Not enough applications

There is no one-size-fits-all solution in recruiting - no matter what different providers on the market tell you. The key to success for the best possible recruiting results is a target group-specific and cross-segment recruiting channel mix. It is therefore about a differentiated understanding, so-called strategic recruiting, and we are happy to give you more context in the following video.

For many companies, job advertisements are standard practice, and a lot of money is invested without thinking about the purpose for the specific target group: "Post & Pray". In addition, vacancies often remain unfilled for longer than necessary because only active job seekers apply via job boards. Yet only around 10% of talents are really actively looking for a job.

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Although companies with stronger employer brands benefit from the reach of the relevant job boards, HR managers are also noticing an increasing decline in the number of applications and a drop in the quality of applicants. Diversification is needed. Companies with a B2B positioning, especially small and medium-sized companies, are rarely able to stand out from the other job advertisements on these channels.

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It may therefore be worth optimizing the text and technical aspects of the ads, reallocating the budget to other niche job boards or investing in other, better converting channels such as performance recruiting campaigns or active sourcing.

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The expansion of traditional channels to include sustainable active sourcing structures is essential nowadays in order to significantly increase the talent pool to be addressed for a specific vacancy. 

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In many cases, however, there is too little time for active sourcing and it is done without a high level of focus between meetings. Proactive direct approach simply takes up too much time, is extremely laborious, but also requires a high level of expertise to ensure an ideal candidate journey, so it cannot easily be delegated internally.

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It is not uncommon for expensive headhunters to be used. However, active sourcing as a service or cooperation with an interim active sourcing specialist enables a more cost-optimized budget allocation.

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Modern performance recruiting campaigns are often not yet used, or are used too little - these can be worthwhile not only for industrial specialists, but also for talent in the academically qualified talent segment that is already being heavily courted elsewhere. In particular because there are no limits to creativity in the design of advertisements and the employer branding that is possible at the same time. The disadvantages of placement on the relevant job exchanges can thus be mitigated. Exciting fact: More than 50% of all job searches start with Google.

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Often, however, there are no internal departmental structures and the colleagues in the Design, Performance Marketing and Tech departments do not have the capacity to design and continuously optimize the campaigns.

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