#12 Who should be happy with your Recruitment Process?

For most companies predicting applicants’ potential performance is of highest priority. This is focus on validity might be reasonable. However, when it comes to selecting candidates there are some more strategic options to be considered. In this episode we look at candidate experience and the role of artificial intelligence in particular.
Here you'll find all slides of the entire series for a free download: armintrost.de/en/professor/di...
iTunes: podcasts.apple.com/de/podcast...
Spotify: open.spotify.com/show/67Bm32T...

[@ailenegaboferriol8243]

Thank you Prof. for this amazing lecture.

[@pradeepbhatnagar4848]

Nice nd Informative Lecture.Thanks.

[@HighAngel]

Good stuff 😃

[@abulazad5497]

nice lecture sir. may you live long

[@conniechan6295]

Thank you for your lecture . Could you please give some examples about how to identify potential people？

[@mohamedwadah2054]

Thanks so much for this great lecture.

[@linasjanavicius7295]

Ip

[@mohammada6760]

Thank you

[@peterguthrie5018]

fabulous, I will steal with pride 😉

[@tramnguyenngocphuong7639]

15:43. How can the recruiters know the shape of learning curves of the candidate A and B in the beginning when they must select either A or B?

[@eugineaugustinedsouza9307]

Thanks for the wonderful session .... very informative and interesting to learn with you so many topic technology helps the staffing and selection ...recruitment and selection,,, please give more insights on technology based hiring and unconscious bias built in the AI& ML in the HRM and specially in the Talent acquisition and talent management areas. are there any books to refer on these topics of recruitment and selection written by you and any articles please share them.

[@user-jt9hi9zd8n]

Candidates and hiring managers

[@user-jt9hi9zd8n]

And of course the owner of the company…. Everyone else is a secondary interest

[@Anoopparihar1]

Please examplify the actual performance and predicted performance