Study Recruiting Trends and Application Practice 2016: 3 X 5 Application Trends and Business Ideas


We are moved by the idea to make the world of work more human - without constant pressure for efficiency, stress and fear. As Publisher Best of HR - Berufebilder.de® with podcast, eLearning-on-demand offers and a news service we share 15 years of experience with our customers (Samsung, Otto, state institutions). By the Top20 female blogger and consultant Simone Janson, referenced in ARD, ZEIT, Wikipedia .
Copyright: Artwork created as part of a free collaboration with Shutterstock. ,

The current monster study addresses the question: how to see Company and jobseekers the application process of the future? With partly surprising scurrilous results and potential for new business ideas eg in the field of robot recruiting. Study Recruiting Trends and Application Practice 2016: 3 X 5 Application Trends and Business Ideas application-trend-life-future

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!


More knowledge - Podcast, PDF download, eCourse or personal advice

Here writes for you: Simone Janson is a publisher, German Top20 blogger and HR communication consultant. Profile

The media mix becomes more confusing

Overview

The good news: There are more and more opportunities for applicants and companies to find each other. The bad news: The media mix is ​​getting bigger and more confusing - and recruiters are increasingly needing help to keep track.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

This is because companies are getting more and more applicants in this way, but they also receive more and more unskilled applications, which they first have to sift through and sort out. Therefore, it is important to address the right applicants as accurately as possible through the right channels.

5 bogus application trends

Overview

A few laughs with a serious background in advance: The study also has some odd outcomes and trends to offer, such as men and women, home office or training.

  1. The topic of further education, which is often a necessary evil in German companies, is increasingly becoming an employer branding topic - and perhaps even more important.
  2. Employees are particularly dissatisfied with the lack of career opportunities in companies and the poor information transfer in companies. Smoothies and table skaters, on the other hand, are only interested in the edge.
  3. Men see it as an advancement, if they get more budget responsibility, for women, the home office is more important - that gives a deep look ...
  4. It's a myth that GenY's salary is not as important as Home Office: A good salary is the foundation, and factors like home office come on top.
  5. And something on the subject of women: The expected, rather than men, a response that the Casting arrived, otherwise they quickly get nervous.

Employers and applicants with different ideas

Overview

In addition, one thing is especially noteworthy about the results of the study: Employers and applicants still have different ideas - especially with regard to application submissions: 75 percent of the surveyed companies prefer the form application, 23 percent can also use one eMailApplying for advertising and just 1 percent prefers the receipt by mail.

A look at the jobseekers' responses, on the other hand, shows that only 7,6 percent want to fill out a form - for 6,8 percent, that requirement would even be a reason not to apply for the job. With 83,1 percent, e-mail ranked 1 is the most popular application channels for applicants. They also find it annoying when they have to complete two different forms for the same group of companies.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

Business idea for form applications

Overview

Here, companies should urgently need to improve or it needs a clever technical solution, with which such application ideas could be temporarily stored and transferred to the next form again. Smart heads!

After all, many companies want more form applications, which they can easily incorporate into their application management systems. Employers also expect a veritable trend here (17,3 percent more in 2020) and a decline in the market eMail-Bewerbungen. After all, companies are still expecting applicants to follow their wishes.

Letter and mail lose their importance

Overview

In fact, the top 1.000 companies receive over half (48,9 percent) of their applications by form, 36,1 percent via eMail and 13 percent by mail.

But there is also a common denominator: the personal cover letter gradually loses relevance - both parties are convinced of this. So-called short profiles with the most important data and facts about the person are regarded as increasingly important.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

Mobile Recruiting

Overview

This has something to do with the significantly increased use of mobile devices - even if there are still surprising discrepancies: The majority of applicants still prefer to use the desktop to find a job. And: Employer branding, job hunting and the application process should always be considered separately with regard to mobile because they are very different processes, which unfortunately are often lumped together as "mobile recruiting".

Almost half of the interviewed stakeholders consider the profiles on career networks and Internet job exchanges personally very important, especially in order to be able to stand out from other applicants.

The 5 most important results on the topic of application:

Overview

  1. Number: On average, 48 applications are submitted to a job advertisement, 19 will be examined more closely.
  2. Form: 3 of 4 companies prefer form application, 83,1 percent of job seekers prefer the form application eMail-Canditature.
  3. Content: 98,9 percent of top 1.000 companies do not (yet) consider videos and infographics as an important part of an application, but infographics are more important than videos.
  4. Type: Two-thirds of the jobseekers surveyed rated personal contacts and references as an important selection criterion for the application.
  5. Media: Mobile recruiting is important just to address suitable target groups in the course of employer branding. However, finding a job for applicants is a deadly business - and 66,2 percent prefers to do it at home on their desktops.

The results show that companies and jobseekers are divided on some aspects of the application. The aim should be to bring together both parties and find common standards. Clear communication on the part of the companies as well as feedback from the career-oriented stakeholders are essential.

Technology-based recruitment

Overview

Today, technology-based recruitment offers more opportunities than ever to bring together both parties, as illustrated by the thematic special "Technology leap in recruiting". The selection ranges from robot recruiting to gamification to applicant management systems. However, these options are still discussed more than used - by the way, companies and job seekers hardly differ.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

One third of the companies surveyed (37,6 percent) as well as the jobseekers and career prospects (35,7 percent) are of the opinion that modern forms of communication will have to be used more in the future and expect the same from others, 35,7 percent of the companies and 37,8 percent of the Job seekers.

5 unused opportunities of robot recruiting

Overview

The fact that implementation does not meet these requirements is shown by a few of the examined instruments and channels:

  1. So-called "robotic recruiting" - in which an algorithm automatically recommends job vacancies to jobseekers or, conversely, recommends companies to suitable candidates - uses only 2,4 percent of the top 1.000 companies. Accordingly, 43,3 percent of jobseekers claim to have never used this opportunity and 27 percent is completely unfamiliar with it.
  2. The situation is similar when using recruiting games. In the online games known as "gamification", requirements and abilities are adjusted in a playful way. Less than 2,5 percent of companies offer such games on their career website or on social networking platforms. A little bigger is the play instinct with the job seekers: 12,9 percent have checked their suitability for an open position before by means of an on-line play.
  3. Also, the use of instant messaging services such as WhatsApp has not yet high relevance. Only 1,3 percent of surveyed companies allow candidates to communicate through WhatsApp, and are on a par with 95,9 percent of jobseekers and those interested in careers who have never used the service to communicate with companies.
  4. Recruitment oriented towards new technologies still has to contend with the "everyday gravity", but offers decisive advantages: recruitment processes can thus be made more efficient and both job offers and applicant profiles can be published via significantly more channels.
  5. The key to success lies in the right mix of instruments and channels. In order to optimally address suitable candidates, it will become increasingly important for companies to know their usage habits and preferred channels and to coordinate their recruiting accordingly.

Conclusion: talking together helps!

Overview

New ways such as active sourcing, an increasing number of application forms as well as technology-supported instruments and channels keep the recruitment management constantly in motion - always with the aim of optimizing the processes. It is not always easy to keep up with these developments and to orient themselves, both for companies as well as jobseekers and career seekers.

However, it only becomes critical when both parties do not take the same direction - and that is exactly what is happening. But the good news is that with clear communication and the knowledge of the needs of the respective target group, this trend can be reversed.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!


More knowledge - Podcast, PDF download, eCourse or personal advice

Overview


Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save).

3,35 Book now


Listen to Podcast & Download MP3: You can listen to this text for free, as member even without annoying popup, or download the MP3 for a fee - Read usage rights, After the purchase page refresh, then you will find the download link here. Because we do not automatically submit the title of this podcast for privacy reasons: When buying in "interests" the title register if support is needed.

3,35 Book now


Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

16,20 Book now


Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

149,99 Book now


occupations pictures

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  3. Debates per eMail subscribe (add link here!)
  1. Pingback: Update Recruiting 16.03 - Recruiting Topics in March '16

  2. CARSTENPÄHLKE

    RT @marcusfischer: 8: 12min #RecruitingTrends & Application Practice 2016: 3 X 5 Application Trends & Business Ideas via @berufebilder https: //t....

  3. Pascal Maurer

    Study #Recruiting Trends & #Coaching Practice 2016 - 2 / 2: - Highly recommended HWYHHGNFil

  4. Marcus Fischer

    8: 12min #RecruitingTrends & Application Practice 2016: 3 X 5 Application Trends & Business Ideas via @berufebilder - Highly recommended nsfcOW7u5B

  5. Peter Marth

    Study Recruiting Trends & Application Practice 2016 - 2 / 2: 3 X 5 Application ...Berufebilder.de (Bl ... - Highly recommended OWNaYKDggW #trend #trends

  6. Driland staff

    RT @jobcollege: Study Recruiting Trends & Application Practice 2016 - 2 / 2: 3 X 5 Application Trends & Business Ideas ... - Highly recommended VN0czq2DqD # ...

  7. Competencepartner

    Study Recruiting Trends & Application Practice 2016 - 2 / 2: 3 X 5 Application Trends & Business Ideas ... - Highly recommended VN0czq2DqD #Profile #Production

  8. eSL Consulting

    RT @SimoneJanson: Study Recruiting Trends & Application Practice 2016 - 2 / 2: 3 X 5 Application Trends & Business Ideas - - Highly recommended v4PeiZKIuj

  9. esl Consulting

    RT @SimoneJanson: Study Recruiting Trends & Application Practice 2016 - 2 / 2: 3 X 5 Application Trends & Business Ideas - - Highly recommended v4PeiZKIuj

Post a Comment

Your email address will not be published. Required fields are marked with * .

JaI would like to be regularly informed about the latest promotions & offers Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.