Last week the Jobbörse Monster had invited to the press presentation of their current study Recruiting Trends & Application Practice 2016. Result: Application processes are about to change vigorously.
Who was interviewed?
The current study is published by Monster together with the Center of Human Resources Information Systems (CHRIS) of the University of Bamberg, and is presented today at a symposium in Frankfurt.
For the study, the 1.000 were the largest German Company interviewed with a response rate of 11,4% and compared the results with the results of the user behavior and the assessments of 4.800 jobseekers and career prospects.
For a comprehensive overview, analyzes of the top 300 companies in the automotive sector (8 percent return), trade (7,7 percent return rate) and IT (9 percent return rate) as well as several case studies were carried out.
On the company side, the distribution of the sample sizes of the respective study participants according to Bisnode's current database register is representative of the characteristics of turnover, number of employees, and the number of sectors related to the corresponding population.
Journalists have already been given the opportunity to see the results and discuss them on a small scale last week. My conclusion in advance: There is a lot in Puncto recruiting and application process.
Active sourcing is the new social media
For 34,7 percent of the vacancies, companies are looking for the active search as well as in the context of a classic job advertisement. In the case of further 7,1 percent of the vacancies, the companies even try to find candidates exclusively through active sourcing.
With both of these measures, they are able to meet the approximately 45 percent of those who are interested in the careers who prefer to be approached directly by companies instead of applying for their own. Further advantages in the area of active sourcing are seen by companies in possible cost savings.
A new hype ...
Active sourcing is thus associated with similar hype potential as some years ago still the social media recruiting.
In this respect, companies also see some challenges: Around 88,2 percent think that recruiters have to learn additional new skills as a result of the use of social media.
... or dead again?
The fact that only 33 percent of companies have an explicit strategy for the use of social media in recruitment could be a result of their fear of having to spend a lot of effort on active sourcing.
In addition, about half (48 percent) think that external sources of active sourcing are already "overfished," and about as many of the surveyed companies claim that they consider the active job search as a very time-consuming task.
Talent pools are coming
In the course of active sourcing, recruiting methods are also at work, which have long been sleeping peacefully: for example, company-owned talent pools. They are used by 56 percent of the companies, and a further 24 percent of companies want to implement them.
Sounds awesome, but on average, companies only have 346 profiles in their talent pool - a bit lean, perhaps, to talk about hype.
Overall, there are certain matching problems - but the applicants have quite similar interests: They want to be found by companies, as accurately as possible. However, this often fails because applicants often do not know what they want and thus fill their profiles inadequately.
After all: 22,1 percent of applicants are even willing to pay for more visibility. Only the "how" of visibility differs significantly from the companies:
- On the part of job applicants, 75 use a percentage of external CVs, with companies only using 38,1 percent.
- There is also a difference between career events for students: these are preferred by 90,3 percent of companies, but only by 12,6 percent of candidates.
- Forums and blogs are popular sources on the business side (50 percent), but are not (yet) seen by candidates as a jumping board for the next job.
- Companies and social network-oriented social networking platforms are the least used.
- Also robotrecruiting is interesting from a candidate viewpoint: While the topic is often critically discussed on recruiters, 83 want the candidates algorhythmic job recommendations.
Employee Referral Programs
An exciting aspect that we have discussed in this context are employee referral programs - IT companies with their young corporate culture and the urgent need for skilled workers are pioneers.
It sounds logical, too: My contacts, my experience, are the best jobs. And an employee usually knows best who fits into the team. But in practice it is not so easy.
Employees are afraid of recommendations
28 percent of the companies already use employee recom- mendation programs, where employees receive a small bonus. But there are some problems:
- In IT, twice as many companies used these programs.
- Typically, 8 referrals lead to hiring - again, that's twice as common in the IT industry.
- The companies are afraid to pay bonuses for employees, who are then gone after a short time or who do not bring the hoped-for performance.
- However, it is interesting: 58 percent of the employees do not want to take any responsibility if the recommended colleague does not provide the desired performance. They prefer to leave it with the recommendation.
- And another 40 percent of employees do not want to recommend individuals from their private environment because they do not want to mix professional and private aspects.
It shows how very new recruiting models are also reaching the limits of social conventions.
It is clear: Recruiters should keep an eye on their target group during active sourcing and consider the channels on which they can reach their candidates as best as possible. About three-quarters of companies are, for example, certain that they must be present on social media channels in order to recruit Generation Y.
While active sourcing is somewhat more complex, it can also be used when jobs are urgently needed. With established active sourcing processes, business networks or job database resumes can be used as a source of talent pool.
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