HR Tech Europe: How Telekom Use Asynchronous Video Interviews To Enhance The Quality Of Their Recruitment

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  • 1. The$Why$ The$How$ The$So$What?$ Of$asynchronous$video$ interviewing$
  • 2. How$viasto$turned$ Deutsche$Telekom$ into$an$evangelist.$
  • 3. That‘s$us...$ Stephan$Grabmeier$ Un@l$05/2013$$ Head$of$Innova@on$$ &$Culture$Ini@a@ves$ Today:$Innova@on$Evangelist$ $and$Business$Angel$@viasto$ Sara$Lindemann$ $ Occupa@onal$Psychologist$&$ Consultant$for$Management$ Diagnos@cs$ $ Today:$Business$&$Client$ Development$@viasto$
  • 4. The$$ Why$
  • 5. ?
  • 6. $$ Let‘s$do$$ an$ experiment$ Marc-Stefan Brodbeck 12.05.11 7
  • 7. $$ (Do)$you$ know$ these$ guys?$ Marc-Stefan Brodbeck 12.05.11 8
  • 8. Larry%Ellison% Lu%Guanqiu% Net$Worth$$41b$$ #5$Forbes$List$ Net$Worth$$3.4$B$ #437$Forbes$List$ CEO$Oracle$ % $ $ Chairman$of$BoD$ Wanxiang$Group$% René%Obermann% Chairman$of$Execu@ve$ Board$at$Deutsche$ Telekom$AG$$ $ $
  • 9. $$ Now,$let‘s$$ have$a$look$ at$their$ CVs...$ Marc-Stefan Brodbeck 12.05.11 10
  • 10. Larry%Ellison% CEO$Oracle$ % Lu%Guanqiu% Wanxiang$Group$ René%Obermann% Chairman of Executive Board$ $ $ X X X ? ? !$Dropped$out$of$ !$Dropped$out$of$school$ !$Didn‘t$finish$his$ !%Never$obtained$any$ !%Original$profession:$ !%Highest$degree:$ unversity$twice$$ university$degree$ at$15$ Ironsmith$$ studies...$ appren@ceship$as$an$ industrial$clerk$
  • 11. Would$$ they$have$ passed$$ your$CV$ screening?$ $$ Marc-Stefan Brodbeck 12.05.11 12
  • 12. $$ Be$honest...$ Marc-Stefan Brodbeck 12.05.11 13
  • 13. The$tools$you$use$$ determine$$ the$candidates$$ you$get
  • 14. $$ Quality% Efficiency$ Employer$Branding$ Marc-Stefan Brodbeck 12.05.11 15
  • 15. The$how:$$ What$we$did$$ $ @$$ Deutsche$$ Telekom$AG$ $
  • 16. We$used$ competencyb based$ videointerviewing$
  • 17. START UP! An international Graduate Program 5000 recruiting for Our recruiting goals: 6 management board divisions International graduates Applications per year HR Chairman of Board Germany We‘re looking for: 50 Vacancies 1% DRC Hiring rate Finance women T-Systems Top Graduates with outstanding personalities
  • 18. During our evaluation period... Invitations many Evaluators were involved took part in videointerview 7-10 minutes per candidate
  • 19. Decision Rule Above cut-off score Assessment-Center
  • 20. Exemplary$ques@on...$ Imagine you meet your CEO in the elevator and he asks you about your opinion regarding the current strategic goals of the company ... What would you tell him?
  • 21. Candidates$in$a$structured$process$
  • 22. Evaluate$competenybbased$
  • 23. The$So$What?$
  • 24. Of$successful$candidates$in$AC$ would$have$been$missed$ without$videointerviewing$
  • 25. A$closer$look$at$ personnel$ diagnos@cs$b$$ Evalua@on$
  • 26. GENDER FAIRNESS Variable 1 CV Score 2 AVI Score 3 Invitation to AC 4 Success in AC 5 Gender 1 2 3 4 ,33** ,45** 0,28 0,14 ,67** 0,26 0,02 n.v. -0,08 5 0,01 N=123 !  competency-based !  fair
  • 27. Employer$Branding$ “(...) You should definitely go further with that way of getting to know your applicants. (...) you have a special innovative approach in my mind.“ Candidate‘s feedback after video interview$$ Positive feedback 1 critical feedback Improved image
  • 28. If$you$seek$the$ right%talent$ You$have$to$ use$the$$ right%tool...$
  • 29. Will$there$ s@ll$ be$ interviews$ in$2020?$
  • 30. Definitely.$
  • 31. But$ They$will$work$ completely$ different.$
  • 32. Sara%% Lindemann% Stephan%% Grabmeier% Head$of$Business$&$ Client$Development$ @viasto$ Innova@on$Evangelist$ &$Business$Angel$ @viasto$ % $ $ $ $ Stephan.Grabmeier@innova@on Sara.Lindemann@viasto.com$ bevangelists.com$ $ $ $ $ Some%of%our% clients...$