How to master recruiting | Mads Faurholt-Jorgensen

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Информация о How to master recruiting | Mads Faurholt-Jorgensen | TEDxWarwick

Название	:	How to master recruiting \| Mads Faurholt-Jorgensen \| TEDxWarwick
Продолжительность	:	18.59
Дата публикации	:
Просмотров	:	389 rb

I did not hear anything practical
Comment from : Peter Shaw

Great question! Culture
Comment from : Greg Pichardo

Info GYPSY
Comment from : KT Boltsman

It's all about team building and how you keep your employees
Comment from : Shane Rehman

Love this!
Comment from : Lets Talk Business

dork
Comment from : GitBuh

Ive been hiring people for a while Around 5 years for some highly technical jobs (I hire Phds in Physics, Mathematics, and so on) and some less technical jobs too I take some time: usually around 1h30m I like to have the person explain to me anything that they are good at or that they are passionate about I also like to hear about previous experiences, about the hardest problems and challenges they have faced and how they dealt with it This stage is full of subtleties: is our communication efficient ? Does he understands what Im asking ? Are his answers clear ? Are they objective ? Do I think he is being honest ? Does he look respectful ? Arrogant ? Trustworthy ? I also like to apply some logic questions : 1 to 3 questions is enough I have one easy, one medium and a hard one For the less technical jobs the simplest one sufficesbrbrI also take in consideration I try to have people with different profiles in each Team One person may be smarter while the other may be more organized , for examplebrbrTraining well is also something that should not be taken for granted !
Comment from : rafajero -

Feels good coming back 1 year later at this video I remember watching this for the first time, knowing that I'll have to build a team in the future At the start I recruited people could do the job, but not great If it was not the right person, it was hard to replace them Now, process is fast, easy to find people, but easier to find the RIGHT person brbrMost of the things this video says, I applied it at-least once Glad to hear it again
Comment from : Final Miro

This helped me sooooo much
Comment from : candy

Eagerness and interest go a long way in favour of the candidates But, recruiters must keep evolving as well🙌
Comment from : Recruit CRM

I asked on interview to do job for 2 day and he says it's hard and i heard it first time and he left the meeting?? Any one help
Comment from : Sufiyan Shaikh

Kept waiting for that magical algorithm, but did not get it!
Comment from : Shantanu Kumar

There is so much bs in this talk on so many levels
Comment from : Evgeny

I agree with this 100brbrHaving the right team behind you is necessary for success
Comment from : Tawona Magede

the video is beautifull is good video
Comment from : halim MD

Cool
Comment from : Rathina Kumar

Blue lock disagrees
Comment from : Kyyda

Dead on discussion!
Comment from : Howard Rough

As a recruiter myself, I focus more on job seekers personality and attitude than skills Giving everyone a chance is important I tend to learn a lot from them during my interaction and it helps a lot
Comment from : Raj Niranjan

Summary please add if I miss something (Which I know I must have many) :br1 Recruitment is the most Important skill of leader (The band example was awesome)br2 Most leaders spend 10 of their time recruiting, 90 of their time making up for recruiting mistakebr3 “If I’m lucky, I only get recruiting wrong 70 of the time”br4 Bad hires not just time but makes you sad toobr5 Accessing Candidates - His Brain, Heart and Tools
Comment from : Gaurav Piyush

13 minutes
Comment from : brij mohan bohra

People don't hire the best workers or give good workers a chance instead they hire and value laziness
Comment from : Sterling Pless

Very Good one, I loved it
Comment from : Trigy George

Love it!! Game changer and confirmation that I am on the right path with my graduate school studies and plan
Comment from : TJ

Great Now I know more information about employment
Comment from : Ryan Frizzell

good video explaining importance of recruiting
Comment from : Shravan Suthar

That was amazing, thank you !
Comment from : Naho

This job is joke compared to engineering
Comment from : Nizar El Sarout

I love Benjamin Sander and love watching his master classes
Comment from : Homo Deus

Love this How do i join your organization
Comment from : Kenneth Kwinje

This was really good and yet so hard to find ! Ray alio also has amazing stuff on hiring the best possible team
Comment from : Michael MILLER DANIAU

Oh my god this is the first time that I'm interested in a TED Talk Are they all so rhetorical and and philosophical? Is he just advertising a course or what? Because he goes on for 10 minutes with saying NOTHING
Comment from : Duenoveuno

Привет всем студентам из России
Comment from : PAKETIKk

If I gave an interview (as a candidate) or took one (as a recruiter) like this guy conducted his TED talk, I'd be without a job, or fired right away
Comment from : Neti Neti

In an ideal world, recruiting would be done by an emotionless, purely logical AI without biases and woke DEI/ESG agendabrbrReality is however, recruiting all about virtue signaling passive aggressive NIMBYs especially in UK, AusNZ, Canadabrbr40 something Karens have got the CEOs by the ballsbrbrAnd with the rise of remote work, we have Filipinas and Indians working for $5/hr, who can barely string a grammatically correct sentence in English, deciding the future of skilled talent in developed countries, without ever setting foot there Horrendous
Comment from : Neti Neti

I'm halfway through this and I can't speak for others but I can speak for myself No I don't want to hire myself and yes I want someone who specializes in specifics I'm baffled that anyone would think this way
Comment from : 46foryounger

Loved this talk A company that has talent acquisition personnel who doesn't necessarily interact with the employee once they get hired, the feedback is a lot harder to get I agree that getting that feedback is crucial to improve your recruiting process Thank you for the insight!
Comment from : Adrian Garcia

Great one 🔥💯
Comment from : Prabha karan

Valuable information
Comment from : Ushani Jayawardhana

Inspiring!
Comment from : Jorma Liikamaa

Recruitment, to me, it is the best area in the HR fieldbrSo inspiring words and a great thoughts about how does it work Not every manager knows that we took all these into consideration I almost made 3500 interviews, some of them for real jobs and some for me to train but i ended up telling candidate what are thier issues and i have noticedbrThanks
Comment from : Majed Othman

This is great, these observations are good starting points for the HR department
Comment from : EverythingHR

His work culture / work ethic is currently under scrutiny by the Danish press
Comment from : razzda

Brilliant and easily digestible information!
Comment from : Patricia Kiteke

Thank you Mads, this is a very interesting and enlighting presentation You mentioned the program with the algorithm but didn't say what its called What program would you recommend for recruiting in sales?
Comment from : Vtec Villian

omg big problem -> look i made an app
Comment from : Gaurav Sharma

You can give a task like to present pitch something or use assesment tools brOR just let them do the task IF you really want to get it try the job yourself EVEN executives do it to get a feel for the company brKEEP YOUR NOTES TO ASSES YOUR DECISION brMAKE INTUITIVE READINGS AND KEEP EM brwhat did i interpret wrong brDid i used the right tools?brDid I asked the right questions?
Comment from : Richard Dzurek

Who do we look for brpersonality / background brIq and comprehension brTOOLBOX SO SKILLS AND PREVIOUS EXPIRIENCES
Comment from : Richard Dzurek

what are the right questions and specifics you need for the position ?
Comment from : Richard Dzurek

Lame
Comment from : Sibby Jay

This all lies My opinion
Comment from : Planet of the Idiots

BS !!! exploiters want DOCILE CONFORMIST SLAVES !!! NOT the BEST and SMARTEST !!! The reality is that exploiters FIRE the BEST and BRIGHTEST !!
Comment from : Planet of the Idiots

Hiring the best team is difficult when incentives will be offered for hiring based on "equity" We have been through this before thru affirmative action and it was a huge failure What's the difference between the new agenda of "equity" in hiring and "affirmative action" (which was a proven failure) Goal should be to Hire the most Qualified folks and that should be the agenda regardless of race/ethnicity/gender,etc
Comment from : J

This guy has spent the whole time saying nothing
Comment from : B Rad

I just started working for a good company and i have to recruit high profiles , what advice can you give me people?
Comment from : jose ruiz

This is really excellent video
Comment from : BarRaiser

Hmm this guy sounds a bit obnoxious
Comment from : MichaelWardFood

Really interesting presentation Its amazing how vertical & horizontal alignment coupled with strong action in HRM using data, can produce such great results in recruiting the right people for the right job
Comment from : Kylen Pillay

What was that intro song?
Comment from : Chase Davis

I wish all companies looked at the things like u do That is pretty rare thing nowerdays
Comment from : Lana Oriekhova

I run a event staffing company, thank you for this video
Comment from : Yassin Ali

how about companies fitting people's humanity, instead of people fitting companies inhumanity? Nothing new what you say in here
Comment from : Meow Productions

The greatest challenge that I see around recruiting is the recruitment process having no bearing on the role brAnd, being over complicated to try and "assess" suitable and interest brMoreover, most interview processes assume the output ahead of any input eg a Job Description made for someone who is currently unknown
Comment from : RecruitR Richard

Mr Carlisle from Twilight ?
Comment from : Dian Noor Hayati

ahh i see alot of the recruiters in comments made decision solely on "they like me"
Comment from : AHMAD FARHAN

"Recruiting not taught" how about HR courses and degrees? I am literally reading 100s of pages on recruiting backed up by peer-reviewed research
Comment from : Dominos

Really excellent I spend weeks each year interviewing medical students for residency positions and residents for potential faculty jobs I've thought a lot about how to do this "better" I've made many of the same observations albeit with significantly less eloquence and thoughtfulness
Comment from : Michael Lawson

I stopped it at some point Only after the 7th minute he starts talking about a Framework Furthermore, he says he hires people based on an algorithm In my opinion, this is a process that should not be automated
Comment from : Adrian Yankov

I agree with so much of what you are saying However, I am on the fence about applicants “have to fit into the culture” Some of theses leading organizations need to change their culture
Comment from : Vicente Hernandez

great talk thanks
Comment from : lee 0

Great points however I don't rely or believe in those algorithms but the heart and willingness factors that were shared herein While, Mads Faurholt-Jorgensen ill agree with all your points especially the fact that we all make mistakes and should learn from them (as no one is perfect including C-level execs) by reverting back in time (through our notes) to analyse, interpret and overcome such repetitions/obstacles in the future However id like to hear your opinion on how leaders manage to sustain their people for an elongated period under the same umbrella to overachieve and succeed
Comment from : Greg Mangos

to avoid no shows , you can use thisbrbr@t
Comment from : Sasidhar

Very good video
Comment from : jazzyjeth

I don't think the person in the photo is Ben Zander
Comment from : Arthur Natella

Doesn't this assume that employers will be flooded with competent applicants to choose from? And isn't this somewhat unlikely?
Comment from : Gorboduc

It's relatable, esp on "leaders spend 10 of their time recruiting and 90 of their time making up for recruiting mistakes" Let me know once you already built the algorithm :) would love to try out!
Comment from : Ken Ratri Iswari

It starts at 6:37 brHe spends the first 65 minutes talking about how bad people are at recruiting,brWell thank you for figuring it out It's a TED talk though You're already there brYou don't need to be promoting yourself
Comment from : Plot Twist