The world of recruiting never stands still – and certainly not when it comes to the use of AI. Tools for automated candidate searches, matching algorithms, interview analysis via video AI or chatbots in applicant dialog: The list of new possibilities is getting longer and more complex. But with all this progress, the same question arises again and again: which of these are really helpful in everyday life?

We will be taking this question with us to the BIG BANG AI Festival in Berlin in September (https://bigbangfestival.de)

Between curiosity and sensory overload

As an executive researcher, I experience the challenges in recruiting on a daily basis: A shortage of skilled workers, confusing markets, rising expectations from applicants – and enormous time pressure on the company side.

At the same time, we are experiencing AI hype that promises a lot: more efficiency, better decisions, scalable processes. But how much of this really works in regulated industries such as pharmaceuticals or medical technology? And where are the pitfalls – for example in terms of bias, data protection or acceptance within the team?

These are the questions we will be asking at the festival

The BIG BANG KI Festival will bring over 6,000 participants, 250 speakers and tech innovations to Berlin on September 10 and 11 – an ideal setting to engage in an exchange with a clear view and critical thinking.

Our key questions:

– Which AI tools deliver real added value in recruiting?

– How can new solutions be tested in a meaningful way – without turning everything upside down?

– What are good criteria for evaluating tools (e.g. integration, fairness, user-friendliness)?

– What are the new requirements for recruiters themselves?

We don’t just want to consume trends – we want to classify, examine and test them.

Fancy an exchange?

We’ll be in Berlin in September – and open for discussions. If you want to network or reflect together, please get in touch. Until then, we’ll remain critical, ready to learn – and curious about what’s to come.

by Stephan Breitfeld

Der Beitrag AI in recruiting: buzz or benefit? erschien zuerst auf Blog | kanzlei.jobs.

23. Januar 2023

By Stephan Breitfeld 

I recently read an article written by a young woman, explaining why she didn’t strive for a career. Why indeed she thought we should stop working altogether and enjoy some unemployment. Of course the article was probably meant to ruffle some feathers but it got me thinking: Do we actually still have something of a „generation contract“?

What contract do generations have?

The „generation contract“ is a concept that refers to the social and economic expectations and obligations that exist between different generations. It is a kind of unwritten agreement between different age groups, where each generation has certain responsibilities towards the others. However, in recent years, the generation contract has become less clear, and the expectations and obligations between generations have shifted. There are several reasons for this change, including demographic shifts, economic insecurity, and changes in social values.

Let’s have a closer look at the latter: Changes in social values have led to a shift in expectations between generations. Younger generations may prioritize individualism, personal fulfillment, and social activism over the traditional values of hard work and respect for authority. This can lead to conflicts with older generations who may not understand or appreciate these values. The validity of the generation contract is a matter of debate, and there is no clear consensus on whether it still holds true in today’s society.

Everybody’s signature?

On one hand, some argue that the generation contract is still relevant and necessary. They argue that each generation has a responsibility to support the others, both financially and socially, and that this is essential for the sustainability of society. On the other hand, there are those who argue that the generation contract has become less relevant in today’s society. They argue that economic, demographic, and cultural shifts have made it more difficult for different generations to connect and work together.

Ultimately, whether the generation contract is still valid or not depends on one’s perspective. While there may be some truth to both arguments, it is important to recognize that the relationships and expectations between different generations are complex and multifaceted. It is up to each individual and society as a whole to determine how they want to approach these relationships and obligations, and to work towards building a more inclusive and sustainable future for all generations. Despite these challenges, it is important for different generations to work together and find common ground. The generation contract is not a one-way street, and each generation has a responsibility to support and respect the others.

In the end, the generation contract is being renegotiated constantly. While older people might want to cash in on their contribution during their work lives and discover a younger generation that seems unwilling to do their part, there is a huge demographic problem, that no generation can ignore. What does it take to reinstall the balance? Is the contract even still there? What do you think?

Der Beitrag The dying wish for a career – can we dig out the generation contract? erschien zuerst auf Blog | kanzlei.jobs.

by Stephan Breitfeld

As an executive search consultant, I look at salaries in from many different angles. Especially lately with the ever-tightening candidate market and increasing difficulties filling positions, it seems to be fair game in the salary expectations. But there’s more to it – and there’s economic realities – something that concerns us all! Such as these:

Salaries are on the rise – and drop

A recent economic outlook by OECD showed how much real wages are declining in relation to inflation in the different OECD countries. Between the beginning of July and the end of September, the increase in nominal wages in Germany was far from sufficient to compensate for inflation, partly due to drastically increased energy and consumer prices. Real wages in the third quarter of 2022 were around 4.3 percent below the level of the same period last year. The Federal Statistical Office even assumes a price-adjusted drop in real wages of 5.7 percent with consumer price inflation of 8.4 percent. According to estimates by the OECD, the need for wage increases to compensate for inflation and maintain purchasing power is unlikely to decrease significantly in the coming years either. According to data from the Federal Statistical Office, the current drop in real wages in Germany is the longest-lasting and strongest since 2008. And that is although employers feel high pressure to pay much higher wages as it is.

That’s the interesting part about perspective here. There’s a lot of discussion around that employees` need to be paid more (which they absolutely do!) and their perspective in their unlimited choices on the job market but I also hear a lot of voices from the employers saying, yes but we need to be able to pay that. Money needs to come in accordingly and that also is tightly linked to production and energy prices as well as incidental wage costs.

Pay is a societal question

I think the question of salary is a societal issue. It has a big context, and a lot of discussions are falling short of the big picture. It’s not just the candidate who should earn this and that, there’s also the reality of budgets within companies (that may also be “just” salaries that need to rise accordingly) and there is a chain of realities in production that result in higher prices, higher productivity, higher pay, etc. That’s not to argument against better pay and appropriate wages but more to argument for seeing what all goes into this discussion. There not only the candidate`s perspective, there`s not only the employer`s perspective, there`s also budget structures, there`s wage cost regulations, there`s even hinders to employ foreigners, we so desperately need. The reason for the situation the OECD put into numbers (above), and we all deal with every day is complex.

Let’s take an example: You want to pay candidates what they want – good for you.

But what about the employees you already have? Do they all get a raise?

What about the budget structures on your client`s side that haven`t increased in 10 years? Where are you cutting that off for rising wages?

What`s at the end of the rising wages, more need for income/productivity/growth, burnt-out people, rising wages, more need… circle?

Is it fair to pay someone so much when the nurse / kindergarten teacher / caregiver earns so much less? What is the work worth really?

It feels like there`s a lot of questions to ask. Feel free to add in the comments!

more: https://bit.ly/3Y2Lo4H

Der Beitrag Money, money, money – why don’t we just pay people more?! erschien zuerst auf Blog | kanzlei.jobs.