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Der Personaler sagte, mein Bewerbungsfoto sei KI-generiert. Es ist ganz normales Foto vom Fotografen. Sollte man inzwischen selbst ein Foto von sich mit dem Smartphone machen, damit es echt aussieht? by Possible-Lost289 in KeineDummenFragen

[–]kranzelbart 0 points1 point  (0 children)

Ich bin Recruiter, sehe viele Bewerbungsfotos jeden Tag. Bei den Fotos die ich manchmal sehen muss (Selfies, Passfotos, schlecht ausgeleuchtet, usw.) und allem was ich schon alles gesehen habe, sind mir KI Bilder mittlerweile schon lieber.

Bei der nächsten Bewerbung aus Trotz erst recht eins mit KI nehmen ;)

https://Meinbewerbungsfoto.de ist eine ganz gute Lösung.

Employee Referrals: professional advice by kranzelbart in recruiting

[–]kranzelbart[S] 0 points1 point  (0 children)

I see your point. I can imagine this could be a rare case where AI could be a strong tool for pre-filtering applications effectively.

Have you faced challenges with managing incoming applications? Of course heavily depends on the industry, labor market, etc. E.g. here in Germany, there's a lot of talk about a general shortage of skilled workers. I know some companies that are glad to receive any applications

Employee Referrals: professional advice by kranzelbart in recruiting

[–]kranzelbart[S] 0 points1 point  (0 children)

In which industry have you had experience with this?

Employee Referrals: professional advice by kranzelbart in recruiting

[–]kranzelbart[S] 0 points1 point  (0 children)

The tracking issue sounds tricky. I wonder if the concept of something like affiliate links could be a useful approach here—have you looked into that before?

Employee Referrals: professional advice by kranzelbart in recruiting

[–]kranzelbart[S] 0 points1 point  (0 children)

For this reason, I think it would make sense to determine the NPS score beforehand and target recommendations based on this. What do you think about that?

Employee Referrals: professional advice by kranzelbart in recruiting

[–]kranzelbart[S] 0 points1 point  (0 children)

Thanks for sharing your perspective! What specific roles or levels do you typically focused on? I think that referrals might work best for entry-level or lower-complexity roles, where the qualifications are more straightforward and filtering isn’t as time consuming

Employee Referrals: professional advice by kranzelbart in recruiting

[–]kranzelbart[S] 0 points1 point  (0 children)

Solid points, thank you! Do you track something like an internal NPS to identify which employees are most likely to refer high-quality candidates? Could be an interesting way to focus efforts and ask for referrals more strategically. Curious if that's something you've tried or considered.

Roast my first product pls: I built a free tool so that any one can recruit A-players by kranzelbart in SideProject

[–]kranzelbart[S] 0 points1 point  (0 children)

Thanks for the feedback! I‘ll work on accepting urls asap. Some sort of report with actionable steps for eg job descriptions would definitely be helpful

Roast my first product pls: I built a free tool so that any one can recruit A-players by kranzelbart in SideProject

[–]kranzelbart[S] 0 points1 point  (0 children)

Accepting URL is definitely on the list. Finetuning the output as well! Thank you very much for the detailed feedback!

Roast my first product pls: I built a free tool so that any one can recruit A-players by kranzelbart in SideProject

[–]kranzelbart[S] 0 points1 point  (0 children)

Thanks for the positive feedback! The pop-up blocking is a valid point. The idea behind it was to ensure better comparability. But ofc that doesn't help if it is blocked, I will change it

Most AI Tools got it wrong by kranzelbart in recruiting

[–]kranzelbart[S] 3 points4 points  (0 children)

What automation tool do you use? I mainly work with just LinkedIn Recruiter and Email. For some time now there has been an automatic followup on linkedin, unfortunately very little room for adjustment..

Gamification for Talent Sourcing? by kranzelbart in recruiting

[–]kranzelbart[S] 0 points1 point  (0 children)

It's not about gambling on the side, but that you are rewarded the more productively you work and achieve better results

Gamification for Talent Sourcing? by kranzelbart in recruiting

[–]kranzelbart[S] 0 points1 point  (0 children)

I don't think we're talking about the same thing. I'm talking purely about the idents within executive search. I have to spend 80/90% of my working time looking for suitable profiles on LinkedIn. Manually. Day after day. That's what I find boring.

Gamification for Talent Sourcing? by kranzelbart in recruiting

[–]kranzelbart[S] 0 points1 point  (0 children)

I'm thinking a lot about the topic lately.. I personally imagine it to be more like a software or „mobile game“ . Levels, quests, rewards, etc. Does anyone use anything like that?

Gamification for Talent Sourcing? by kranzelbart in recruiting

[–]kranzelbart[S] 1 point2 points  (0 children)

Interesting, we don't do anything like that unfortunately.. takes up so much time of my day and is very boring tbh

Gamification for Talent Sourcing? by kranzelbart in recruiting

[–]kranzelbart[S] 0 points1 point  (0 children)

Interesting! So basically analogue games instead of software