Transcript
Speaker: Gero, it's me that you are here. You are the founder Saatcon and CEO of Embrace. You are also very famous in the HR Recruiting and Telequisition Community in Germany. But maybe we'll start with a short intro to you.
Speaker: and above all, what you do all do, because you do a in your podcast. It's for me also nice, the other role to take. I'm going to be with Saatcorn as podcast sound blogger on topics yeah flight suma its ah has one qs far te along as well ge ro hesle an ip c often embrace does sign on to name mas vitalels and senioring h r rollle by batsman comment gru dwarf the you I a I Embrace.
Speaker: And to belong to today five companies. It's an E-Learning Portal for the students, with 6 million monthly active users. Then we have Ausbildung.de, a new platform in Germany.
Speaker: We have Vocanto, and for an e-learning andbita at subiz came manron lumbbeian fromnruan but also build a
Speaker: We have there different places of the Wertschöpfungskette. And Milch & Zucker another HR Tech Player, which is with B-Site a management system developed and the Milch & Zucker Agency. That's what's with Embrace. It was a long way there, a long way to come.
Speaker: It's a fun way, it makes a lot of fun in very very good market. We can talk later about it. Saatcorn is siandra bair the as a blog with a strong employer branding focus. In
Speaker: Saatcoin is so my private site, it's not Bertelsmann, but I can it and do it like I want to do it. And that's a nice hobby, a nice Ventil, but especially a super cool program for me, because I can speak with the most people just so.
Speaker: I started to me fun to have fun and come out, as doing for the profession and
Speaker: I'm Saatkoran hobby, yeah, course. I'm a
Speaker: They are 14, 16, 22 and And and in I find great.
Speaker: And that's me in a nutshell.
Speaker: That would be interested in, you Das ist so zustande gekommen, dass ich zehn Jahre lang im Corporate HR Bereich von Bertelsmann gearbeitet habe. Damals war ich zuerst zuständig für Employer Branding und Recruiting. Ich habe damals ein Bewerbermanagement System selbst entwickelt mit Avato Systems. Das ist ein IT-Unternehmen, das auch zum Bertelsmann-Konzern gehört und
Speaker: yeah of in boshta in mihi ocar to natan nahu naa fan vaun mukoma fan the team ah payrourim met thats who doeshikazun diet its management go to done in minefa vos but I
Speaker: ah vigu ain ishmit but tri stationian panion on ah around ugan habi sugaar if fab bringer and goson tius tas my team the mih gai zhubageistan And my wife had actually said, hey Gero, you must think about what you do, if that's the right thing is. You're a bit of a bit of a bit, when it's about the work. I was not even interested in that. And I started to think about it and thought, she's right. was thinking about it, if I would it, if would be completely free.
Speaker: And then I thought would like to do a employer branding agent on the side. um para britishiagan platform a chef horzin And to tell dahidi higoshafts modella na toishch about ifhan tamas onlymi the de shaman by the a was If you employer branding make, and that was 2009, as I thought about it, 2009, 2010, there came that question in Germany.
Speaker: and that can the timag grada out and in in dowiland It was a time where I felt like a lot going on. And you can speak with a person or a bit of a bit of a strategy. Because you read, what is the employer value proposition. That was really interesting interesting. And thought that was really exciting. And I had a idea for a network of students, also a platform for students.
Speaker: I don't know exactly how that happened. It was so that I had a bit of a bit of a conversation at the end of the day, and talked about it and said that it should actually be a platform where you can connect to students as a work. That must be very innovative and that could to with the practicality. And then the idea came, to say, we make a platform, which will be from practitioners, which are also for the content, which are for events for companies, for workers, with the Zielsetzung, top students with work together. So with the idea I was then with a 10-seitical PowerPoint-Präse and talked with different work. And they found that very good. And so is then damals CareerLoft entstanden. It's not today anymore, but it was just the idea that we were making this Career Loft.
Speaker: And a ze amishantha is that an mahamvi alvekki a korea left fairly crazy yaundsan in bedlin koz backs on a vulnerable giitsun as And then we have five people in the room and said, That was the time Big Brother was big.
Speaker: You're born here, you're here, you're here, you're here, you're here. And writing about it. And eaknaah and faa along withli guunen yet and dd hadic i dont yeah i' bi on summan sheffer because that a career loft idea. I have also a idea for network for students.
Speaker: the a after done yaba vi wiler done kuing welish that is e may zebsh denish mata saw hereba batsman's always done damad's em embrace intan zvani el hamid en english started i yanua un ya taswazun as they off the in internet site them on another platform for shula in ibgo neki taught animir ablixarrei daswazo bovs orientee on for shula inan on dabubaka mitswa fuen inddi muklichite Ausbildung.de to acquire.
Speaker: That was curious, because the The the and
Speaker: hattest, oder hattest du überhaupt eine, hat sich die jetzt bewiesen oder widerlegt? and so if she shootsangs or this is statement on taimgans emrace loifft is ainhilopta sida mentioned him best nuri pass and cho and aba gewa fain and daswaammas nicheh in their in their client for mulyng reset called exact tower um ah daga danka abadeda hinter dig the gaankka de wagan Also in
Speaker: who had to do something with my wife. Because my wife woman, had mentioned earlier. And when I was still in the BWL-Studio, she knew she would be woman. And when she talked about it, you noticed that she would be a woman totally wants. Then she also has this journey on the way. And I have always noticed when we talked about it, there was a fire there, so a begeistering. The eyes have been funking. That's at her until today.
Speaker: And I was consulting end of the consulting company of Accenture.
Speaker: And that but had a little bit of a learning, but it didn't get me that much. And that was the point where thought a few years later, how I struggled to find my way.
Speaker: um The area in my life to find my way, which I was very excited about. Also the slide show of technology, communication, personal issues. I was working on And there was a click on the idea the idea you can't put Embrace And maybe it was still. Okay.
Speaker: and um You have also had a huge success with a group people, also with the Embrace Festival. That's already been a event, right?
Speaker: Yes, that festival is a very interesting story. I was actually so in 2015, I was on the last recruiting convention. That was a HR-convent, which Professor Dr. Christoph Beck made. that was a very modern story, in Petersburg, in Bonn, a hotel, all in clothes and clothes and so on. That was just another time, so I can say.
Speaker: when if bina asked me course how the guys toinga gang dan yday yeah funny ambition for hezi bar rambiinangvaig go taptan i vangadati muslim christopph my min e de with give be beat as mahanur depend in aoven with van eb gunns put in contact amongs that christoph laman um eang And kepts on pi e d fi don a funten style um there often you lost my ma and the martins scotttroin in chapter vik oscar I was it to vikly has a to He
Speaker: I would like to us.
Speaker: And as he said, I thought, okay. Also man kann ja immer meckern, aber man kann vielleicht auch selber machen. Und so ist dann 2018 das erste Embrace Festival damals noch unter dem Label Recruiting Community Event entstanden, also RC abgekürzt, genau wie Recruiting Convent.
Speaker: We thought it was a little bit modern and turned the whole format to the left. And that was a Award from the Human Resources Manager in that year, because it in where the festivalization events can
Speaker: then it's at least for me personally complicated. onha And we had this summer a really good festival um in very difficult conditions. And I thought that had
Speaker: Because I good festival in our festival.
Speaker: But that at the moment, in this moment we are talking about have a today and which are underscited? Well,
Speaker: yeah as always
Speaker: The meaning of Recruiting anzichwid in itself is fiian's abs hype team and as was wanted in a It had a lot of things with the
Speaker: And Recruiting, partially, would I say, doish mta shes the recruiting denhiheyak guns pride alzbergrefner as an inclusive employer branding inclusive gunston hr team um manhat manjmaaskafu does fiming manan could not talk no maan quoing annu aus sha and It's a way to define Recruiting. In the broad way I think that's not. I think that you have to act as well as a result of a job. What would that be a example that you have to do in the now phase where it's not much about Recruiting, what you have to do?
Speaker: as a employee,
Speaker: i o i did this as it That's not all the case. We talked about it already in the previous conversation. If you are on and level, then it will be different.
Speaker: But the and
Speaker: i'm be a little bit dangerous, because as soon as the economy is
Speaker: So I would answer that. What is over-schätzt? ty with isag the detectal luishian mokdeshkai In the are over-schätzt, and not because the and
Speaker: If that's now an investor or C-Levels, they say we need these productivity, these einsparements, that's going with AI. alice Yes, technology is probably so,
Speaker: that it's a good strategy, I'll let that stand. But in fact, it's much more complex than what you think. And mindset, attitude, and attitude actually means that.
Speaker: And scal div the eintelon in an or at son area two cons oriented in knowvas friendly is yeah I that in a and
Speaker: um I don't know if you have noticed, the CEO or the CEO of Bold, the CEO of Bold, the whole HR team has been founded and that is meant to everything that is not operative recruiting and operative people, also payroll people operations. How do you speak to such a topic? Because there is a lot of discussion about HR.
Speaker: And if the
Speaker: can't say that can't say that I can't say that. I can't say that I can't say that.
Speaker: Why? Because think the danger more in operative HR than in strategical, if you think about it right. And I think that I would like think about, at least in opinion, a better analysis of the situation to think about, which a contribution can HR, or as it's often called People in Culture, actually to give a transformation to the people.
Speaker: digital, native, AI-getriebenen Prozess? Das hat ja ganz viel wiederum mit diesem Change, mit der Transformation, mit der Adoptionsfähigkeit der Menschen zu tun. dark lo um man h r you know aboutififing comte roller And invite koa fan va don su groa den ya and this this ni operapa artif this is vik thenalhaj stratiish as we komi fun anna b be with bigish I is really And
Speaker: There are different organizations, some of them are like Mercedes-Benz, there is in the HR-Funktion inzwischen IT. Then we have that at Fisman so similar, the Frauke von Oye, who is also responsible for HR, but also for the AI transformation of the organization.
Speaker: There are two examples, or from Obama, who is responsible for IT and HR. If you're interested in them, that's very exciting. It's important to see things that are important to look at. If you say, eliminate strategic part of HR, then you might say, what strategic part of HR?
Speaker: And I would say that the strategic part is definitely important. would say that the operative thing would be important to see how it develops. I can imagine that in the future, in this area, in the future, in technology, will be So would see it possibly differently. And what do you find out your experience, which is now the
Speaker: and
Speaker: bus findu two as standna ang ahutehari gets untene anddi
Speaker: Ja, das steckt so ein bisschen in der Frage schon drin. Also wenn man
Speaker: Also, auch da kann man schon verdammt viel falsch machen auf jeden Fall.
Speaker: We can see which profile have today and
Speaker: um ah that's it's not about hot ah with suag mine concrete picture of fargravaia carel be hipceor beja out on visor this umangs mitkaiddatin is i here for ali as that's said benu involu the You search people in large number cases, which make a job for relatively little money. It's a very different process process, as if you search a data scientist, which is
Speaker: And what I often noticed is that many
Speaker: a employer brand or a strategy or have, which is not easy, the company is not easy. The company is not out. You have seen many employer branding strategies or EVPs.
Speaker: see students also order wed just Do or um demon and a niche ausar but employer brand li or about
Speaker: Und deine Kultur, deine Unternehmenskultur besteht aus sehr, sehr vielen Facetten. Eine Employer Value Proposition beschreibt das very condensed, very together. And so many EVPs are in the first place quite similar. But the question is, how does that feel with life? And how does it show up to you what it means?
Speaker: that the ironinig victim yeahhas says infa after as somebody mentions with transport here And to So zagos nimma masfaical it's evp v ah vi uanimaresh
Speaker: can write somewhere, that is saying, because all entrepreneurial, because it is all the same thing. But what does that mean? What does that mean? How does people see that? How does people see that? At the same time, this is value of value, which is not worth it. Let's take a look at my own story, which just told you. That is a of a value of a value,
Speaker: nima mama mya ain negohita deha you met sita thus is with the web's differenti and suzanne daund ia osna edge aaller and becomes the chance of a in their context. was al found dwar That's what I mean. That's really difference. You have to work as an organization to work, people who are especially interested in what you wrote in background, what is the most part the people who spoke before.
Speaker: that is and me i of far I would say that the value is to say, why? Explain it. Then I would explain it. And many people explain it, it will be a that the And difference. And to
Speaker: starten, wie würde das jetzt aussehen? Auf welches Geschäftsmodell würdest du setzen? Die Frage ist total gemein eigentlich.
Speaker: What I was building up, that has really been done and it makes really fun to do it. That's Embrace not 25, but I'm 56,
Speaker: when ishawa it's in my andim ata andim xin span me fromwai soanhiin then gi off a love like as anna bi ze and fune Da würde mich total reizen, wenn ich was
Speaker: And in which area would you go into it? Would you build a software? Would you build an agent or platform? and can do a bit of po or and a platform Yeah, an Agentur glaube ich nicht.
Speaker: Das habe ich mit großer Begeisterung gemacht.
Speaker: damit wiederum was zu machen.
Speaker: Man
Speaker: Das wäre wiederum spannend.
Speaker: Ich habe eine gewisse Kreativität auf jeden Fall. Aber ganz klar bin ich auch kein Entwickler. Nur, auch da wieder. Let's look at, everything is that's fascinating and little bit of a furcht influence. and gliside it
Speaker: If you look at three attributes, what will you think the biggest influence recruiting? Why? ire recordinging ham inukon of thanks to min home Yeah, because I think at so long we have a work with people. We are already in ninea awaswe will mention ni nuummit mention awaan zoanbohe imame again no that's su come akaba so langa mentioned mention awa it does in myifs or i'm in and eventually here in shailongngla by iron am baman for a a
Speaker: I think that at the end of the gut feeling is a damn big role, to decide for something like an employee to decide and to decide every day to decide I'm to stay or I'm going to go.
Speaker: Thank you, that was it. Do you want to have any final thoughts you want to give? so Yes, I have said that I believe that every person has the best possible job and world would be a better place if it would be so.
Speaker: Also, wenn die Menschen ihre Befriedigung sozusagen in ihrem Sein und Tun auch durch ihre Arbeit bekommen, dann ist das was ganz Wunderbares. Da ist dann sozusagen ein bisschen Wertschätzung für sich selbst dabei. Man kann stolz darauf sein, dass man Dinge in Bewegung bringt, dass man Dinge weiterentwickelt.
Speaker: Und wenn das allen Menschen so ginge, dann würden, glaube ich, viele Ego-Trips gar nicht mehr notwendig sein. Schön gesagt. Danke dir. Thank you for your invitation, it's been a pleasure.
