What Indian Companies Are Recruiting Online
Recruiting without a job interview: possible with online courses?
German professor changes IT education
The online education house Udacity was founded by the German Stanford professor Sebastian Thrun. The course provider relies on video courses that together with big companies like Facebook or Googledeveloped become. The focus is on courses in the field of computer science and programming. Here the provider from Silicon Valley sees itself primarily as an online trainer for Skills that can be used directly on a professional basis.
Udacity has set up its own programs for comprehensive training courses:
In the "Nanodegree Programs"In partnership with companies, Udacity also enables practical projects to be worked on. In doing so, specific professional skills are targeted and support is offered in career planning. A"Refund warranty"For participants who later cannot find a job, underlines the seriousness of the high-quality training requirement (the guarantee is currently only available in the USA).
In 2016 Udacity announced increasingly also in Germany to become active (you can also find all Udacity courses in our directory).
And what does Udacity know about the skills of his students?
Participants in online courses at Udacity must very actively shape the learning process yourself. Here, not only are various video courses passively viewed, but projects are worked on, questions discussed and interactively worked together with others. The one from it arising participant signals can then be evaluated by Udacity. And it's not just the quality or speed of programming skills that can be measured. Even certain soft skills can be determined digitally, e.g. through the initiative of the participants, interaction with others and the conscientiousness in processing tasks.
But do hiring without a job interview make any sense?
The question is obvious. Because the idea of "Interviewless Hiring" sounds unusual to everyone.
That future colleagues yourself beforehand never met personally one may perceive it as a rather impersonal process. Also the question of whether you have all the relevant Can even record recruitment criteria digitally (not to mention related privacy issues) pops up spontaneously.
Many employers would certainly say of themselves that they are the best picture of a candidate still in a personal conversation can do.
But Is it really like that? The clear opinion of Flipkart and Udacity is: No.
Reliable data from a month-long assessment center
For one, it is argued that the Signals from a candidate over a month-long online course are much more comprehensive than a short job interview (often with mostly rehearsed questions and answers). The long-term success of the participants in an Udacity course says more than a short conversation.
Comparable this is roughly also with the idea of the conventional Assessment center, in which applicants are observed live while problem solving. Except that at Udacity this happens electronically and over weeks or months.
Another supporting argument is that the The assessment obtained from the data is much more objective and reliable is as the subjective perception in a job interview. And in fact it is like this: anyone who has already conducted interviews with applicants knows how difficult it is to make a really objective assessment on the basis of a conversation in practice.
More objective equality of opportunity in the selection process?
The US provider Udacity may also play those that are particularly important in the USA Motives such as equal opportunities and diversity in personnel selection (diversity) a certain role. Because the more the recruiting is based on objective selection criteria (= data), the less personal preferences or even prejudices can distort the objectively best selection.
In any case, the fact is: If Flipkart's information is correct (and nothing speaks against it), then the model seems to work there. After all, the Udacity candidates from "Interviewless Hiring" have already signed up proven in practice.
Data evaluation changes the selection of personnel
In many areas of society are currently changing due to the better and better data analysis the processes and possibilities.
In the e-learning environment, for example, based on the evaluation of the learner's data, it is becoming increasingly possible to improve teaching in a data-based manner using this data feedback (so-called learning analytics).
And of course arise like that new possibilities also in the area of personnel selection. It remains to be seen whether this will result in long-term and nationwide recruitment without an interview:
- A sensible use of the Interviewless hiring Is probably depending on the respective position. If the advantage of good candidates is primarily based on their technical skills, data-based recruiting can tend to play a bigger role (as with the programmers at Flipkart).
- With stronger personality-dependent roles (e.g. sales or consulting) it will be a little more difficultto digitally measure and evaluate all relevant data.
- Since in the field of online courses, however, there is still the Computer science and technology content predominate, this also arises here suitable starting point for models like that of Udacity and Flipkart.
- In Germany (and in other European countries), for example, would certainly also be cultural reservations to overcome: Which German applicant would start a job today without a prior interview? At the moment, this still seems more realistic in the constellation of an Indian e-commerce provider and a US course platform.
A interesting experiment from the innovative regions of the world, but in Germany it is still a long way off today.
But maybe start German employers soon at least once additional data-based analyzes (taking into account the relevant data protection aspects)? So not data "as a substitute" for job interviews, but "as a supplement" - then the Udacity data would initially rather supplement the conventional school reports in the applicants' documents.
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