Recruiting trends: Mobile - the end of the application letter? {Trend! study}

Last week, Prof. Dr Tim Weitzel from the CHRIS project presented the University Bamberg presented the results of his current study at the Monster Press Breakfast in Frankfurt.Recruiting Trends”. It became clear: Mobile recruiting could herald the end of the classic letter of application. And not only that.

Differences in the application form

For example, the Recruiting Trends and 2015 application practices show that there are significant differences in the preferred forms of employment between companies and applicants.

Companies like applications with a form, they end up in their rating on 1 even before the eMails and paper applications. Candidate on the other hand, see the standardized paper form with skepticism, they prefer it eMail-Applications because they Anxiety have to make mistakes with standardized forms.

Companies like Forumlarbewerbungen

The books on the subject (advertising)

According to study director Prof. Dr. Tim Weitzel from the chair for business informatics, especially information systems in service areas of the University of Bamberg, increased communication needs between companies and
applicant. Because for him, based on the figures determined and the development in recent years, the conclusion is obvious that automated application processes in Future will continue to increase. Maybe even that will fall in the end Write to away - see part 2 of the post tomorrow.

Because a standardized form, objective comparison options, a simple one
transfer to the internal System – Form applications allow it
Employers to get a quick overview of the applicant
and are therefore in vogue with large companies. This is what the results show
of the “Recruiting Trends 2015”: More than two thirds (72,3 percent) of the 1.000
largest German companies indicate that the application via form others
Application forms preferred - and the trend is rising (increase of 22,3 percent
since 2012).

Applicants love eMail-Bewerbungen

According to the study, however, it looks quite different on the applicant side: According to the results of the “Application Practice 2015”, only 8,9 percent of those questioned prefer form applications
Career prospects versus other forms of application. Since 2012
this attitude has hardly changed despite the digital change (increase from 2,0
Percent since 2012).

In contrast, job seekers continue to apply via eMail high in the course: Eight out of ten indicate, preferably per eMail to represent companies (increase of 5,1 percent since 2012).

Strong differences in employer branding and working time models

Discounts for your success (advertising)!

The interviewed applicants prefer to work for a company with a good working atmosphere (94,3 percent). 85,9 percent of those surveyed also state that the topic of flexible working time models should be a priority (see DB Immobilien case study in Recruiting Trends 2015), and 84,5 percent think good career opportunities are important. Least decisive for the attractiveness of a Company is whether clubs or events are sponsored by the company (16,2 percent).

There are also differences with regard to employer branding. So the workers find that there is too little in the company for the integration of Women, Candidates from abroad and older workers do. Above all, the introduction of quotas for these target groups is not a major issue for the companies surveyed.

Flexible work on the advance

I found this aspect exciting: Applicants from generations X and Y in particular are increasingly asking for flexible working time models, but then use them just as rarely as employees from older generations. In doing so, they recognize Employees apparently increasingly the disadvantages of the flexible form of work, such as loneliness or career problems due to a lack of visibility in the company.

A growing discrepancy diagnosed Prof. Dr. Tim Weitzel presenting his Recruiting Trends study by the Center of Human Resources Information Systems (CHRIS) at the University of Bamberg in cooperation with the career portal Monster.

Select personnel other than specialist departments

This shows how big the discrepancies between HR and specialist departments can be: The selection criteria of the two departments often differ considerably - for example, the IT industry, where, due to the specific expertise, it is not entirely clear why a HR the interview leads, even more so that this one Conversation is also often a litmus test for applicants as to whether the company suits them.

The IT industry is actually a good indicator for future trends here, because it has to react much more strongly and quickly due to digital change. For example, addressing employees to recruit new employees and corresponding reward systems are here clear more pronounced than in others Industries.

Social Media Recruiting

Interesting is the different assessment of social media recruiting and mobile recruiting. In the introduction of social media, this was still skeptical eye. Meanwhile, it has arrived in recruiting and is perceived as an important element, which means, however, according to effort. First of all, in many cases, the corporate culture would have to change for a successful implementation.

As in the previous year, the majority of respondents rated the
Use of social media for recruitment purposes as positive (64,2
Percent). More than half already have social media activities
coordinated with other recruiting activities (54,3 percent). Around
a third have implemented an explicit social media recruitment strategy
(32,3 percent) and defined a corresponding editorial plan (35,4 percent)
Percent).

Mobile Recruiting

The subject of mobile recruiting is viewed with far less skepticism. Smartphones and tablets are common communication and information media
when looking for a job. Around eight out of ten of the companies surveyed are
The view that the increasing use of mobile devices in the future will be a
will have a major impact on recruiting.

Three quarters of all large companies surveyed consider addressing via mobile devices to be useful. More than half expect that candidates will increasingly contact you via mobile devices in the future apply .

Mobile Recruiting in SMEs

Regardless of the fact that medium-sized companies also consider mobile recruiting to be important, the implementation rate there is still particularly low. The study also shows one thing, however: We are still a long way from the situation where the applicant casually pulls out his application on the sofa with his mobile phone at home.

Because job topics are, according to the way of thinking, serious topics for which you also briefly restart the computer. And they are also classically preferred with a computer or emergencyebook operated. If that changes, mobile applications could increase. So far only 15 percent of applicants have received one. The study does not differentiate exactly what a mobile application consists of.

Accordingly, the application of the future could look different from what we know today: short profiles, a list of personal contacts and a short one Curriculum vitae win at Significance. Application videos, photos or cover letters, i.e. everything that is more complicated to transmit on a mobile device, could be omitted.

The core results of the “Recruiting Trends 2015” at a glance

1. Still growing staffing requirements: half of Germans
   Company expects to employ more people by the end of the year.
2. Vacancies are difficult to fill: The shortage of skilled workers remains one
   big challenge. A forecast of the vacancies shows
   that 34,1 percent will be difficult to fill and five percent will not be able to be filled
   .
3. Online recruiting channels popular: Online channels still have the
   greatest importance for job advertisements. Nine out of ten digits are on
   published on their own company website. Write in addition
   70 percent of companies place their advertisements on internet job boards.
4. Settings usually result from two channels: 37,3 each
   Percent, the actual recruitment results from recruits
   Candidates from corporate websites and the Internet
   Job boards.

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