2020 sure threw a curveball at us, and the abrupt closure of workplaces meant businesses had to reevaluate their talent acquisition process and recruiting strategies as we headed into 2021. Storefronts went dark, and exisiting trends in remote work, as well as the use of artificial intelligence for talent acquisition accelerated.

As this new era of remote work changed the way our 'normal' work day looks, HR professionals needed to rethink their exisiting talent acquisition strategy in order to keep pace with the emerging trends, as the pandemic changed the paying field for recruiters.

As Covid-19 lockdown restrictions are beginning to ease in many countries around the world, economies are slowly starting to reawaken and open their doors once again.

We’ve all heard it before - you may have great looks, but that all means nothing if you don’t have a good personality. Your personality facilitates all of the important memories in your life, and is what you are truly remembered and appreciated for.

If the service has been a little slow at your local restaurant recently, don't be mad - they are just probably having a shortage of staff, as the industry is facing an unprecedented labor shortage.

Have you ever been put into a team, where everyone's personalities seemed to collide, and no one could agree with each other and come to one solid conclusion? Have you ever been with a co-worker where your personalities just didn't seem to "click", or maybe you've felt like your own personality didn't quite match the work environment and culture? Whether you've experienced it first-hand or not, having the right employee's with the correctly aligned personality traits can make or break a company's success. Unfortunately for firms, not all recruiters have the ability of reading into someone's personality as well as they'd like to. Adding artificial intelligence systems into the human recruitment process has proven to allow recruiters to gain further insight into candidates, from deeper understanding of their personality to understanding the qualities and missions that resonate with them. With the aid of machine learning, recruiters during the hiring process can succeed to gain a deeper understanding through analysing the data and ultimately help them hire the personality that fits for the role within the company.

Bias during the recruitment process has been subject to intense scrutiny for years. Companies are recognising the responsibility they have to mitigate discrimination and bias in the workforce, as well as how it affects the productivity and success of teams. As diversity and inclusion in the workplace has often been framed as a challenge that needs to be tackled by companies, hiring managers and recruiters are more and more focussing their assessments based on unbiased decision making.

The struggle of talent acquisition and retaining it has gained enormous traction in recent years. Identifying the right talent pool is crucial for any organisation - they allow companies to develop employees in areas that align with company competencies. The quality of hire and talent can essentially make the difference between a company that grows, and a company that stagnates.

Employees are the principal resource for a successful company. Full stop. Therefore it is absolutely crucial companies select the right people for their teams. From skill and value set to complementing the goals of the company culture, hiring managers build a company.

Building teams in healthcare recruiting, like any other industry, necessitates a teaming approach to ensure that prospective workers understand their responsibilities and the team's intent.

We all experience bad days at work. It may be the project overload, a colleague having a bad day, or when everything seems to be “off”. A pre-employment assessment or a fancy talent management strategy can't prevent it. Negative experiences happen. But a toxic workplace culture is not a one-off situation; it’s more than a bad day. It’s a serious issue that undermines all processes within a company.

Retorio wurde 2018 von Dr. Christoph Hohenberger und Dr. Patrick Oehler an der TU München gegründet. Ziel des Unternehmens ist es, Jobsuchenden und Firmen mittels neuer Technologien dabei zu helfen, bessere Entscheidungen zu treffen, fairere Prozesse zu gestalten und möglichst vielen Menschen Zugang zu individualisierter und möglichst persönlicher Weiterbildung zu ermöglichen.

Um ein besseres Verständnis zu vermitteln, was Retorio ist und wie es funktioniert, haben wir die wichtigsten Fragen und Antworten zu Retorio im Folgenden zusammengefasst.

Hiring from the outside may seem like the natural step when a position opens up. It’s pretty common, after all. If you’re looking for new retention strategies for employees, you may want to consider your recruitment and hiring practice. The costs of hiring outside talent may outweigh the alternative: internal hiring. It goes beyond monetary compensation or the number of ads or sponsorship needed to seek outside hires. There are other considerations for fast-moving organizations. 

According to a working paper series by the Federal Reserve Bank of St. Louis, motherhood may be an indicator that a person may be particularly productive at the workplace. Mothers around the world will likely won’t be surprised to hear this. Between child rearing at home, leaning into their own personal development in private, being a competent team member at work, and other roles, mothers are in a constant balancing act. The St. Louis study analyzed the productivity habits of both female and male academic economists. Thus far, their conclusion: “unconditional effect of motherhood is zero”.

With the COVID-19 pandemic stopping the economic and social life of entire countries, researchers wanted to know which leaders made a difference in delivering a (more) positive outcome. From hiring, pre employment assessments, to travel, the results may affect how organizations attribute leadership in times of crisis. The University of Liverpool conducted a statistical analysis of 194 countries. Their conclusions: countries with women leaders performed better. Their countries suffered half as many COVID-related deaths.

What’s the big deal in attaching a CV photo? 

In case you haven’t noticed, the world is changing. Working from home is normalized. Interviews don’t mean a suit and an in-person, pre-employment assessment. So, businesses becoming health care centers? Not too much of a stretch.

Understanding greater racial equity begins with acknowledging a racial wealth gap.

Let’s talk about bullying in the workplace. With the recent news of Congresswoman Alexandra Ocasio-Cortez calling out the bullying behavior of fellow Congressman Ted Yosho, it’s time to talk about bullying in the workplace.

One may argue that nearly everything has been made gender-specific. Electric cars, invented in the early 20th century, were originally marketed to women. Grills and trucks are commonly marketed to men. Even razors are marketed to women and men separately---despite being the exact product. However the society (and the workforce) is evolving to more gender-neutral products, language, and company cultures. A pre-employment assessment can’t be used to help employers become gender neutral...or can they?

Today’s workforce is the most diverse workforce in history. Modernity ushered in a special concoction of people of different races, ages, genders, ethnic groups, religions, and lifestyles to work together. The goal of any organisation is to synchronize how these varying pieces of talen move together in a harmonious,coordinated way. Hiring managers look to utilize and leverage the abilities, talents, and perspectives of each employee to give the organization a competitive advantage. Research conducted by McKinsey highlights diversity is substantial for a business’s bottom line: ethnically diverse companies were shown to be 35% more likely to have financial returns above the national industry median.