Although it is almost always used in recruiting, CVs have a dramatic impact on fairness and are clearly vulnerable to inequality. A study has shown that applicants with a Turkish name have a 10% lower probability of being invited to an interview, than those with a German name with the same qualifications (Kaas & Manger, 2012).[Read more…]
Search Results for: diversity
Companies with a diverse workforce perform better. A 2009 study by McKinsey shows a connection between gender diversity and financial performance of a company: a company in which the management is gender diverse (more than 30% women in top management of the company), for example, had a 53 % better EBIT margin. So far so good.[Read more…]
Diversity is the word on everyone’s lips. It shows up in discussions about gender, the demographic change, or the discrimination workers with migrant backgrounds are facing. Also being talked about are some ways companies can mitigate this problem. Some suggestions – especially in Germany – have been anonymous applications and quotas for women.[Read more…]
Companies with a diverse workforce perform better. What does diversity mean, actually? For personnel selection, it means equal opportunities for all candidates, fair and equal treatment, and selection based on objective criteria. All applicants should have the same chance to succeed.[Read more…]
Everyone’s talking about diversity and equal opportunity. All job applicants having the same chance to make it through the recruitment process, no matter if they’re Turkish or German, male or female, pretty or not. Has this wish become a reality?[Read more…]
If you want to make a difference in your work and share our belief that recruiting can be made a whole lot better, then we should talk! We’re always looking for talented and motivated team members with a hands-on approach and an ambition to succeed. Whether you start as an intern or Vice President with us, each team member brings commitment and passion in the implementation of our vision and can take over responsibility from day one. We are looking for Software Developers, Sales Consultants, Marketing Experts, Product Managers and more. If you’re a student or graduate within fields of psychology, AI and Machine Learning or related ones, do not hesitate to reach out!
6 Reasons to work for viasto
ValuesGetting stuck in problems and indulging in them? Acting without considering what follows? Always agreeing and not challenging the status-quo? This is not us and we challenge each other every day to actually do the opposite by living our values: We only deliver what we believe in. We rather focus on results, not activities or problems. We love to think big and are ambitious but at the same time make sure that our milestones are realistic. We don’t blindly agree with each other but prefer a constructive challenge. Because we do give a shit. Because we are committed to going the extra mile. And we do consider the consequences of our actions. Our values sound good to you? Then you might enjoy working with us!
International and diverse teamWe are an international team with colleagues from over 8 different nations. That’s why our company language is English. We support the Charta of Diversity (read more) and welcome everybody whose values correspond to ours and whose skills match our positions.
Agility and GrowthAs we want to achieve the best results for our product and our customers, we work in agile teams. We use modern tools such as Jira to keep track of our tasks. Our developers follow Scrum. Not only we as a company want to grow, we want you to grow as well. That is why we have implemented regular feedback sessions. Together with you we create your individual talent and development plan that aligns with the company goals so that you have a clear career path. You can make use of your own annual training budget in a way that it’s beneficial for you and viasto.
Team events and other benefitsWe love our job but we also enjoy our lives. A good life balance is important to us. You have the possibility to do home office or also work remotely, if the situation allows it. We cover the costs of your monthly public transport ticket. Especially in our Senior positions, you have the possibility to get employee stock options (ESOP) of viasto. We have monthly events like team lunches, visits to Alba basketball games, summer afterwork rooftop BBQs, laser tag events etc. Once a quarter we do an offsite team event (especially during winter we happily escape to the sunny South). Last but not least, it goes without saying that we offer free water, coffee, tea, soft drinks as well as fresh fruits and veggies.
Ownership and accountabilityWe want to grant you the chance to bring in your ideas – not only within your own team but also for the company as a whole. That is why we foster an ownership thought and mentality that results in accountabilities for each position and role, based on your skillset. Regardless of your position, you will have the possibility to grab responsibility and ownership around every corner. Participate in projects that are not directly related to your “department”, as we distance ourselves from a silo-mentality: We wish for each of you to help us shape the face and soul of viasto!
“Deutsche Telekom AG” – A global player
As an international company, the German Telekom employs about 230,000 people and brings together a wide variety of cultures, ideas and talents. One major goal of Telekom ist to make this diversity the source of creativity and innovation, and to implement this in their recruitment process.
Promoting diversity in personnel selection
To proactively promote diversity through recruitment processes, Telekom use innovative tools like the interview suite. Modern recruiting methods aim to attract talent that can successfully manage the future challenges of a global player. International recruitment is key in achieving this.
Discovering & attracting talent and personalities
The junior staff program „Start up!“ Telekom has been implemented to recruit highly qualified graduates with an exceptional personality for seven management areas. There are about 5000 applications coming in each year for around 50 vacancies. Telekom is facing the challenge to reliably identify the best talent and to ensure an efficient process for everyone involved. Using innovative tools like the interview suite, Telekom enhance their positioning as an innovator and visionary global player with their international and technology‐ savvy audience.
20% hidden talents discovered
Positioning as an innovative employer
Competencies already observed and evaluated in preselection
Using pre-recorded video interviews significantly optimised evaluation in preselection. The video-based answers allow a reliable assessment of different candidate profiles. Since the video interview allows assessment of critical skills such as communication skills, customer orientation and values and expertise, the right candidate can be invited to an assessment centre.
Fair candidate selection through clear evaluations
The evaluation of the use of the interview suite also showed: video-based preselection is fair and the evaluation of candidates is objective, since each candidate is evaluated based on the same pre-determined competences. The efficient integration of different evaluators in a “multi-rater principle” supports the fairness and objectivity of the selection of the interview suite.
Efficient preselection while maintaining the highest standards of quality
Since the candidates take the video interviews independently, coordination of appointments and time investment for implementation is no longer an issue. The evaluation of structured video interviews are performed by independent evaluators who can log in at any time to the interview suite. Eliminating this entire schedule coordination process accelerates the hiring process significantly.
German Telekom has also recorded a short intro video, in which the contact person of the “Start up!” program introduces themselves to the candidates.
Candidates can view these videos before their video interview in peace. Here, 123 candidates experienced an authentic insight into the working environment and company culture of Telekom.
Talent Meets Bertelsmann: An exciting event with enthusiastic participantsThe Employer Branding Event “Talent Meets Bertelsmann” (TMB) is part of the award-winning employer branding campaign “Create Your Own Career”. 2013 was the first time in which the event was conducted with a focus on international students. The aim was to invite potential talents from around the world to its office in Berlin and to inform them about the various career opportunities within Bertelsmann. TMB participants met around 80 international company executives and executive board members and took part in challenging workshops.
Discovering the best talents within a few daysThe first international edition of the event was accompanied by a new marketing and recruiting strategy, with marketing activities focusing on excellent business schools in the European core countries of Bertelsmann such as the UK, Spain and France. For efficiency reasons, candidate selection was to be centralised in Germany. Bertelsmann decided to use viasto’s pre-recorded video interviews to select the best candidates from an international pool of applicants.
Over 90% completion rate
Screening in a shorter time
Digital Employer Brand
Gaining a reliable personal impression of every interesting candidateThe recruiters were faced with the challenge of identifying the 60 most promising candidates out of several hundred applications. Using viasto’s interview suite, they were easily able to obtain a personal and professional impression of their international applicants, across borders and time zones. They managed to easily and reliably identify candidates with excellent English skills and a high affinity for media, who perfectly fit into Bertelsmann‘s company culture.
Fair and objective pre-selection of international talentsAs the video interviews are highly structured, all applicants answered the same questions and had the same preparation and answering time. Each candidate, regardless of their place of residence, was objectively evaluated according to identical criteria. Therefore, each candidate had the same chance to convince the recruiter of their competencies. Pre-recorded video interviews meet all the requirements of personal diagnostics as they are highly structured. Especially when it comes to selecting international candidates, it is crucial to establish and respect uniform quality standards to guarantee maximum diversity. This is exactly what the interview suite does.
Showing personality: candidates appreciate flexibility in the recruitment processThe figures demonstrate the high acceptance of the tool: around 90% of the 121 applicants completed their video interview. Studies conducted by Bertelsmann show that candidates highly appreciate the chance to show their personality, as well as the ability to record the video interview at their convenience. Also, time zones were no longer an issue. Bertelsmann could easily invite candidates from all over the world to the video interview – and candidates were enthusiastic about this opportunity.
Bertelsmann is boosting its image as a ‘digital’ companyThanks to the interview suite, Bertelsmann is enhancing its image as a modern and digital employer. Using pre-recorded video interviews for its recruitment, it positively influences the image that candidates have of the recruitment process and, more generally, of the company.
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…]