{Appointment} Our panel discussion on the future of personnel: team building elements in modern high potential recruiting

Yesterday on the Future Staff we have the issue Teambuilding-Elements discussed as a means of modern HR work - and immediately given a practical view of team building.

Alternatives to the classic job advertisement

It should be clear by now: The classic job advertisement is no longer the only and perhaps no longer the best way to attract high potentials, who are hotly courted on the job market Employees for their Companys to win.

And companies are already looking for new ways. Buzzwords like social Recruiting or active sourcing are often mentioned here; but what is actually closer than that Candidate to get to know each other long before the application process and during a team building event as in an earlier one Assessment-Center to check?

Simple team building in a practical example

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To illustrate this, we started our discussion with a small team building game: The participants, consisting of discussants and of the Audience, were to be divided into two groups, standing on carpet tiles, swapping places and making certain decisions Regulate retain.

The game was led by Jörg Orlowski, CEO of SoS Events, who runs such recruiting events twice a year. It was interesting to see how the participants, who did not know each other before, interacted and communicated with each other. This raises issues such as:

• Who takes the lead in the group and sets the tone?
• Who follows group?
• Who takes the role of the opponent?

The discussants

It also turns out that such games can be carried out with relatively little effort, with a few carpet flows. The low financial and also time expenditure was also repeatedly subject in the following discussion.

Also present were Andrea Bosten, human resources officer with a focus on recruiting and human resources marketing at Forschungszentrum Jülich, and Mirka Hellemacher, Head of Competence Center Ms. and Job, focus on career development in SMEs and recruiting, at the Aachen region association. I moderated the discussion.

What was the discussion about?

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Following Ask we discussed:

1. How is the value of such team building measures to be evaluated for the recruiting of a company?
2. How exactly do teambuilding events improve the communication between companies and applicants, which information on the company can be better suited to applicants than elsewhere? And what can companies learn better from applicants in reverse?
3. One or the other could think, at such events, people want to have fun with students. What conditions do such an event have to fulfill in order for a company to actually benefit from recruiting?
4. Team Building Measures Compared with Other Recruiting Tools: Are Teambuilding Measures Better or Less Suitable than Other Recruiting Methods? And dispense companies in terms of time or budget in favor of team building measures?
5. Theme talent pools: These are also currently being discussed heavily. This raises the question: Can companies still use the contacts they have made following such events? And how many applications come out on average at such an event?
6. How high do companies rate the significance of such an event with regard to the assessment of applicants? Maybe someone is great in their job, but just not available for team building measures ...

Conclusion

We were able to work out the following answers: Team buildingMeasures can other recruitingMethods, about the assessment center, not replace, but useful complete.

Team building is a great opportunity to get a first impression of applicants. And such measures actually help to attract interns or to build up a pool of potential applicants from which to draw on future recruiting measures.

And: in one Digital networked Welt is teamwork and everything Teamwork Asked by everyone, even among scientists, no one can afford the role of isolated specialist today.

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