Consistency in the application process means that all candidates go through the same process. It is about opportunity and not about the right to the same result. This may sound self-evident, but it does not have to. Consistency also includes the final assessment, such as personal interview guidelines, so that comparability is ensured.[Read more…]
Search Results for: diversity
Want to expand your talent pool and try global recruitment? Don’t know exactly how to do it? Read on to find out how international media company Bertelsmann does it..[Read more…]
Although it is common use in Germany to add a photo to one’s application, it is still condemned as unfair and discriminatory.
From a scientific and practical point of view, this argument is unsustainable. The reasons for this have been discussed in our blog fairly often and we have even crafted a white paper on that subject. But the real question is, what do the candidates think? Do they, especially those with migrant backgrounds, want to conceal this type of personal information? Or would they like to reveal more of themselves so they are not simply reduced to the facts on their CV?[Read more…]
Do you know Thomas Watson? He was the guy who infamously estimated the world market for computers to be “maybe five“. And we all know that he didn’t mean 5 billion, which was the number of computers (incl. laptops, tables and smartphones) used in 2010.
Nonetheless, when it comes to introducing innovation into your company, there will always be people who don’t believe in modern technology and bring all sorts of (sometimes funny) arguments against it. We want to help you debunk some of those. So, regarding video interviewing technology, here are our top six![Read more…]
There are even more useful instruments in personnel selection than graphology or astrology, who would have guessed? Especially efficient is the name psychology. Whoever feels like screening CVs, sending candidates to assessment tests or conducting job interviews is nothing more than a waste of time: listen up! Especially in Germany, there is a huge bias with regard to candidates’ forenames. Recruiters happen to judge applicants depending on their forenames, representing – consciously or unconsciously – certain social standards.[Read more…]
Who doesn’t know the feeling… these endless meetings, in which boring presentations are held. Precious time that you could use to do something else. And the worst is that these presentations contain plenty of buzzwords that you hear everyday. So, how can you possibly benefit from this time-wasting moments in your work life?[Read more…]
Reality is sometimes hard to digest: Many well-designed recruiting processes fail because there is no communication with the applicant. You want to invite your candidates to an online test? What will you do if they know nothing about this invitation and consider your mail, sent from your unknown test system, as spam? This is just one example of lacking candidate communication which can have devastating effects on your recruiting success. Providing a positive candidate experience is crucial to keep talents in the process.[Read more…]
Should you take into account your candidates’ facebook profiles for hiring decisions ? How valuable is this kind of information? This is one of the most discussed topics among HR managers, especially with regards to Facebook.[Read more…]
We are proud to share that viasto has won the HR Excellence Award together with Deutsche Telekom for the project “Diversity in recruiting with diagnostically sound video interviews”.[Read more…]