Talent 5.0 - Taking Recruitment Practices to a New Level | Stefanie Stanislawski | TEDxUniMannheim

WHO IS STEFANIE STANISLAWSKI?
Throughout her career she has consistently found ways to be a connector: between women and HR, HR and Millennials, and Millennials and the future of the workplace as we know it.
WHAT IS HER TEDx TALK ABOUT?
Stefanie goes through some of her most recent research on how the workplace is changing, becoming something out of the ordinary, and how the recruitment process will be in the upcoming years. From technology to people, the best companies are starting to embrace the fact that “talent is their most important asset” and they’re just trying to figure out how to access and keep the best individuals by building smarter, unique and closer organizations with the use of analytics, top technology and top performers.
For more information about her, just check out her social media accounts.
• Twitter: @sstami8

[victorwestmann]

There is no need for algorithms... talk to your employees openly and humanly. Engage with them.

[caribbeanwanderer]

I've got to give her respect for giving a speech like this in English, which is clearly not her native language. Public speaking is very difficult to master, especially with managing nerves.

[zeedeo_]

1. Your vision defines your career.
2. HR is not = recruiter role
3. Anyone should start to engage with any future potential employer or recruiter from day1
4. Keep networking and keep learning new trends
5. Value should always prevail.

[arturo_eliash]

Im amazed about the dominance of scenery, voice and corporal countrol and communications skills you have

[swetangkumarpanchal]

00:19 Job satisfaction and commitment are low worldwide due to outdated practices and unconscious bias
01:51 Graph shows the relationship between challenging authority and consensus ness levels over time
03:30 Emotional intelligence affects language use
05:11 Text mining and personality models help predict employee disengagement and improve recruitment
06:43 Applying artificial intelligence to recruitment process can increase accuracy of selecting job candidates by more than 50%
08:17 Address employee retention to avoid sudden resignations
09:41 Using algorithms in HR processes can predict employee behavior and improve recruitment
11:17 HR teams are essential for human connections in companies.
Crafted by Merlin AI.

[rgangan]

Decision making process needs to be boosted in recruitment process with new trends, for e.g. Conduct a mock sales test for candidate, by offering them a challenging business scenario which needs to be resolved by them with their sales skills, problem soliving skills, customer relationship management skills, etc. It will help to the company, to identify, invest & retain right match for the role and nurthur the talent with required training and development sessions along with final round of negotiation. Written assessment tests, group interview rounds, other hierarchy wise interview sessions etc. are time consuming recruitment process, still exists among the multinational companies.

[udaynataraaj]

Genuine insights by young lady....the micro observations she made were stunning and factual

[natassiamatin]

Behavioral Organization is worthy of an area to find predictive models for the pre-hire process of matching or providing the symbiosis. You never explained why the employee became increasingly more combative and is there really a correlation between that and sub-par work?

[aewcontrol]

you know what they say, people quit managers not jobs, managers should study themselves, and adjust to the people not other way around. This talk does not include the organization strategy and how it will impact the worker's motivation, what if the company is just trying to look profitable for a M&A or a yard sale or it is just a company run by objectives only(profits) while highly leveraged, any great matching highly qualified person will have an woeful time in that company.

[Pavankumar-svfo]

Hi

Liked the concept and the way you put it. I don't think why people are worried about the way you presented (i liked it though) instead of focusing on what you said. But Just wanna know how do we know when one becomes disinterested... Is there any research that proves links words usage with it? The same goes with other bevaior predictions too....

I don't think we can build a model of this sort based on our assumptions/ opinions. Let me know the reasearches you are referring to, if you have any referred to

[motionworksmedia]

Some valid points. I think if you approach employees in a human way, you always get better results. We try and incorporate a human approach to connecting to our audience via video and not analytics. It is not easy but if you change the way people view your brand, they may be more inclined to join and stay.

[XboxBarbados]

Interesting presentation. What is the name of this program you speak of and where can it be found?

[pcofranc]

AI could introduce accountability to break the cycle of A's higher B's and B's hire C's and D's hire... in short an answer to it's not WHAT you know (or can do) but WHO you know. This can improve culture which will boost retention.

[stanislavefimov]

The subject of the report is very interesting. But I'm surprised at the speaker's ability to talk around the topic, but not reveal the subject itself. Other sources did not add clarity.

[CHESSTVINDIA]

I am a Corporate Talent Acquisition Consultant from past 8 Years... Great video with lots of sense.. You are a Beauty with brain.. 🙂

[SnoopyDoofie]

Cool algorithm but do you really need one? If you do, you are really out of touch with your employees. Having an algorithm tool is just a lazy employer's way of saying that they really don't care about their employees.

[gabrielapiccott]

She is just selling her AI product
I think AI Can help with repetitive tasks

[aleroinc]

AI will never replace a human eye/experience sourcer to recruit top talent for companies.

[rajjoshi]

AI will change the way we work, but there is still a lot to work out. Most AI is narrow AI (algorithms doing one task at a time) and not matrix style intelligence.

[schroderusbodys]

Ei voi muuta sanoa kuin että jos se robotti ei ala sieltä googlelta lähteä tai palkkaa tulemaan niin minä laitan teidän robotit pyörimään toiseen suuntaan ja vielä keikkuun sivuttainkin niin lyödään se pakka kunnolla sekaisin. Kai minä nyt sen osaan koska se on minusta lähtöisinkin. Sillä yksikään firma ei varasta minun yli kymmenen vuoden työtä tuosta nuin vain. Elkää ihmiset luottako mitä teille luvataan. T Domainsman