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Author: Thomas Jäger

Still recruiting oldschool via email? Total disaster! #TrumpTools

MAGA_logo.svg_The Netherlands lead the way, in how you could secure the kindness of the new supposedly most powerful man on earth (and everyone is following suit). You’ve likely already discovered one of the ‘everysecondcounts’ videos.

We were so impressed with the concept that we quickly decided to try to catch the favor of President Trump. But the countries and companies on this earth can argue for the second place. We claim the first place, at least when it comes to innovative applicant management and HR software.

With our “Trump-Tool” we make recruiting “great again”.

PS: Of course, the video content should be viewed with the same mindset as the ‘everysecondcounts’ campaign.… Continue

Big Data – (R) evolution of Talent Management?


“Big Brother is watching you.” – this is often said when talking about Big Data. The quotation from George Orwell’s novel “1984” has been brought into connection with data collection, storage and analysis not just since the Snowden revelations. Ever since governments or corporations have been collecting, analysing, and misusing data on a large scale, the quotes from this dystopian novel are used to draw attention to (alleged) digital surveillance. But what is the positive benefit that we can draw from large data sets? 

Especially in talent management there are new possibilities emerging. You will find out what these are, where they are already used and what impact they have on human resource management, all in the second part of a small series on the subject: Big Data.


Big Data _ 1984 vs. 2016


“Big Brother is watching you.” – This is often said when Big Data is discussed. This quotation from George Orwell’s novel “1984” has been brought into connection with data collection, storage and analysis not just since the Snowden revelations. Ever since governments or companies have collected and stored, analysed and misused data on a large scale, the descriptions of this dystopian novel are used to draw attention to the (alleged) digital surveillance.

But what are the positive benefits that we can draw from large data sets? In particular, human resources management should be critical in assessing the potential of this powerful technology.


From Work-Life-Balance to Work-Life-Integration


It’s 8am. I open my notebook. To the right an espresso, to the left notepad and smartphone. A quick draft for the next blog article, because in two hours I start my next lecture at the University. Now I’m not a freelancer or even operate my own blog. Nevertheless, the whole thing plays out today at my home – at my desk, with my own work tool; far away from open-plan offices and conference rooms. The so-called “work-life integration” allows me to work this way.

From Work-Life-Balance to Work-Life-Integration

Work-life-balance should by now be comprehensible for everyone. Finding right balance between work and leisure, was and is the highest of goals, when it comes to leading a fulfilled life with a successful career.


Mobile Recruiting is here! … Well, sort of.

Businesswoman using hand drawn social network interface

Recruiting over Snapchat and Employer Branding via Pokemon GO – these were the last alleged hypes in the HR landscape. What they have in common: both are smartphone apps. Today we want to talk about recruiting on smartphone & co. The focus is not on short-lived trends, but the shift to mobile recruiting.

Codeword: “responsive”.

Mobile Recruiting referres at its core to recruiting using smartphone, tablet, or similar mobile devices. This can be recruiting campaigns via Snapchat, application through a proprietary app or the disclosure of candidate information through social networks, which can also be used via phone – but especially mobile optimized career sites and job boards.


Application from XY – Anonymized Applications

In the last post we reported on professional networks, in which perfect self-presentation is part of a successful job search. Today is all about a contrarian approach: Anonymized applications.

As the name suggests, the applications are made completely unrecognizable in this process. This means that the name and sex of the applicant do not appear in the documents. Images are not admitted. All data, which could indicate origin and age, omitted.

Commonplace in North America.

In the US, since the 60’s applications will be sent without a photo, age and gender. In German-speaking countries this is rather unusual. The HR departments still seem rather sceptical about the anonymity.… Continue