The modern heads also advises financial service providers as an executive search company for digital business. It’s important for every branch to optimize the customer experience and to pick up customers at all touch points.
Online reviews of employees about companies are becoming increasingly important. According to Bitkom expert Julian Petrich, companies should provide employer reviews on portals such as Kununu seriously. A representative Bitkom survey shows that 37% of 1009 people, of whom 829 are Internet users, have read reviews of employers at least once online. In 2015 it was only 29%. Particularly employed Internet users with 45% and 14-29 year olds with 52% are interested in the opinions of other employees about a company.
Correspondingly, 84% of the willing respondents indicated that they had been influenced by the company’s Internet rating once before in their decision for or against. Of these, 46% opted for the respective employer, 54% against it. Juliane Petrich says: “For many professionals, online reviews are the first business card of an employer.”
The number of authors is also increasing: every fourth internet user surveyed has already submitted a rating online for his employer online. Particularly active here are the 30- to 49-year-olds, where the rate is 32%. For the companies that recruit suitable employees, the evaluation portals offer the opportunity to better understand and assess the expectations of the employees in the company. Furthermore, companies could react to criticism from their employees, which in turn has an impact on the image of their company and their valuations.
In addition, in our practice as HR consultancy in the digital business, we determine just how important the proper approach of candidates is. The recruitment consultant should be knowledgeable in the topics of the relevant digital workspace and be able to ask coherent questions, otherwise the candidate will associate the negative experience with the underlying employer brand.
E-commerce in Switzerland is growing
E-commerce in Switzerland was growing by 10% in 2017 and one of the most important sales drivers is the fashion branch with sales of CHF 1.6 billion.
On March 26, 2018 in Lugano, we will talk with the most important representatives of the fashion industry about it and what opportunities will arise for the future.
Innovation meets Fashion at the “Ticino Fashiontech Valley” event in Lugano on March 26, 2018.
International fashion companies such as Missoni, Moschino, Woolrich or Imperial will talk about their experiences with customer experience, omnichannel strategies, fashion brand equity and the transformation from fashion brand to fashion service and give their perspective on the future of e-commerce with fashion. The event is sponsored by modern heads and we have a small number of tickets available. I would like to invite you to participate and ask for the quickest possible feedback so that we can reserve the ticket.
Have you ever looked at a job advertisement in terms of that it is percepted differently by men or women? Do you think that there is a difference? In an eye-tracking study by jobware.de it was found out that formulations in job advertisements have a very large influence on whether men or women are more likely to appeal and eventually apply.
Eye-Tracking is the key
Women spend much longer than men fixing the elements, which give an indication of requirements, working hours and qualification options. On average, women looked at job descriptions for 2.34 seconds. Men felt addressed regardless of the requirements. They looked away after 1.17 seconds. Conversely, men with a 1.14 second retention period were significantly more interested in the companies profile than women (0.32 seconds). Women also tended to read the information serially. Men often let their gaze jump between the elements. This allowed them to “discover” more elements than women – at the expense of the average length of stay, which was only 1.12 seconds. After all, women used 1.29 seconds per element.
Women always more self-critical
Certain designations (such as “senior managers”) or requirements (such as “communication skills”) make job advertisements perceive as more male or female. The investigation revealed that men feel attracted to job advertisements, regardless of how they are formulated: “male”, “female” or “neutral”. Women, on the other hand, seem to look much more accurate and are more likely to apply for “female” or “neutral” job postings. Are there demanded typical male characteristics, many women flinch. Women tend to classify each requirement being essential. They were less likely to react with self-confidence at the same qualifications than men. Men tend to overread missing but required skills. Who doesn’t want to exclude women, should formulate the job advertisement carefully. Make it clear which requirements are essential or optional. With the optional requirements, the number of female applicants is increasing.
The modern heads was founded in 2007 by Jochen Barringer in Germany and Switzerland. During his career in the mail-order business, he could experience the changes in digitalization first-hand. And he realized that it needed new minds to make the digital transformation successful. He had the idea to set up a specialized recruitment consultancy for Digital Business and that’s how modern heads executive search was born. Since then, we have found great people to work for clients such as Tchibo, IKEA, Ringier Digital, Adobe, Digital Image, valora, Aduno, Manor, Jungheinrich, SwissLife and many others who work every day for a successful future. We would like to thank our customers and candidates for their confidence and wish everyone a Merry Christmas and a Happy New Year.
To be honest, we know that not all app and digital applications are really useful and important. Anyone who has ever watched his children watch Youtube movies for hours, instead of reading a book, making music or experiencing real adventures outdoors, knows what I’m talking about. But sometimes there are apps you are glad that the internet exists. One of them is chabla:
Developed by Marko Vuoriheimo in Finland. He had hearing damage from birth and communicated with the sign language. However, nobody understood that in the listening world and whenever he wanted to communicate with “normal” people, he needed an interpreter, e.g. to take out insurance. There was no chance to make a phonecall. And just imagine, you stay on a lonely Finnish highway with the car and need to get help with the phone …
With chabla you simply switch on an interpreter by image function and suddenly every deaf person can communicate with the hearing world – always and everywhere! This is a real innovation for deaf and their families and makes their lives so much easier. We keep our fingers crossed for Marko and chabla for a successful future.
Algorithms do not replace personal conversations, this is an experience we make every day in interviews with candidates. The human qualities are at least as important as the professional qualities. We are happy to quote here a plea for the personal conversation from the current Spiegel, 14.02.2017:
Management meets people – the beer factor in the job interview
In order to decide on candidates without prejudice, companies are increasingly turning to algorithms. This solves many problems, but also creates new ones. In the end, many people land on old criteria.
A column by Klaus Werle
When Manfred was still young and had just entered the HR department of a large energy company, his boss, after talking with a candidate, once took him aside and said, “You know, we can lean over CVs and final grades here for a long time but only one thing counts in the end: Would I like to drink a beer with the one who applies here? ”
Manfred was impressed by his supervisor’s ingenious ability to reduce complexity. It took him a few years to realize that the beautiful sentence was anything but original, and on the contrary, the notoriously murmured sentence of old personnel warriors who did not want to spend hours on CVs and final grades.
Nevertheless, as he himself climbed the corporate ladder, he also included the sentence in his standard repertoire. And more, he stuck to it. Manfred, who played tennis pretty well, visited a private college and liked to travel, hired a lot of people who could play tennis and talk about their time in Kuala Lumpur or Montevideo. By the way, with a beer.
This went well for many years, Manfred rose to the personnel manager of a fairly large medium-sized company. One day, the manager told him, “My dear Manfred, I feel your team is not diverse enough.” Manfred nodded thoughtfully. “It’s not an accusation,” continued the CEO, “we all let ourselves be distracted by our prejudices, but now there is a remedy, why not give it a try?”
Manfred nodded again, and a few days later he had arrived in the world of “people analytics”, in which algorithm-based analysis of huge amounts of data support hiring and advancing personnel. Machines make better decisions, that’s the idea behind it, and this idea has been one of the hottest topics at HR conferences for years. Software companies have knitted out of the algorithms products that are called, for example, “Success Factors” (SAP), “Taleo” (Oracle) or “Workday”. SAP has given the programs a chic headline: “Business beyond bias” – business decisions without prejudice.
The cool brilliance of the non-bias machine
Instead of drinking a beer with the applicant and talking about his sporting preferences, the programs comb through resumes or social network entries, analyze data and texts, and seek patterns. Everything, regardless of gender, origin or sympathy. Totally neutral and incorruptible. A great thing, even Manfred had to admit that. Well, he missed the beer drinking, but he pulled his hat off the cool brilliance with which the non-biased machine filtered out candidates one-by-one.
After a few months, however, a small problem appeared. The freshly hired employees were smart and diverse and the manager was satisfied. But the climate in the department changed, became more professional, but also more solitary. More and more frequently Manfred found himself writing a mail rather than speaking directly to the person concerned.
Manfred interviewed a friend, Professor of Personnel Management. The friend pointed out to him that even algorithms have prejudices – because they are programmed by people who are of course not free of it. “Your problem is different,” said the professor, “it’s the social complexity of human relationships.”
Manfred nodded thoughtfully, though he had no idea what the friend was talking about. “People work most effectively in a team,” the professor said. “It’s not just about the qualification, but also about how the individual employees harmonize with each other.” To solve this is too complex for the programs. “At least, so far Humor, reliability, feelings – all of this is difficult to measure, but it has a huge impact on the workplace climate. And thus the performance of all.
Even at Google, employees have decided to make decisions about promotions again from human managers, even though the algorithm worked well. The simple argument: “People should make people decisions.”
Pah, not much better than drinking the beer, thought Manfred. He kept the programs, but supplemented them with more classic job interviews. In which he was no longer just interested in tennis, but also in other sports. Has worked great since then. Even curling is more exciting than expected, Manfred had to learn. Not to mention the diversity factor.
In this sense, we are pleased that experience, intuition and knowledge of human nature remain important in the digital world as well.
modern heads executive search
On April 18th the yearly conference “eCommerce meets Fashion in the Ticino Fashion Valley” took place in Lugano organized by the netcomm suisse ecommerce association. During this conference the best strategies on the market were discussed, specific case studies were presented and the who is who of the fashion e-commerce industry shared their expertise.
The Swiss e-commerce community meets ab Trafo Baden to discuss actual experiences and future strategies. International Speakers will share their experiences, they include accenturedigital, Piaget, demandware, Mammut, Richemon, Whirlpool, Aduno and more internationale Key Players.
For more informations, please see the Site of NetCommSuisse: