Modernization of recruiting necessary

Would you like to modernize and transform your recruiting program because otherwise you will be left behind by the competition and unable to counteract the shortage of skilled workers? There are numerous levers that should be set in motion in parallel but in a coordinated manner.

Below you will find an initial selection of possible approaches
to solve your challenge.

Please note that in many cases a combination of different measures may be necessary.
We will be happy to advise you on this and help you with your evaluation.

Strategic recruiting as optimization lever #1

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.

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No more post & pray

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.

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Active Sourcing as a Service

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.

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Performance Recruiting

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.

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Interim Services

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.

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Cooperation with Talenspring

Find out how we differ fundamentally from other service providers and what methodology we use to optimize your recruiting. Would you like to find out together how you can further develop your recruiting? Then book a free potential analysis with our recruiting experts now; this is 100% free and non-binding.

Would you like to discuss and solve your challenge together with an experienced partner?

100% free of charge & non-binding
Worth €1,500

Our partners have solved these recruiting challenges with us:

View more case studies

We think in terms of long-term partnerships

Innovative growth companies, SMEs and large corporations are among our valued partners.

Here
Startups & Growth companies
PowerUs
Startups & Growth companies
KLT Health Group
Startups & Growth companies
Green Generation Fund
SMEs
Cirplus
Startups & Growth companies
Snubes
Startups & Growth companies
Qorvo
Corporate
SVEA Solar
Startups & Growth companies
Stocard
Startups & Growth companies
Enpal
Startups & Growth companies
Sono Motors
Startups & Growth companies
Jameda
Startups & Growth companies
Klarna
Startups & Growth companies
McMaker
Startups & Growth companies
ada
Startups & Growth companies
Aldi
Corporate
Choco
Startups & Growth companies
Hello Fiber
Startups & Growth companies
Tesa
Corporate
Capmo
Startups & Growth companies
Just Eat
Corporate
DocMorris
Corporate
APCOA Parking
Corporate
Invers
SMEs
Glasfaserplus
SMEs
Vistra
Corporate
PagoNxt
Corporate
Emarsys
Corporate
Destination Solutions
SMEs
e-Spirit
Corporate
mobilde.de
Corporate
AMSilk
Startups & Growth companies
MyHammer
SMEs
IDVerde
SMEs
Nano Dimension
Startups & Growth companies
Kornit Digital
SMEs
Sparda Bank
Corporate
Cognos
SMEs
Octopus Energy
Startups & Growth companies
Deel
Startups & Growth companies
Dodenhof
SMEs
Berlin Brands Group
Startups & Growth companies
Camos
SMEs
Carl Remigius Education Group
Corporate
Dr. Schär
Corporate
Envola
SMEs
Eriks
SMEs
ESE
SMEs
HTEC
Startups & Growth companies
Lilium
SMEs
SAG
SMEs
Solvay
SMEs
Steris
SMEs
Turn2X
Startups & Growth companies
LOQU
SMEs
Boeing
Corporate
HelloFresh
Corporate
Emeria
SMEs
Malt Europe
SMEs
Biotronics
Corporate
SMART Railway Technology GmbH
SMEs
Degewo
Corporate
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At eye level - practical & digital - strategic & operational

We can also fill your business-critical positions at short notice!

Are you ready for a long-term partner to fully unlock your recruiting potential?

Always at your side - We arrange a quarterly strategy meeting with each of our clients, in which we address current recruiting challenges individually and develop solutions together.

Walid Karimi
Managing Partner
I look forward to talking to you.
100% free of charge & non-binding
choco
DocMorris
INVERS
Just Eat
Klarna
choco
DocMorris
INVERS
Just Eat
Klarna
choco
DocMorris
INVERS
Just Eat
Klarna
choco
DocMorris
INVERS
Just Eat
Klarna

What other challenges do you face in recruiting?

High investments in recruiting, but no successes
Modernization of recruiting necessary
Not enough applications
Applicant quality not sufficient
No time for active sourcing
Employer brand not (yet) strong enough
High costs for headhunters
Too little capacity in the team
Professional networks overfished