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By Wolfgang Brickwedde (More) • Last updated on October 11.03.2024, XNUMX • First published on 05.10.2016/XNUMX/XNUMX • So far 8165 readers, 1799 social media shares Likes & Reviews (5 / 5) • Read & write comments
Big data, algorithms, matching and co could do just that SME help, highly qualified Employees to find. There are numerous cheap ones, especially for SMEs Solutions available. 6 tools at a glance.
The life of Susanne E., recruiter at Company FerroSteel, a Companys with 458 employees in the Swabian Alb, has become so much nicer and easier since “colleague computer” has helped: Your job advertisement texts are optimized online so that you can read more Resonance receives or according to the new diversity program Women more successfully.
A push of a button is enough and the optimized job advertisement is distributed to over 250 job exchanges and the Candidate report. Their CVs are automatically read out and entered in the appropriate fields in their applicant management system.
Then Susanne E. gets 10 clock per eMail a fresh set of potential candidates who fit their profiles without having to do anything. Another software gives her suggestions on which of her jobs the applicant profiles would fit.
she looks at herself fast what kind of personality profile the potential applicants have, considers whether they Team and fit into the company. Then she decides on the basis of the Email-Suggestions from the personality profile software how to use the Candidates best responds. The opening and response rates of the addressees are recorded in real time and Susanne E. tweaks the subject line a bit so that the response rate is above average.
If this is not enough, she can access a talent pool of over 1,5 billion profiles from which she can quickly find the matching profiles and additionally the probabilities for her change and relocation.
Within the selection the applicant helps her an automated phone interview software that the formerly necessary Assessment-Center with a 20-minute "robot phone interview."
In the past it was all much more complicated, and due to the large amount of manual work, it was also prone to errors and less objective. Now Susanne E. has more time to discuss the challenges of the vacancies, the labor market situation and the recruiting strategy with her line manager. Overall, with her work situation, she is more than satisfied.
The whole thing sounds like pie in the sky or just something for corporations? All the options presented are already available today, some even free of charge. “Robot Recruiting” is the keyword. But what is behind the buzzword?
With the Term Robot recruiting describes a partial automation and support of the recruiting process. In some cases, the media describe this as if the jobs would soon no longer be the same HRbut assign an algorithm. It is not that far yet.
Perhaps you can look at it analogously to driving a car: There are more and more driver assistance systems that make it easier to get from A to B. Autonomous driving is just around the corner. But there is also a crucial difference: When driving from A to B, the car mainly communicates with other things – other cars, traffic signs, crash barriers or traffic jam reports. Always communicate when recruiting People commonality. In this respect, the analogy of driver assistance systems fits better.
An important part of robotic recruiting is the use of big data or smart data (since this includes the possibility of using big data). Algorithms support the efficiency of Big Data applications. Matching (jobs with applicants or vice versa and applicants with corporate cultures) is based on algorithms, for example.
In sum, there are some free and cost-effective solutions that SMEs can also use to digitize their recruiting processes.
Recruiting is increasingly caught between man and machine. But if you want to carry out a process computer-aided, then you should use the successful ones Strategies know, otherwise you only reproduce a bad recruiting process digitally. The result is then not ideal for either humans or machines.
Only one in five SMEs know in detail the source of the settings. In other words, most companies today do not know what has worked in recruitment and what is not. And if you do not know the success patterns, you can not depict them as computer-assisted.
Wolfgang Brickwedde is Director of the Institute for Competitive Recruiting in Heidelberg. All texts by Wolfgang Brickwedde.
Automation ahead everywhere, the requirements of personnel departments will be safely moved within 15-20 years for the equipment, robotics and more and more in everyday life and not only in the heavy industry. Also, we are surprised that in a short time we will work robots.
This will surely be the case in a wide range of industries.
6 tools for robot recruiting in medium-sized businesses: hired by robots? by Wolfgang Brickwedde ... - Recommended contribution oXfu6QysOh #Profile #Development
6 Tools for Robot Recruiting in SMEs: Set by Robot? from Wolfgang ... via BERUFEBILDER - Recommended contribution iHxWcSlFAA
6 Tools for Robot Recruiting in SMEs: Set by Robot? from Wolfgang ... via BERUFEBILDER - Recommended contribution A2YJEKfWTx
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