Lack of skilled workers, full employment, digital transformation, internationalisation, change: many smart people have many smart answers to the current challenges facing companies. Recruiting to digitalize is one of the favored. Those who rely on digital recruiting should not start with the high-end solution, but with the mindset. Ten theses on what to consider when recruiting new employees in the future:
The war for talents is over
You can resign yourself to the fact that you no longer have to actively search for sought-after specialists such as engineers or software developers. Nobody has to change any more. According to the Stack Overflow Report and digital marketing agency at the end of 2016, developers named their personal cover letter as the biggest hurdle in the application process. Employees are no longer looking. They want to be found.
Employee recommendations become the most important recruiting channel
In the age of recommendations, we now come across companies where over 60 percent of positions are filled through recommendations. This works because these candidates are usually better suited, fit better into the culture and are usually more loyal than others. They are quicker to connect and easier to integrate. The average cost-per-hire via traditional channels today is 3,000-5,000 euros. Are there 500 – 1,000 euros gross for a successful recommendation, paid out after the probationary period of the new colleague, an appropriate incentive to your employees for a recommendation? Probably more will have to come.
Insights into the world of work are trumps
Especially the young generation wants to get to know their environment and their future colleagues early in the process. Not the boss, not the recruiter. And not just on a human level, but above all on a professional level. Virtual and Augmented Reality can actually be very helpful here to provide insights into the real world of work.
Speed and adaptability are absolute basic skills
An applicant expects a recruitment process from initial contact to signature to be completed in four weeks. However, job advertisements in traditional job exchanges are still posted for 60-90 days and cannot be adapted after they have been posted. That is from the day before yesterday. Here requirement and channel do not fit together. The offerers must adapt better.
Recruiting digitally means recruiting based on numbers
Make KPIs the foundation and compass of your activities. However, a pure focus on quantity can quickly break the neck of a recruiting team. Set up a numerical model that aims for efficiency. For example, “Applicants per Recruitment” is an excellent indicator of whether you are attracting the right candidates.
All employees become recruiters
To roll out the agilisation of work to recruiting ultimately means that teams recruit their candidates themselves. In fact, the first companies are now placing this task in the hands of development or creative teams. However, it should not be forgotten to equip these teams with the necessary knowledge. This is an important new role for HR.
Recruiting is like Sales
In an employee market it is important to sell the company, its values and culture. This has not always been HR’s core competence. Get the appropriate sales know-how into the recruiting department. For example, train your recruiters with internal sales colleagues in conversation skills, acquisition techniques or objection handling.
Fruit and water are no benefits
The current “GenY-Barometer” of the job market Absolventa shows: Further training, a modern workplace or a company mobile phone are now a matter of course and no longer a differentiation factor. Today, creativity and individuality are in demand when it comes to additional services. They should suit the employee and his or her life situation as well as his or her own brand.
Active Sourcing cannibalizes itself
Social networks have resulted in hordes of external or internal recruiters sending impersonal mass messages to potential candidates via Xing or LinkedIn in recent years. The result: The first high potentials sign off here again. Reason: Spam. A good example of how promising channels destroy themselves because digital recruiting is correctly thought of, but not implemented from the candidate’s point of view.
Old-school headhunters are dying species
The pure candidate placement of the old school on a commission basis will be the first to fall victim to digitisation. If the market is empty but the candidates don’t want to change, a headhunter won’t be able to offer these candidates. Digitalisation is characterised in all sectors n above all by taking the middle man out of the game and directly depicting mediation online. Uber or AirBnB are good examples of this. And in recruiting, the recruiter is the eliminated middle man.