Refreshing. I didnt hire that many, but every time I did, I did like the process, meeting with them, and thinking carefully why one would be better than the other.
Great video. So many things resonated. I love the "keep your notes" section. To many times you recruit and then throw the notes away thinking "job done" then when the candidate doesn't work out you just look to replace but don't refer back and learn lessons from the past mistakes.
Very Insightful.. Its about how much you're committed to this .. How smart your will to use the tools and suppliers around you .. Thank you for this video
Inspirational, accessible and powerful. Everything I believe that I've observed about recruitment, and people decisions more widely, over a long career: presented with impact and wisdom. This kind of thinking and best practice approach doesn't just enhance the critical recruitment phase, but can fundamentally build an engine of great people management at the heart of the business. Interesting to think about how it might apply in the case of roles for which we have recruited successfully, but which then change substantively as they evolve and the market demands new and different perspectives. Also personally fascinated to think further about the wider developmental use post-recruitment and in team-building. Great content speaks to my heart and to my head, and gives my hands new tools :)
You hit the nail on the head on a handful of points, one that resonated more was the cognitive bias! I find many Talent Hiring professionals simply are not equipped with the right skill sets and yet are at the forefront of the initial selection process and where potentially successful candidates are dismissed outright without being given the fair chance they deserve! The Employment market is very biased on many other grounds too.
Thank you for an inspiring video. It's scary how much you are right. I too many times make the same mistake, over and over again, only to discover the error long after. Thankfully I'm getting better - far from perfect - at not choosing more of myself or exclusively attackers. Looking forward to following along and hopefully getting wiser.
Brilliant talk. Thank you. Although from my experience I don't think empathy requires a trade-off. Empaths that are self aware have great boundaries in place and often excel at decision making. In fact they often deliver the exact same results without coming across as ruthless.
Hey Mads, really liked your speech, it was eye opening for me !!! My take away was the idea of keeping notes of everything and later interpret your decision of whether you came out to be good or bad and how to improve yourselves?
I think with the recruitment process if the firm is hiring based on competence. Can there be a task you do during the day, where they can time how long it takes for you to complete the tasks and then compare that with the average time taken of an employee preforming the same task in that role. I believe that would be effective gathering data based on abilities, thought to share my advice and potentially be some help. That is a crucial and key way to find whispering talents.
A perfect analytical speech... Everyone must a chance, Choosing the best one is easy but finding the best one is a difficult task. Copying is easy but creating your own stuffs are difficult. I liked your speech. 👏👏👏👏
Yes, many people have biases ... however, as we know we have biases and as we know that biases are detrimental to make sound decisons we can simply decide to not be biased. This we call being non judgmental. It is a conscious choice that we make in life. When you transition into a new corporate culture or you transition into a foreign culture ideally you will withhold judgment consciously until you have gathered enough information to make an informed decision. One of the key secrets to success.
Mads, a lot of the strategies you mentioned can be found also in another documentation, together with so much more. If you wanna know more I suggest that you read the book "Joy of Business" with Simone Milasas. Thank you for being in our world. We need leaders like yourself. Leaders that know that a CV is not the best way to recruit talents for a job.
This is all true, but one of the biggest deciders of whether someone is successful in their job or not is the interaction with the people around them and with their managers, and this is something that is very difficult to predict given all the different personalities involved.
Applied for an internship and am curious about how your company thinks about recruiting. Quite impressive! Hiring the right persons is not just to hire their shouting skills, or sometimes not even their expertise, but to dig for whispering talents Excluding subjective bias and mistakes, math formulas and algorithms can calculate whether this person can create the outcome that we want them to develop. I know it seems not humanity and mercy. In the beginning, I also thought it ridiculous to compute people's performance when you only know their "most likely for 5" and "least likely for 1". Every creature is distinctive and has potential. However, after manipulating and visualizing massive "people" data, I got to understand that people from the same cluster usually take the same action. They have already chosen to take a proactive approach or a passive one. Surely, they will be changed when they are more experienced. But at that stage, they are the way they are - a good fit or not for functional skills, corporate culture and life plan. Put in another way, this role suits them or not, and can help them achieve their full potential or not, which is fair in a mutual way.
He should talk about "People Language" = Communication, not Algorithms. A successful Entrepreneur is a follower of Einstein. Refer to the Definition of Einstein of an Entrepreneur!
Hope you are well. I saw your video. Which is a good lesson for salespersons. I consider sales work as a hobby. And I am used to doing it aggressively. You need 100% target me progress. give me a chance Please I will be waiting for your love. Thank you
"If I am lucky". Talent recruitment is a gamble? Talent is one part nature, one part nurture. John Stockton is short, but he sure can dribble low past all the tall players. Cristiano Ronaldo is one very different kind of athlete, with an unique physical build and prowess. If you are always waiting for a nurtured talent that you can recruit, then you are the 99%. If you are investing your time in nurturing talent, you are the 1%. If the person you nurture leaves (for more money), be glad that a mercenary left before the person fleeces you dry. If the person leaves because of changes, be glad that that person was not as adaptive as you thought to be. Every algorithm is developed by a human being. That means that there will be some level of imperfection and mistakes. It can be still useful for objectivity, but again it is the weightage that matters. The issue is whether we share a meaning of what talent is and what does it take to be a talent.
Refreshing. I didnt hire that many, but every time I did, I did like the process, meeting with them, and thinking carefully why one would be better than the other.
Great video. So many things resonated. I love the "keep your notes" section. To many times you recruit and then throw the notes away thinking "job done" then when the candidate doesn't work out you just look to replace but don't refer back and learn lessons from the past mistakes.
Have heard this from so many experienced executives but not this in detail. Thank you for the information.
Loved the video. So many things you said were common sense but there is a need for recruiters to stand back and assess what they need. Very inspiring.
Very eye opening
A lot of managers in organisations today are lacking such a rich piece of information
Absolutely inspiring. I tell people all the time that hiring right is the most important job of a leader!
Very Insightful.. Its about how much you're committed to this .. How smart your will to use the tools and suppliers around you .. Thank you for this video
Thank you so much. You gave me so much hope that one day someone will hear my "whispering.....". Keep up the good work 👏
Thank you for this. There's a lot more to a person than just brains, its starts with the heart.
What a great perspective! I've just applied for a position at CFO Insights and I really hope I get the chance to 'whisper' my way in...
That Whispering Talent! Thank you for this brilliant video.
Inspirational, accessible and powerful. Everything I believe that I've observed about recruitment, and people decisions more widely, over a long career: presented with impact and wisdom. This kind of thinking and best practice approach doesn't just enhance the critical recruitment phase, but can fundamentally build an engine of great people management at the heart of the business. Interesting to think about how it might apply in the case of roles for which we have recruited successfully, but which then change substantively as they evolve and the market demands new and different perspectives. Also personally fascinated to think further about the wider developmental use post-recruitment and in team-building. Great content speaks to my heart and to my head, and gives my hands new tools :)
You hit the nail on the head on a handful of points, one that resonated more was the cognitive bias! I find many Talent Hiring professionals simply are not equipped with the right skill sets and yet are at the forefront of the initial selection process and where potentially successful candidates are dismissed outright without being given the fair chance they deserve! The Employment market is very biased on many other grounds too.
Thank you for an inspiring video. It's scary how much you are right. I too many times make the same mistake, over and over again, only to discover the error long after. Thankfully I'm getting better - far from perfect - at not choosing more of myself or exclusively attackers.
Looking forward to following along and hopefully getting wiser.
"Bums on seats" over the years has caused untold long term problems and let's never forget the fit needs to work both ways. Good clip 👍
Brilliant talk. Thank you. Although from my experience I don't think empathy requires a trade-off. Empaths that are self aware have great boundaries in place and often excel at decision making. In fact they often deliver the exact same results without coming across as ruthless.
Excellent insight and a great idea to have applicants to your company, watch this as part of the application process. thanks Maleka
Hey Mads, really liked your speech, it was eye opening for me !!!
My take away was the idea of keeping notes of everything and later interpret your decision of whether you came out to be good or bad and how to improve yourselves?
Very interesting and absolutely spot on. So many employers want the "unicorn" candidate, who can do everything and be everybody.....
Great insights! Recruiting is the single most important yet the most challenging task in a business
Great video. Enjoyed your process!
Very relevant insights on how you recruit and select the best people for your team
Thank you 🙏
I think with the recruitment process if the firm is hiring based on competence. Can there be a task you do during the day, where they can time how long it takes for you to complete the tasks and then compare that with the average time taken of an employee preforming the same task in that role. I believe that would be effective gathering data based on abilities, thought to share my advice and potentially be some help. That is a crucial and key way to find whispering talents.
A perfect analytical speech...
Everyone must a chance, Choosing the best one is easy but finding the best one is a difficult task. Copying is easy but creating your own stuffs are difficult.
I liked your speech. 👏👏👏👏
Good mindset very eclectic in hiring strategy!
Quite an amazing pep talk.
Hire the person not the resume...i wish someday this becomes reality.
Yes, many people have biases ... however, as we know we have biases and as we know that biases are detrimental to make sound decisons we can simply decide to not be biased. This we call being non judgmental. It is a conscious choice that we make in life. When you transition into a new corporate culture or you transition into a foreign culture ideally you will withhold judgment consciously until you have gathered enough information to make an informed decision. One of the key secrets to success.
Wow, very informative and refreshing. The phase I like most is "diamond in the rough" it's fact. Thank you for sharing.
Quite a refreshing talk.
Is indeed a nice presentation
FANTASTIC!!!!!
A great talk - wow....
Mads, a lot of the strategies you mentioned can be found also in another documentation, together with so much more. If you wanna know more I suggest that you read the book "Joy of Business" with Simone Milasas. Thank you for being in our world. We need leaders like yourself. Leaders that know that a CV is not the best way to recruit talents for a job.
Wow! Great speech and learnt a lot.
This is all true, but one of the biggest deciders of whether someone is successful in their job or not is the interaction with the people around them and with their managers, and this is something that is very difficult to predict given all the different personalities involved.
Very Good
This is really good 👍
This really spoke to me - very inspiring.
Great ideas!
🙏🙏
Great video
"Leaders spend 10% of their time recruiting and 90% of their time making up for recruiting mistakes" - true that!
Applied for an internship and am curious about how your company thinks about recruiting. Quite impressive! Hiring the right persons is not just to hire their shouting skills, or sometimes not even their expertise, but to dig for whispering talents
Excluding subjective bias and mistakes, math formulas and algorithms can calculate whether this person can create the outcome that we want them to develop. I know it seems not humanity and mercy. In the beginning, I also thought it ridiculous to compute people's performance when you only know their "most likely for 5" and "least likely for 1". Every creature is distinctive and has potential. However, after manipulating and visualizing massive "people" data, I got to understand that people from the same cluster usually take the same action. They have already chosen to take a proactive approach or a passive one. Surely, they will be changed when they are more experienced. But at that stage, they are the way they are - a good fit or not for functional skills, corporate culture and life plan. Put in another way, this role suits them or not, and can help them achieve their full potential or not, which is fair in a mutual way.
Insightful
Well said ..
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He should talk about "People Language" = Communication, not Algorithms.
A successful Entrepreneur is a follower of Einstein.
Refer to the Definition of Einstein of an Entrepreneur!
Hope you are well. I saw your video. Which is a good lesson for salespersons. I consider sales work as a hobby. And I am used to doing it aggressively. You need 100% target me progress. give me a chance Please
I will be waiting for your love.
Thank you
"If I am lucky". Talent recruitment is a gamble? Talent is one part nature, one part nurture. John Stockton is short, but he sure can dribble low past all the tall players. Cristiano Ronaldo is one very different kind of athlete, with an unique physical build and prowess. If you are always waiting for a nurtured talent that you can recruit, then you are the 99%. If you are investing your time in nurturing talent, you are the 1%. If the person you nurture leaves (for more money), be glad that a mercenary left before the person fleeces you dry. If the person leaves because of changes, be glad that that person was not as adaptive as you thought to be. Every algorithm is developed by a human being. That means that there will be some level of imperfection and mistakes. It can be still useful for objectivity, but again it is the weightage that matters. The issue is whether we share a meaning of what talent is and what does it take to be a talent.
Great video
Excellent video