Companys recruit their new talents online and offline. But they often underestimate one important component: tracking the various channels. Which channel is for which Candidate attractive? Which tracking options are the most suitable for companies? What mistakes should you avoid?

Applicant Tracking Recruitment
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Online recruiting as an integral part of any recruitment strategy

The numerous possibilities of the Online-Recruiting for many companies an integral part of their recruitment strategies. If Career-Websites, online job exchanges, social media channels or matching tools - the possibilities of the HR-Responsible, online new Employees to win are varied. The advantage: online-based Measures are resource-efficient, reach the target groups precisely and can be fast and track without much effort.

The crux of the matter: just 41 percent of the HR actively asks in job interviews through which channels the Candidates came to the company and almost a third of companies (30 percent) track theirs Recruiting-Not at all successful (Source: Social Media Recruiting Study 2015). Applicant tracking is not rocket science. When used correctly, it can determine the results of the recruiting channels used sustained optimize.

What brings applicant tracking?

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Applicant tracking makes it possible for companies to see which online channels have been applied by many candidates. In addition, the tracking provides a qualitative statement of how much per cent of the incoming application has risen or decreased over a certain platform. The three main advantages of applicant tracking are therefore:

  1. Checking for success: Only those who check their applications can ensure that the tools they use are also successful.
  2. Adaptation of the tools: Many tools and / or platforms are paid for the companies. Who would not want to know whether the deployment is worthwhile or whether you have to make any adjustments in the use?
  3. Avoiding litter loss: The more closely you can track your application, the better the job offer or the company offer can be adjusted for the respective target group.

Since most platforms, job exchanges or tools for recruiting employees are subject to a fee, applicant tracking provides an important key figure as to whether and how successfully the cooperation with the respective channel was. At the same time, this number provides information about how you want to position yourself in the area of ​​recruitment in the coming year.

What forms of applicant tracking are there?

Depending on the application, there are different tracking options. But in general, one is recommended reference, which can be assigned to the respective channel. This is seen and used by the applicants, as it is considered important. In addition to the reference number, there is also the option own contact: to use that only for Jobs is used, which are switched on the specific channel. A good option, because candidates usually use the contact person, while they rarely state which platform they used to find the company I aufmerksam became.

For applications per eMail We recommend a excluding eMail-Address, for postal applications Abteilungssuffix, that can be assigned to the channel. If companies use online application tools, they should IT-Ask department for a tracking link. This can be entered on many job boards. It gives at least a statement about how many students were led to the online evaluation tool via the respective job exchange. With a corresponding tracking tool - of which there are many on the market - it is even possible to measure how many students have actually applied via a channel.

What are the most common mistakes when tracking applications?

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Using no tracking at all is for sure the biggest mistake. In addition, it is problematic if companies do not query the sources in a sufficiently differentiated manner. Ie if at an onlineApplication to indicate how applicants became aware of the company, the relevant channel cannot be selected, only “homepage” or “Internet” is offered as an option. Non-existent tracking links or missing contact persons are also among the most common mistakes.


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9783965962781

 9783965964860

 9783965963849

 9783965962422

 9783965963160

 9783965964846

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