Amazons at War for Talents

From Jannis Tsalikis's blog post: Amazonen im War for Talents

Coming Up! The golden Mangel of HR Communication is awarded December 4th, 2013.
Awards will be given to the winner of the greatest disturbings of external HR Communication. In the categories: The most discouraging job-ad, the most horrible career-video, the most unattractive career site, the worst social media presence. 

Be there, when employers send their amazons to the war for talents and other senseless wonder works on the world wide web are shown and celebrated. For now, here is the promised and newest anonymously sent in video.  

The Countdown is running!  Till November 15th you can mail your entry to pfuipfuipfui@goldene-runkelruebe.de. Exact time and place for the award will be announced in time. Save the date and stay tuned!

Jannis

World Sensation! Coming Up: Golden Mangel Award! Participate now!

Translated from Jannis Tsalikis's blog entry: Weltsensation! Verleihung der goldenen Runkelrübe! Jetzt mitmachen!

Don't you feel surrounded by weird or bad Recruiting Communication sometimes too often, also? If you do, it is time to deploy public shame! A few entries have reached us already. Yet, we want more! 

Be there when the first Goldene Runkelrübe (Golden Mangel Award) for the best worst Personnel Marketing Mean is given.  (This award will be awarded wether liked or not - the Golden Raspberry of HR ;)










Everybody is allowed to participate and submit! Let it be Company Representatives, Service Provider, Applicants, whatever. Your vote counts. Anonymously of course!

Submit your entry of personal personnel abomination of external HR Communication till 15th November 2013. Following categories are awarded:

• The discouraging job-ad
• The worst or most embarassing career vdeo
• The most unattractive Career Website
• The most failed Social Media-Presence

We are awaiting your submissions at pfuipfuipfui@goldene-runkelruebe.de!

The award show will take place 4th December (ca. 11 P.M.) in Berlin. Stay tuned. It is going to be a blast!


JT

How do job starters want to work?

Translated from Ralf Junge's blog entry: Wie wollen Berufseinsteiger arbeiten?

In my last post of the Us-Dissidents Series I was looking for answers to the question, if - the young job starters - need to be labeled. Today I am asking: How do these young starters actually want to work? 

Actually it is quite simple - we want to work self-determined and flexible, not necessarily bound to work hours and - place. Apparently there is a revision and rethinking at companies. The other day I just read an article in Karriere Spiegel written about "Job Sharing". Private occasions, photos, music or videos, nowadays we pretty much share (almost) everything - why not the job as well? Job Sharing is a concept of part-time working. One position is staffed by two workers (in part-time), sharing all tasks and having less than 40 hours a week to sit at the desk. Tasks and working hours are splitted between both workers. According to Karriere Spiegel this model of part-time working was excercized by about 20 Percent of companies in 2009. 

"Companies experiment with such things", said Susanne Schwarz, Head of human Resources at Exozet Berlin. I have met Susanne at the HR Bar Camp this year as she spoke about flexible workplace engeneering. Some of her Colleagues work abroad - practically in home office. This is possible as well and companies discover these kind of techniques working for them - literally. 

Now does this mean I want to persuade you to change your way of workplace and working hours radically? No. This would be a (few) step to far for now. But, I would like to inspire you to consider thinking beyond the the regular and conventional  possibilities of conditions designing regarding a job. Susanne Schwarz told me in a conversation: "The Management has to change, meaning, the way how they lead their employees. It needs to be more even and transparent. And this hierarchical Up-to-down delegation won't exist anymore hopefully. This is eaxactly what the young generation demands"

Exactly! We want to walk the discourse together and think about and realize possibilities, opportunities and changes, you name it, together! Talking to us on eye-to-eye level is important to us. And so should be our opinion to you as well. This is how we would liek to create a transparent company and working atmosphere in which we actually like to work at and everybody's attribution is contributing to the companies success.  

Do-Gooder. Dream Dancer. Waverer. Work-Refuser. These are merely a few names current career beginners are titled with often - describing the legendary "Generation Y", those belonging to the population group born between the years of 1980 to 1995.

I was born in 1984, which makes me a member of this particular generation. Since you, as dedicated readers and Human Resourcer, care so much about this generation, I would like to share my thoughts and opinion with you, trying to give you some insights on this matter. With this, a new category of our Blog is born: Us Dissidents. 

RJ

Employer Dialogues online: Welcome to the Conversation - or Babble - Society

Translated from Jannis Tsalikis' blog entry: Arbeitgeberdialoge im Web: Willkommen in der Konversations- oder Laber-Gesellschaft?

Communication today means Conversation. Those in HR avoiding such will encounter problems in Personnel Recruiting. Especially, because these and the coming new generations demand an instant feedback on their questions and applications. These rather new demands on employers ask for a radical rethinking. Human Resourcer and and Recruiter will have to be approachable and, also, answer! They are the face and voice of the company in terms of Staffing and Staffing-to-be. The (now) classic way via E-Mail or via XING, LinkedIn, Facebook or Twitter - Answers are expected. Companies will have to adjust to these wishes and necessarily provide the addressable representatives for its career page. This is not easy, since there are many colleagues in the personnel department who are not coming into question for this very matter. BUT, it could look as nice as Otto Group has displayed and actually does it, as you find below.

It says "We are glad to be there for you!". These tendencies is clear, and, reversible. Some companies are one step ahead. Those offer the option of a Chat right on their career site. With the example, Telekom (gloabally better known as T-mobile), we can see how this works. Homepage of the career site, bottom right corner, it says: "Chat with Telekom Career!"

With one "click!" a Chat-Window opens. Yet, the dialogue followed is rather disappointing. You will not get any insider-information from the HR Department, but a navigation help to the career site at best. A dialogue kind of looks like this: 

Jannis: Hello, Mr Welter,
Stefan: Godd Day Jannis
Stefan: What can I do for you?
Jannis: I wanted to know, if I can apply simply with a PDF or if it is always via Data-Mask only... and 
Jannis: if you have any vacant positions in the HR field  for a Professional as me. 
Jannis: (I work and live in Berlin)
Stefan: under the following Link you can find all vacant position at Deutsche Telekom. 

Uh, really?! I sure didn't know this. Does that kind of dialogue even make any sense? 

Maybe, it is because these kind of chats are handled by bigger Dialogue-Centres. But I am sure this will change and develope to a better and especially helpful level.
JT

Human Resources loves Public Relations!

Translated from Jannis Tsalikis' blog entry: Human Resources liebt Public Relations! Review der Veranstaltung des lprs Forum

The Leipziger Public Relations Studenten (Public Relations Students of Lepizig) invited for a panel today: "HR vs. PR - Wer hat die Lizenz zur Personalkommunikation?" The students approached precarious questions very conscientiously and seriously as the M16, and assemled TOP-Teams of experts. For those who are having a fair command of German may find this very interesting. We find it to be a great Intro-Film, which the students made and cut for this event specifically:



As you may have noticed in the preview already, I was featured also.  I was allowed to contribute a prolog to this discussion and feed students with info to the topic Personnel Communication since it was pretty unknown to most. And I made it clear:  HR loves PR!

Versus why versus?! Of course, it were meant the specialty departments and the alleged fight about the "honey pots" ( translated quote: Twitter, Jeannette Gusko @JeanneRaffut). While this panel, however, it becomes clear, PR and HR (can) go together only. Yet it is an open end to wether which party, HR or PR, is    ruling the roost. Here the audience was at variance till the very end.

For a lot of students who attended it was quite an illumiative evening. If you wanna practice some more German you can follow up with the thread of the debate on Storify: