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.
The media mix becomes more confusing
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.
This is because companies are attracting more and more applicants, but they are receiving more and more unqualified applications, which they must first sort out and sort. Therefore, it is important to approach the right candidates as accurately as possible through the right channels.
5 skurille application trends
A few laughs with serious background in advance: The study also has some skurille results & trends to offer, for example on men and women, home office or further education.
- 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.
- 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.
- Men see it as an advancement, if they get more budget responsibility, for women, the home office is more important - that can look deep ...
- There is a myth that the GenY's salary is not as important as Home Office: A good salary is the foundation, factors like home office come then on-top.
- And something on the subject of women: The expected, rather than men, a response that the Application arrived, otherwise they quickly get nervous.
Employers & Applicants with different ideas
In addition, the results of the study are particularly noteworthy: employers and applicants still have different ideas, especially regarding the number of applications: 75 percent of the surveyed companies prefer form application, 23 percent can also use an e- Apply to friends and just 1 percent prefer 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.
Business idea for form applications
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!
Many companies are looking for more form applications that they can easily integrate into their application management systems. The employers also expect a regular trend (17,3 percent in 2020) and a drop in e-mail applications. Companies still expect the applicants to follow their wishes.
Cover letter and postal mail lose their importance
In fact, Top 1.000 companies receive more than half (48,9 percent) of their applications by form, 36,1 percent by mail 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.
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 in terms of mobile, because they are very different processes, which are unfortunately 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:
- number On average, 48 applications are submitted to a job advertisement, 19 will be examined more closely.
- Form 3 4 companies prefer to submit applications, while 83,1 percent of job seekers prefer e-mail applications.
- 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.
- Art Two-thirds of the jobseekers surveyed rated personal contacts and references as an important selection criterion for the application.
- Medium 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.
Today, technology-based recruitment offers more opportunities than ever to bring together both parties, as illustrated by the thematic special "Technology leap in recruitment". 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.
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
The fact that implementation does not meet these requirements is shown by a few of the examined instruments and channels:
- So-called "robotic recruiting" - in which an algorithm automatically recruits jobseekers to vacancies 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.
- The situation is similar when using recruiting games. In the online games known as "gamification", requirements and abilities are adjusted in a playful way. Fewer 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 in the jobseekers: 12,9 percent have already checked their suitability for an open position by means of an online game.
- 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.
- 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.
- 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!
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.
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