.png?width=235&height=60&name=Talention_Logo_webseite%20(1).png "Talention"){kind=logo}
Recruiting has developed and changed a lot in the last 20 years. Back then, recruiters were faced with the difficult task of choosing the most qualified candidates from a large number of applicants. Today, this has become a problem because there are few active candidates due to the falling unemployment rate. In this article we have summarized for you what recruiting will look like in 2020, what has changed and which trends you should not miss!
Years ago, recruiters published their job offers in newspapers and there were only a few other offline channels besides the newspaper. Many active job-seeking candidates applied to job advertisements and recruiters had to make a selection from numerous applicants.
Today it looks different. Many factors affect the recruiting process and make it difficult for recruiters to find the qualified employees they need. The shortage of skilled workers and the demographic change have been in our ears for a long time, as well as the constantly developing digitalisation. But the shortage of employees also affects difficult industries such as IT. Recruiters now have to develop strategies to attract the best candidates in the market, because these factors mean that there are more passive candidates and there is a so-called "war for talents".
Shortage of Skilled Workers: Many companies in Germany see the shortage of skilled workers as the No. 1 risk and the losses in turnover caused by the shortage of skilled workers in medium-sized companies amount to 53.4 billion euros. (Q: Deloitte CFO Survey Herbst 2018, Earnst & Young Mittelstandsbarometer 2018)
Unemployment Rate: While the unemployment rate in Germany was 11.2% in 2005, it fell to 3.2% by 2019.
(Screenshot: Unemployment Rate in Germany, Q: Google Public Data)
Demographic Change: Due to the low birth rate, only a few new workers are joining the workforce and many working people (baby boomers) are retiring. As a result, the working population will fall by 3.9 million by 2030 and by 10.2 million by 2060.
Due to such challenges faced by recruiters, there are fewer applicants applying for advertised positions and many positions therefore remain vacant.
Now the question arises: What do you as a recruiter have to do to counteract these challenges and find qualified candidates? It's no longer the candidate who comes to you, now it's up to you to get applicants excited about your company and build a relationship. How does that work? With the strategy of the Recruiting Marketing Method:
(Screenshot: The Recruiting Marketing Method)
With Recruiting Marketing you create an impressive Candidate Experience (a candidate's experience with your company during the recruiting process). The two components of Employer Branding Content and Recruiting Marketing Strategy enable you to build a sustainable relationship with your candidates. The Recruiting Marketing method covers the long way from an unknown person to a successful recruitment as an employee (Candidate Journey).
Get to know more about the recruiting marketing method and how you can successfully implement the strategy.
Many recruiters are not yet sufficiently prepared for the Recruiting Trends 2020, which is why there is still a little catching up to do here. Here are must-haves that you should definitely implement this year:
Mobile Recruiting is becoming increasingly important. Nowadays, candidates almost exclusively use mobile devices (smartphones, tablets) to look for a job or even apply via mobile phone. Your career page and job advertisements should therefore be mobile optimized and attractive, otherwise you may lose valuable candidates. In any case, also offer the possibility of a mobile application.
(Screenshot: Mobile optimized job advertisement and application form from Talention)
Career Pages According to a survey (source), 48% currently provide too little information about employer performance on career pages. On the career side, the focus is on the employer's product or service rather than on the employer itself, which 43% of applicants would prefer. Therefore, you should clearly communicate on your career page who you are and what you can offer the candidate, so that he or she knows at the end whether he or she suits you or not. However, be careful not to write long and boring texts, as 61% of applicants currently find the texts on career pages boring and too long.
For a clear structure, you should divide your career page into landing pages. Such as pages for graduates, professionals or trainees. Here you can provide the individual target groups with specific content that is tailored to them. Navigation should also not be a challenge for applicants. A search bar with job title, location and radius helps the applicant to find his way around better. And if there is no relevant position for a candidate, you should give him or her the opportunity to register in your talent pool to inform him or her about future vacancies.
Building Relationships In order to build and maintain a relationship with candidates, you should consider how you want to achieve this. For example, if there are qualified candidates in your talent pool, you can invite them to events. Offer a workshop for interested candidates or invite them to an open day in your company. If you have a specific target group such as IT developers, you can invite them to hackathons. Original events such as these attract candidates and will of course remain in their memory. Here you can find out more about relationship building and candidate relationship management.
Multi-Channel-Posting The correct and effective publication of job advertisements has become essential. Today, unlike a few years ago, there are over 1000 online job boards - some focusing on specific target groups, such as IT job boards. With so many different channels, you quickly lose track, so you should select the channels in which you publish your job offers based on a channel analysis. (Learn more about Multi-Channel-Posting here)
(Screenshot: Channel Analysis in the Talention Software)
Analytics With Analytics, you can understand why a candidate's application process fails. This is where you can optimize the process and achieve your goals. Your costs will also be minimized if you use analytics. Because you can see where you may be spending money unnecessarily. Increase your effectiveness and reach more applicants with Analytics! (Learn more about Analytics in Recruiting)
(Screenshot: Analytics in the Talention Software)
Easier Recruiting When it comes to recruiting and selecting employees, recruiters are usually too slow. The tedious and lengthy process of entering applicant data usually takes up a lot of valuable time, which is needed more elsewhere in the process. In order to create a positive candidate experience, the recruiting process must be simple and fast. Therefore, you should facilitate the entry of candidate data through online application forms and CV parsing. Candidates often cancel their applications because they have to enter too much information in individual forms. It is therefore advisable to have the applicant enter only the most necessary information. User-friendly and fast application processes are the key to recruiting qualified personnel. You not only increase the interest of the candidate to apply, but also make the tedious typing of data easier for yourself. In an applicant tracking system and the candidate profiles, you have all data at a glance and do not have to enter any information manually.
Talention supports you in your recruiting projects! We would be happy to show you the software and its functions in a free and non-binding demo. Request a demo now!
No Comments Yet
Let us know what you think