![\"Buzzword](\"http:\/\/www.viasto.com\/en\/files\/2014\/07\/2014-07-Buzzword-Bullshit-Bingo_EN.png\")
<\/a><\/p>\nNow for the ABC\u2019s of HR Buzzwords:
\n<\/span><\/h5>\nBEST PRACTICE:<\/strong> Means to take a practice or whatever that somehow worked at some point. Mostly, however, it turns out to be a worst practice in one\u2019s own firm.<\/p>\nBIG (fat) DATA:<\/strong> refers to the not-so-bright, who may have once claimed that “data is the oil of the 21st century”. Add in some endless spreadsheets turned pie-charts and you have this Buzzword. After all, why should someone think for themselves when they can get see results in a fancy power point presentation with said pie charts?<\/p>\nCANDIDATE EXPERIENCE:<\/strong> If you are a good recruiter, you should not only know what this means, but also have quite a good concept to ensure your candidates enjoy your hiring process! Candidate experience surely does not mean torturing applicants by confronting them with mean assessment center tasks.<\/p>\nCULTURAL FIT:<\/strong> This can be as easy as a candidate who is ready to work their @%$ off for low pay. By many companies definition of \u2018cultural fit\u2019, they would fulfill this criteria perfectly.<\/p>\nCORE COMPETENCE:<\/strong> Is used so often and in so many different contexts that it cannot be defined properly, even after intensive research and literature review.<\/p>\nDIVERSITY:<\/strong> Taken from a job posting of a large international group: “We hire the best talents, regardless of their cultural or ethnic origin, gender, religion or belief, disability, age, sexual identity or orientation ….”. In theory, this is undoubtedly a correct and important concept. In practice, organisations agree that it is important until they realise that they don\u2019t want to act on diversity and that it is actually a part of their PR scheme. (refers to: The NIMBY Effect<\/a><\/strong> – “Not in my back yard”). Read more about diversity here<\/a><\/strong>.<\/p>\nEMPLOYER BRAND:<\/strong> Either you treat employees better or pay them higher salaries instead — both are going to cost you. German companies know how to accomodate both: music videos with rapping interns. Can you believe it? Let’s talk about an efficient way to improve your employer brand!<\/p>\nINNOVATIVE:<\/strong> Is basically everything and everyone and we are most (besides from being really sustainable). The original definition of \u201cinnovative\u201d includes the words NEW and MEANINGFUL. If you\u2019re both, you have the right to call yourself innovative. If only one of them is not fulfilled \u2192 BUZZWORD<\/p>\nKPI:<\/strong> Stands for \u201cKey Performance Indicator\u201d. Keep in mind, that not all measurable rubbish must also be a key performance indicator. Surprisingly, this occurs quite often in the realm of BIG DATA. Perhaps it would also be interesting to measure your co-workers step length to get an idea of their chances of professional success. Maybe you were not aware of this correlation, but a German guy did some research on this… OMG.<\/p>\nMICRO MANAGEMENT:<\/strong> Activity of a pedantic know-it-all who gives the impression of having a complete absence of soft skills (see below)<\/p>\nMOBILE RECRUITING:<\/strong> So as to disallow the brain from doing any thinking (see our post on Digital Dementia<\/a><\/strong>), we now outsource recruiting activity to our little pocket computers. In doing so, we can now stalk candidates anytime, anywhere. Best for stalking IT experts on the go.<\/p>\n
BIG (fat) DATA:<\/strong> refers to the not-so-bright, who may have once claimed that “data is the oil of the 21st century”. Add in some endless spreadsheets turned pie-charts and you have this Buzzword. After all, why should someone think for themselves when they can get see results in a fancy power point presentation with said pie charts?<\/p>\n CANDIDATE EXPERIENCE:<\/strong> If you are a good recruiter, you should not only know what this means, but also have quite a good concept to ensure your candidates enjoy your hiring process! Candidate experience surely does not mean torturing applicants by confronting them with mean assessment center tasks.<\/p>\n CULTURAL FIT:<\/strong> This can be as easy as a candidate who is ready to work their @%$ off for low pay. By many companies definition of \u2018cultural fit\u2019, they would fulfill this criteria perfectly.<\/p>\n CORE COMPETENCE:<\/strong> Is used so often and in so many different contexts that it cannot be defined properly, even after intensive research and literature review.<\/p>\n DIVERSITY:<\/strong> Taken from a job posting of a large international group: “We hire the best talents, regardless of their cultural or ethnic origin, gender, religion or belief, disability, age, sexual identity or orientation ….”. In theory, this is undoubtedly a correct and important concept. In practice, organisations agree that it is important until they realise that they don\u2019t want to act on diversity and that it is actually a part of their PR scheme. (refers to: The NIMBY Effect<\/a><\/strong> – “Not in my back yard”). Read more about diversity here<\/a><\/strong>.<\/p>\n EMPLOYER BRAND:<\/strong> Either you treat employees better or pay them higher salaries instead — both are going to cost you. German companies know how to accomodate both: music videos with rapping interns. Can you believe it? Let’s talk about an efficient way to improve your employer brand!<\/p>\n INNOVATIVE:<\/strong> Is basically everything and everyone and we are most (besides from being really sustainable). The original definition of \u201cinnovative\u201d includes the words NEW and MEANINGFUL. If you\u2019re both, you have the right to call yourself innovative. If only one of them is not fulfilled \u2192 BUZZWORD<\/p>\n KPI:<\/strong> Stands for \u201cKey Performance Indicator\u201d. Keep in mind, that not all measurable rubbish must also be a key performance indicator. Surprisingly, this occurs quite often in the realm of BIG DATA. Perhaps it would also be interesting to measure your co-workers step length to get an idea of their chances of professional success. Maybe you were not aware of this correlation, but a German guy did some research on this… OMG.<\/p>\n MICRO MANAGEMENT:<\/strong> Activity of a pedantic know-it-all who gives the impression of having a complete absence of soft skills (see below)<\/p>\n MOBILE RECRUITING:<\/strong> So as to disallow the brain from doing any thinking (see our post on Digital Dementia<\/a><\/strong>), we now outsource recruiting activity to our little pocket computers. In doing so, we can now stalk candidates anytime, anywhere. Best for stalking IT experts on the go.<\/p>\n