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未来我们将如何提升招聘质量 – 译学馆
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未来我们将如何提升招聘质量

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

让我们以几个问题来开始今天的演讲
Anyway, let’s start this talk with a couple of questions.
你认为你能找到一份
Um, do you think you could ever
为你量身定做的工作吗
find a job that was customized for you.
既符合你的需求 又符合你的特长和性格
Um, for your needs, for your skills,for your personality,
一份满足你所有预期的工作?
a job that would actually satisfyall of your expectations?
你认为公司可以很好的了解他们的员工
Do you think companies could get to know their employees so well
知道他们什么时候不开心
that they knew when they were not happy
以及如何满足他们吗?
and how to gratify them?
在今天 答案可能是不会
The answer today is probably no.
我们只是满足于现状
We just settle for what’s out there.
但事实不言自明
But facts speak for themselves.
全球只有13%的员工真正全身心投入在工作
Only 13% of global employees are truly committed to their jobs.
你可以想象只有13%的人吗?
Do you imagine that 13%?
一些行业的人员流动率高达25%
Turnover rate reaches up to 25%in several industries
而仅美国每年的相关费用
and yearly associated costin the US
就有5亿多美元
only reaches exceeds 500 million dollars.
事实上企业仍在使用过时的做法 陈旧的流程
Truth is companies still use outdated practices,old processes
并没有工具或相关数据
and no tools nor relevant data
来应对当今复杂的人才市场
to respond to today’s demanding talent market.
现在招聘是由像你我这样的人执行的
Today’s time practices are executed by people like you and I
他们根据自己的假设做出高风险的决定
who take high-stakes decisions based on their own assumptions,
这被称为无意识的偏见
what is called an Unconscious Bias.
大多数时候我们都是被动地反应
And most of the time reacting,
而不是主动地 战略性地回应人才需求
rather than proactively and strategically answering to talent needs,
这就导致了仓促的决定
which leads to rushed decisions
三分之一的新员工工作6个月就辞职了
and to one third of new hires, quitting their jobs after only six months.
在研究了数千名候选人的数据后
After study the data of thousands of candidates,
我开始开发一种算法
I started to develop an algorithm
能够简化和量化要素
capable of simplifying and quantifying elements
一些公司自认为不可能处理
that companies believe were impossible to handle
或只有数学家知道的要素
or were only for mathematicians to know.
我给你们看张折线图
Let me show you a graph.
橙色的那条线表示
The first line the orange one shows
某人的权威挑战程度
someone’s level of authority challenge.
这是一种人格特征
This is the personality trait
有关一个人
linked to someone’s readiness through
挑战权威和颠覆传统的决心
challenged authority and traditional values.
如你们所见 这条线一开始很低
As you may see, the line started quite low,
但随着时间推移而慢慢上升
but raised as time passed.
蓝色的那条线表示一个人的责任心
The blue line shows someone’slevel of conscientiousness,
这是一种与成功相关联的性格特质
which is the personality trait linked to success
根据一些研究表明
and according to several studies
这是留住员工最重要的因素
it is the most important factor when it comes to employment retention.
我们可以从两者中了解到什么呢?
What can we read from both?
他展示了一个员工辞职前的
Well, they show the in-all data of an employee
全部数据
before he flew away.
如你所见 他变得更有挑战性和侵略性
As you may see, he became more challenging,more aggressive
同时变得无所谓
as he became careless.
这些数据来自哪里呢
Now where does this data come from?
从那些人的测试中?不
From test apply to these people? No.
你可能会知道人们可以在测试中撒谎
People can cheat on tests and you probably know that.
所以我发现我们表达自己的方式
Em, so I figured out that the way we express ourselves
通常展示了我们的自我和精神状态
usually show who we are and our state of mind.
我们通过不同的方式使用语言
We use language in different ways
而这些差异反映了我们的个性
and those differences reflect our personality.
研究表明 即便我们的选择是无意识和自发的
Studies have shown that even though our choices are nconscious and spontaneous,
但它确实反应了自我
they do reflect who we are.
关键词和短语与性格的主要方面
There is a direct association between keywords
有直接的联系
and phrases and major aspects of personality.
例如 外向型人格会使用很多
For example, extroverts use lots of
有趣的相关词汇 像音乐和聚会
fun related words, like music and party.
情商较低的人
People with lower emotional intelligence
喜欢用负面词汇 比如生气 压力大
use negative words, like angry and stressed
自恋者喜欢谈论他们自己
and narcissists love to talk about themselves
并使用大量“我” 和“我自己”
and use lots of I, me and myself.
但我考虑的不仅是语言
But it is not only words that I take into consideration.
我们交流的方式也起主要作用
The way we communicate also plays a major role.
比如说
For example,
语法差意味着较低的学历
a poor grammar shows lower academic education.
无拼写错误意味着完美主义
Absence of typos show perfectionism
表情符在非正式文件中代表友好
and emoticons can be assigned of friendliness if the document is informal
但在正式文件中会显得不成熟
or immaturity if it’s formal.
长邮件代表精力充沛
Long emails reflect energy.
混乱的邮件是富有创造力的标志
Chaotic emails are a sign of creativity.
秒回意味着冲动
Instant responses show impulsivity
不回复意味着没有兴趣
and no responses show a lack of interest.
所以我通过我们日常常用的东西
So I took what most of us use,
大部分与工作相关的邮件和谈话
most of the day work-related emails and chats
我用这个算法来帮助我
and I used the algorithm to help me
发现员工离职背后的关键字和趋势
identify keywords and trends behind employees’ disengagement.
是否有可能预测一个人何时变冷漠?
Was it possible to predict when someone as becoming detached?
如果可能 它将如何影响一家公司
And if so, how would it impact a company’s
留住员工和招聘的策略?
retention and recruitment strategy?
最后 我们如何帮助员工?
And ultimately, how could we help the employees?
到目前为止 该算法使用的数据来自应聘者
So far, the algorithm uses datacoming from the candidates,
个人的回答变化趋势
individual answering trends.
和之前相比 他多长时间来作出反应?
So how long is he taking to responsecompared to before?
他或她是否像以前一样工作到很晚?
Is he or she working late as she used to?
他是否像去年那样整个周末都在工作?
Is he working over the weekends like last year?
算法还从市场获取信息
It also takes information from the market.
所以市场是怎样影响这个特定的角色
So how is the marketplace impactingthat particular role
并最终通过挖掘文本信息确定关键词和短语
and ultimately it uses text mining to identifykeywords and phrases,
再将它们和某个有着常见描述语言的性格模型相关联
to then link them to a personality model that uses common language descriptors,
就像之前我给你们展示的那样
like the ones I showed you before.
当你把这些混合在一起
Now when you mix all of this together
经过一段时间
and over a period of time,
算法就会学习到那个人的行为
the algorithm learns how that person behaved and
它能够根据一个人的行为和性格
it’s able to predict with a very high accuracy
非常准确地预测出
when someone is becoming disengaged,
他什么时候变得心不在焉
based on their behavior and personality.
所有这些听起来都很酷
Now, all those sounds really cool.
但是我真正的目的 其一
But my true purpose has been, to one,
帮助公司发展内部业务
help companies develop theirinternal business
吸引外部人才
and their external talent attraction.
其二 使招聘过程适应每个人的个性
And two, to make the recruitment process candidate friendly
对应聘者更友好
by adapting it to each individual personality.
发展数据预测的方法
Evolving to a data and predictive approach,
能很好的留住新员工并促进招聘
well facilitate, recruit retention and recruitment.
它将允许任何人参与人才招聘
And will allow anyone involved in talent acquisition,
老实说 本就该是公司所有人 而不仅仅是人力资源部门来干
which honestly should be everyone in the company,not only HR.
知道谁将成为
To know who’s going to be
短期和长期内最合适的人
the best performer in the short and long run.
并为每个独立的人和求职者
And to customize the whole process
制定整个过程
to each individual role and to eachindividual candidate.
现在 所有的这些听起来很有逻辑
Now, all of these sounds logic
并带来提升 至少对我来说是这样的
and barry of lifting, at least to me.
但是这些带来了准确性和隐私方面的问题
But all of these raises questions about accuracy and privacy,
尽管这样 在招聘过程中应用人工智能
nevertheless, applying artificial intelligenceto the recruitment process
可以确保更多样化 更有同理心和更有活力的应聘者
could insure more diverse and empatheticand dynamic workforces.
根据这个研究 这个算法可以将
And according to studies, an algorithm could increase
招聘的准确度提高50%以上
the accuracy of selecting job candidatesby more than 50%.
不像现在的应聘环节
Unlike how things are done nowadays,
需要了解比如你的专业背景
elements like your professional background,
你的社会背景 文化背景
your social background, your cultural background,
分析你的技能水平
your skills assessments will be analyzed to know
以确定你是目前该职位的最佳人选
you’re the best candidate for the role today.
因为你将有能力
Because you will be able to
解决与工作相关的挑战
address the challenges associated to the job,
也是公司未来的最佳候选人
but also the best candidate for the companyin the future.
确保你的职业道路
Making sure that the career path
符合你的经历和抱负
also matches your history and aspirations.
这不仅是因为算法
And it is not only that algorithms
能够根据研究更好的解决问题
are able to probably address things better according to studies
而且献身于此的人们
and that people who dedicate their lives to it
通常拥有大量 比任何一个法案都多的信息
usually have lots of information and probablymore than any bill,
我们可以通过他建立一个算法
the ones we can contain an algorithm.
但问题是 人们通常会被
But the problem is that people are usually distracted
无关紧要的事情分散注意力
by things that are only marginally relevant.
运用无意识的偏见 并且通常没有系统性
Could apply unconscious biases and usually don’t have the systems needed
分析所有的信息来预测
to analyze all of the information in order to predict
目前或者说五年内 什么是有效的
what could work today, but also in five years time.
通过更好的了解员工
By getting to know people better,
公司也能解决留住员工的问题
companies will also be able to address retention.
因为现在在员工离职前
Since now they will be able to tell
公司就能知道谁在变得懒散
who’s becoming disengaged before they leave,
公司就有机会在一切无法挽回之前作出反应
they will have the opportunity to react before it’s too late.
要么留住他 要么及时找到替代者
Either to retain that person or to finda replacement on time.
让我举给你个例子
Let me give you an example.
假设鲍勃一直在
Let’s say Bob has been working for
X公司工作了三年
X company for the past 3 years.
但现在他感到无聊了 因为他是00后
But now he’s getting bored, because he’s millennial
他想做出改变
and he wants to make a change.
但是他和他的老板的关系不太好
But he doesn’t have such a good relationshipwith his boss.
所以他不想和他的老板谈这个
So he doesn’t feel like talking about it.
老实说 他在公司看不到什么机会
And honestly, he doesn’t see lots of opportunities within the company.
现在发生了什么?
So what happens now?
鲍勃感觉被困住了 他开始改变
Bob feels trapped and he starts to change.
他的反应时间更快更短
His response times is faster and shorter.
他修改了领英上的个人资料 开始与招聘人员联系
He changes his LinkedIn profile, starts connectingwith recruiters,
开始积极寻找工作申请
starts to actively look for job applications.
他是如此与众不同
He’s just different.
当他最终决定离开时
When he finally decides to walk away,
他只是通知老板 他的老板惊慌失措
he just tells his boss who panics
跑到人力资源部 通知这个紧急空缺
and runs to HR and notifies about the urgent vacancy.
鲍勃走后 人力资源部开始寻找继任者
HR starts to look for a replacement after Bob’s gone.
这需要四到六个月才能找到新职员
It takes them about four to six months to find one,
再花两个月培训新人
another two months to train the new guy.
与此同时 鲍勃的团队
In the new meantime, Bob’s team
被要求承担更多的责任和工作量
are asked to take more responsibilities and workload.
所以他们很生气 也会变得心不在焉
So they get pissed and they also get disengaged.
但再一次 没人注意到这一点
But once again, no one notices
而且这种情况还在继续
and this continues on and on.
我知道这听起来很疯狂
I know it sounds crazy,
但我每天都能在各种各样的公司
but I see such things happening on a daily basis
看到这样的事情发生
in all sort of companies.
有了这个解决方案
With this solution,
算法将能识别鲍勃日常行为中的变化
the algorithm would be able to identify the change in Bob’s behavior,
根据鲍勃的个性和需求 向老板发送通知
would send a notification to the boss,suggesting how to proceed,
来建议如何处理这种情况
based on who Bob is and what he wants.
这个系统是可怕还是明智 都由你来决定
Scary, brilliant, you will decide.
但是事实是 在人力资源相关流程中使用算法
But truth is using an algorithm inHR related processes
可以使创建预测基础框架成为可能
could allow the possibility of creating predictive tile and pipelines.
从现在开始 公司能够在员工递辞呈之前
Since now, companies would be able to tell
就知道他们准备什么时候辞职
when someone is ready to leave before they do it.
是的 该系统可以提前通知
Yeah, the system could potentially inform
招聘团队需要开始招聘的相关人员
the recruitment team about skillsthat they need to start hiring for
甚至可以根据成功的工作因素
and even suggest a list of global candidates
而不是根据传统的工作经验描述和静态简历
analyzed based on success job factors,
来推荐一份全球候选人的名单
rather than traditional job descriptionsand static resumes.
在不久的将来
In a very short future,
性别 种族或者年龄等因素将不再重要
things like gender,ethnicity or age will no longer matter.
如果你符合这份工作的要求
If you have what the job requires,
那么在你的求职路上就不应该有无意识的偏见
then there should be no Unconscious Bias in your way.
如果老板不喜欢你 没有关系
It won’t matter if your boss doesn’t like you.
如果你是两个孩子的妈妈
If you’re a mother of two
或者你信仰玛雅诸神
or if you believe in the Mayan gods.
如果你符合工作的要求 那么这份工作应当属于你
If you have what it takes,then the job should be yours.
有了这些技术你可能会想
So with all of these technology, you might be thinking
一个公司为什么需要一个人力资源部?
why would a company need an HR team after all?
相信我 他们需要
Trust me. They will.
因为这毕竟是人与人之间的联系
Because this is all about human connections after all.
我们在这谈论的是我们的未来
We’re talking about our future here,
所以我们想知道它背后的人是谁
so we’ll want to know who’s the people behind it.
诚然 正如我们所知 传统招聘将会消失
Recruitment nevertheless, as we know,it will disappear.
它将演变成
It will evolve into something
任何算法都无法改变和取代的东西
that no algorithm will be able to change and to take.
它将成为公司的战略人物
It will become a strategic guy for the company
以及员工的人文元素
and a human element for the employees.
这意味着使用统计模型
So this means that using a statistical model
将用数据代替预感
will replace hunches with data,
用模型代替假设 用成功代替直觉
presumptions with models reverseand intuition with success reaches.
但最终决定还是由人类做出
But the final decision will be taken by a human
而不是留给算法
and not leave it to an algorithm.
在不久的将来
This way in a very close future,
公司能够更长久的留住人才
companies will be able toretain their job talent longer,
能够更快地找到最适合的人
will be able to identifing the best candidates faster
同时 我们作为求职者
and at the same time, us as candidates
能确定并从事
will be able to identify and work
我们真正想要的 和我们自身真正相符的工作
in jobs that we really want and that are really aligned with who we are.
现在想我开头问你的问题
And that way the question that I first asked you,
你觉得我们能找到一个
do you think we could ever find a job
为我们量身定制的工作吗?
that was customized for us?
我们可以说是的
We’ll turn it into a yes.
谢谢大家
Thank you.
[掌声]
[Applause]

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视频概述

通过人工智能和大数据,未来招聘将不再依赖于hr的经验判断,可以更方便快捷的筛选到合适的人选,求职者也可以通过算法找到心仪的工作

听录译者

陈光

翻译译者

咬人的小脑斧

审核员

审核员_DY

视频来源

https://www.youtube.com/watch?v=DiaZsat2rwM

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