Modernization of recruiting necessary

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 meaningfulness for specific target groups: "Post & Pray". In addition, vacancies often remain unfilled for longer than necessary because only active job seekers apply via job boards.

‍

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.

‍

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.

‍

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. Especially because over 48% of employees prefer a direct approach to a conventional application.

‍

In particular, HR departments that are still set up in the traditional way without a dedicated recruiting department (with sufficient capacity) regularly work with headhunters. It may be worth reallocating your headhunting budget to an active sourcing as a service provider, especially if you want to manage a large number of vacancies in parallel with a comparable placement budget using active sourcing as a service.

‍

Modern performance recruiting campaigns are often not yet used or not used enough - these can be worthwhile not only for industrial specialists, but also for other talents in the academically qualified talent segment who are already highly sought after. Exciting facts: More than 50% of all job searches start on Google and 32 million people are active on Facebook and Instagram and 26 million on Linkedin every month in Germany alone.

‍

Performance recruiting can be a great complementary channel, especially because there are no limits to creativity when it comes to ad design and employer branding. However, there are often no internal departmental structures here and the colleagues in the Design, Performance Marketing and Tech departments do not have the capacity to design and continuously optimize the campaigns.

‍

If there is not enough time for proactive candidate management due to existing team structures, it may make sense to use an interim recruiter on a project basis. For example, internal training for hiring managers can be implemented or processes can be modernized in order to meet the requirements of modern recruiting. In addition, further services in the area of employer branding or classic HR consulting (e.g. advice on the internal organizational structure and technical setup or holistic process consulting in terms of a modern candidate experience) could be useful.