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

WHO IS STEFANIE STANISLAWSKI?
She is an advocate for three causes: Millennials, Women at the Workplace and the Future of Work. She has an ongoing project for each topic: she’s the CEO of Predictive People, a software that uses an AI algorithm to identify disengagement patterns in employees; she’s the Head of Innovation at Catenon Worldwide Executive Search; she’s a blogger and an international speaker creator of Proudly Millennial.com, and she’s the German Ambassador of Vital Voices.
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
• Linkedin: / stefaniestanislawski
• Facebook: PredictivePA/
• www.predictive-people.com She is an advocate for three causes: Millennials, Women at the Workplace and the Future of Work. She has an ongoing project for each topic: she’s the CEO of Predictive People, a software that uses an AI algorithm to identify disengagement patterns in employees; she’s the Head of Innovation at Catenon Worldwide Executive Search; she’s a blogger and an international speaker creator of Proudly Millennial.com, and she’s the German Ambassador of Vital Voices. 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.
This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at www.ted.com/tedx

[@victorwestmann]

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

[@susuilu]

couldnt agree more

[@jodhujo00]

yup

[@avnishmishra7334]

Totally agree with you, but in today's environment company have to take these steps to identify the problem using AI and ML as common survey don't work coz employee feels that they might get targeted due to clear(negative in many cases) response.

[@CarlosSaltos]

Yes, that should be the first approach ... but when it fails (because you simply have thousands of employees or because the environment is so poisoned with lack of trust) then you may give a try to AI (not the holy grail, of course not, but a possible solution worth to try) and then push to rescue the human part and trust always !!

[@AswollAlpaca]

too bad that doesn't work. You want me to invest into you? then invest me.

[@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.

[@rc....]

What is HR's role and whose role is recruiting?

[@caribbeanwanderer7817]

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.

[@swetangkumarpanchal1364]

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.

[@arturo_eliash]

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

[@rgangan84]

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.

[@aewcontrol2984]

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.

[@CHESSTVINDIA]

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

[@udaynataraaj2390]

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

[@motionworksmedia1197]

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.

[@aleroinc]

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

[@natassiamatin9121]

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?

[@DAcutech]

The answer is in the question itself. Sub-par work is almost always negatively correlated to job-dissatisfaction.

[@samsamyiu]

Great inspiration. I am her fan now

[@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.

[@stanislavefimov7343]

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.

[@shilpamishra2939]

Key words are impressive

[@Xbox360Barbados]

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

[@Aznswordsman007]

Nice, you invented an algorism to monitor employee, despite you mentioned the word about privacy once, you never addressed how to deal with it. Also, your algorism may be efficient in theory, I wonder how employee feel about it after they learn there is an algorism watching over them everyday at work. I think North Korea would love this algorism.

[@achernev]

Good idea 👍

[@Pavankumar-sv5fo]

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

[@gabrielapiccott3397]

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

[@rajjoshi2803]

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.

[@ripcaswell7028]

That is why I always put emoticons into my resumes. This is good avice thank you Mrs. AI lady. Have a great day.

[@christinawilliams5371]

Resumes are formal. You shouldn't be using them on a resume. For the majority of jobs, it wouldn't be appropriate.

[@mattt611]

She literally said emoticons in formal papers are a sign of immaturity. Don't do that my dude.

[@jenmanarpiis2425]

I like this talk maybe other people was just focusing on the way she speaks but not on message she wants to deliver

[@abdelraheemali8285]

Thanks a lot

[@charlesjayatilaka6952]

Brilliant content! :D

[@liftingthehumanity5184]

I don’t understand why TedEx invited her to talk here. She is on Linkedin and she has a graduate degree in System Engineering (technical) in 2011; agreed that she has good communication skills but this speech is just not acceptable. I am into recruitment for more tha 6 years now and I don’t agree on many points.

[@farazzubairi5265]

It would be better if you can be more specific

[@atul444]

Forget about agreeing with her... where is she talking about the AI model helping in recruitment? She is just blah blah about her Algorithm.... Has her topic been AI and predictive analytics... this talk would have been ok... but it has nothing to do with recruitment...

[@abhisheksharma8864]

@ Indi K - I completely agree with you. She is just promoting her algorithm and spoke about that and was no where near the actual recruitment practices as per the topic of her discussion. My View - This could have been done on other platforms in a different ways under different agenda. Unfortunately she proved irrelevant to the topic. p.s. Will give her marks for using smart fillers in there.

[@sofiasaez1322]

tedEx invited her because she clearly has. potential, besides having a brain and a heart, do not blame her if you are not able to stand out and getting an invitation from TedEx... so rude

[@sooos50005]

I have the same idea BUT There is a thin line between business intelligence and spying on your employees although it would add value to HR and business ... Your choice

[@verdande1983]

I was thinking kind of the same. It is not invading their privacy. I know that if they use the chat of the company "maybe" they can use the date if they sign a policy but, the other question is what happen if the employee does not talk about her feelings in the company with their peers, from where does she obtain that information, and how she obtain information about the employees searching for anothers recruiters on internet...Clearly that is using the personnal data.

[@bigimportantman1544]

Any organization that relies on AI algorithms to identify when people are ready to leave is a poaching target.

[@saprecruitershub]

great.

[@JONACAN]

I like how Stefanie referes to the employee in her scenarios as "He" or "Bob" in this lecture. Bit steriotypical of her, unless it's males mostly one presumes Stefanie already has qualitative and quantititative data suggesting so.. :)

[@ripcaswell7028]

You're right women are great employees. Thanks for you response, have a great day.

[@TAROTDREAMS1313]

Brilliant 🌟

[@sjandrewrock]

I clicked because of the thumbnail. She's so cute 😍

[@ripcaswell7028]

Thanks Ken that is very kind thing to say. I appreciate your comment. Have a great day and recruit well.

[@barfyman-wn3id]

Beautiful knockers

[@schroderusbodys6072]

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

[@muhammadbilal8921]

Great

[@Shutou7]

Great pitch. Is her product on QVC?

[@kadzmoney]

None of these work and they are soooo low... Trust me I am a recruiter.

[@evilgrin07]

I don't under stand women at the workplace seems gender bias. Shouldn't companies not be discriminate in age, race and GENDER? Wouldn't that be like me starting an organization called Youngins. ;)~

[@mani5200]

This system sounds great but companies could use this info for layoffs

[@vinoco52]

To awnser on your first question yes I am currently in one. 😁

[@smart4232]

Nah, the companies itself mostly do have so much problems and it’s pretty obvious, but to change, it is a longer process, a process that costs a lot of money. Some problems are simple: be fair to every employee, don’t pick your bodies around you…nah. Pay fair especially to that much work some employees are getting done, nah. Next is waiting, right…the companies deserved that recruiting problem! Forget the algorithms, check anonymously what is going wrong…but huuuuh, the truth hurts!

[@noormohamed3272]

AI deals with repitetive task in recruitment strategy does not work

[@MichaelScott-cd4go]

lot of rude comments, she's cute though

[@sofiasaez1322]

she is the best :)

[@JaySmurkzTV]

Phwwoooaar, hard to concentrate when you're speaking love. But very good points!

[@ELJohnB83]

This is hard to watch. She lacked passion and wasn't well prepared for this presentation or topic. Too bad-it is very interesting and necessary.

[@StefanieStami]

John Benavides I was soooo tired. I gave birth to my baby 3 weeks before this talk. You can totally tell 🤦🏻‍♀️

[@MoochnNique]

Stefanie Stanislawski you did great!

[@sofiasaez1322]

she completely rocked it, you should give birth John...

[@KevsGuide]

@@StefanieStami amazing and congrats

[@jeremiahweaver4677]

She talked about a whole lot of nothing

[@this_mfr]

"A lack of typos can be a sign of perfectionism." Wtf? ORRRR...just hear me out here....ORRRRR... it can be that the person takes pride in their work, likes to do things correctly, and is responsible and conscientious of others who want to read a nice, well-written email or document that isn't distracting from the document's purpose by redirecting the reader's attention to annoying typos. And people with low emotional intelligence are more likely to use words like "stressed" and "angry"? That is not just false, but the reverse opposite of how emotionally intelligent people speak. Emotionally intelligent people are aware of their emotions and speak about them, and are often more stressed and angry at those around them who are not emotionally intelligent and therefore constantly causing problems for everyone around them due to their lack of conscientiousness. Where did this woman get her data??

[@Michael-jq1hl]

An emotional intelligent people is able to put things in perspective and understand that being angry is not healthy. Most people that believe to be emotionally stable are just very pretentious.

[@this_mfr]

@@Michael-jq1hl Not true at all. Emotionally intelligent people are aware the anger is an emotion created by unsatisfactory circumstances or negative, damaging behavior from others. Anger can be channeled and understood so an emotionally intelligent person can take action to correct whatever is causing it. Therefore, emotionally intelligent people use words like anger to describe how they feel so thay they can deal with the emotion in a healthy manner. People lacking emotional intelligence will deny they are angry while in the midst of a fit of rage attacking people.

[@Michael-jq1hl]

@@this_mfr no sorry, that's the pretentious emotionally intelligent people. The real ones understand that anger is not helpful and feel it in very specific circumstances that they are able to recognise. If you are often angry then you are not emotionally healthy or intelligent. If you are angry because the neighbors are making noise in the middle of the night it means that instead of solving the issue straight away you waited until it became unbearable. If it became unbearable very fast, than you are literally emotionally unstable. If you go to your neighbor as soon as you understand that the noise will make you angry, that's when you are emotionally intelligent. This works for every situation. If you wait to be angry before solving an issue with your colleague than you are not emotionally intelligent, while when you recognise that it might be a source of anger and solve it before it becomes one, than that's the sign you are looking for.

[@this_mfr]

@@Michael-jq1hl You have made massive assumptions that severely and unrealistically oversimplify real life scenarios. You are literally saying a person should never, or rarely, experience anger. This is laughably ridiculous and means that a person is not properly experiencing emotions that are specifically built into the human brain to help us solve problems and keep us alive. If your child is murdered, should you not feel anger? If you address the noise issue with your neighbor, and they in turn attack you or damage your property, should you not feel anger? If you are beaten, should you not feel anger? If someone cheats and steals from you, should you not feel anger? Anger is the emotional version of pain that keeps us from getting hurt again in the future. It motivates a person to change or solve problems or seek justice. Your example of the neighbor is proof that anger motivates you to avoid it and solve the problem. You, quite literally, oversimplified a situation and then proved my point for me - the same point you are trying to disprove 🤣 Tbh, your words strike me as exactly the type of thing a narcissist or sociopath would say to gaslight or manipulate someone by shaming them for their emotions and making them feel that their reality is not their reality. 🙃

[@Michael-jq1hl]

@@this_mfr she was talking about people that use often the word anger. Do you often get beaten, or do people often kill your child? What about having the neighbors attack you or random people steal from you? She was talking about using "anger" often. If you believe that emotionally intelligent people should be angry in those specific cases than we are agreeing, but you can't tell me that those things happen often.

[@ibrahimpolat2961]

Abla ödevimsinn

[@hermanvalerobellorin4243]

0

[@rudenickz]

talk itself is biased

[@gitbuh12345qwerty]

geeze, no wonder I can't get a job. This is a vague excuse to not hire somebody based on race, economic status, "history" and another red flags the "algorithm" might raise. Talk about offloading responsibility.

[@xunii34]

Bland. Boring.

[@NandKumar-qq3xk]

Wee each one carrying my past family records with present reports flash back once on ours screen of table as my chromosome and insides secret code written with myself present writings " it is screen of ours Booss on table"

[@Dreamer-79]

Sounds great… but human nature trumps logic.

[@liftingthehumanity5184]

Doesn’t make sense... a lot of points

[@MoochnNique]

Indi K it makes sense, she just needed to wrap it up in layman’s terms at the finale.

[@sofiasaez1322]

listen closely and watch it again maybe ?

[@singhco]

She is using tricks

[@e.r.9905]

brain washing..

[@bobserrano8130]

Creepy

[@gopikrishnankp]

Weird accent!

[@andreacardona3906]

that is different from yours does not mean is weird