does not it simply cost a lot of working time?

Sure, on the one hand, social media is of course very time-consuming. On the other hand, fixed working hours and location are playing an increasingly insignificant role thanks to modern communication technology: I, for example, also communicate about professional topics at the weekend or vice versa Office professional on private channels.

The boundaries between private and professional are becoming increasingly blurred ...

Yes, before the question “private” or professional? ” you can hardly shun today. A recent post by Klaus Eck, I think, sums it up. I also think that this is not a new topic - it is just more ubiquitous.

What are you up to?

Well, the mixing of “private” and “professional” accompanies me clear longer than my three year social media life. Immediately after joining Deutsche Bahn, I became a member of the Trainee Club. The cross-division club brings all young talents closer to the Group in forums, fireside chats and excursions, but also at regulars' tables and leisure activities. There came fast Ask like: “Do I give out my private cell phone number or my business one? true i Distance or do I also tell private things?” Because even in such a large corporation, you meet up again sooner than you think in a professional context.

And how did you solve the problem?

It quickly became clear to me that a strict separation between professional and private issues is not possible. On the contrary: Mixing leads to closer social contacts and strengthens that Network among the employees - and their loyalty to the group.

Is not there a danger that the employee will be forced by the group dynamics to contribute more of his private life, precisely because it benefits the employer?

How much private life you allow to flow into your job is something everyone has to do individually decide. A corporation can private contacts on Workplace neither forbid nor enforce. Only nepotism is of course not tolerated.

Is not it otherwise very convenient for you to demand the mixing of private life and work-day - finally, can you find candidates who surrender everything, yes also much better?

That personnel find the time each Candidate I think it's more than unlikely to google it. You get so many applications that you can't research them all. In addition, at Deutsche Bahn we have decided against including further "research results" in the application process in addition to the information that an applicant actively makes available to us.?


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