Strategic personnel planning: How companies find high potentials {Trend! study}

Expert deficit, demographic change and similar fright ghosts flutter through the heads of personnel departments. In concrete terms, the focus is on strategic personnel planning, above all university graduates. New studies show details.

External influence of personnel planning

The target group of university graduates dominates the strategic personnel planning of many like no other Companys, Young talent is also an increasingly important aspect.

Various internal and external influencing factors play a role and it is becoming increasingly important for the Success of recruitment measures that qualified Candidates this target group to a sufficient extent. External influencing variables are e.g

• Demographic change,
• Skills shortages,
• Competitiveness.

Study shows what companies want

The books on the subject (advertising)

the universityRecruiting-Study 2014, published by Jobware in cooperation with Prof. Dr. Christoph Beck, based on a survey of 211 HR managers from different companies. Make the results of this study clear, which is highly relevant for this target group.

• Almost 90% of companies plan to hire graduates in 2014
• Larger companies have the highest demand
• 44% of companies fear difficulties in obtaining university graduates
• Only 14% expect it to become easier
• The acceptance of the bachelor's degree is increasing
• Approximately 25% of companies in 2013 have recruited university graduates with a doctorate.

Increase the market value by selecting the correct subject

The study found some unexpected results. The final grade, which is an important qualification and competency feature, only ranks fourth University or the Abitur grade even end up in the last places of the market value factors.

The usual suspects landed in the most prominent places in the particularly sought-after studies:

• Economist (57%)
• Computer Scientist (48%)
• Engineers (48%)

Which recruiting channels are used?

Discounts for your success (advertising)!

Particular attention is paid to the recruiting channel, ie the instruments used to recruit university graduates.

• Online job exchanges 74%
• Own career website of the employer 58%
• Internships 49%
• Job offers 46%
• University Cooperation 34%
• Social Media Channels 19%
• Print ads 11%
• Specialists in the Internet 3%
• Mobile Recruiting 1,9%

These clear statements on the recruiting channels used for university graduates are in sharp contrast to the intensity of how individual recruiting topics are reported in the relevant media. The hype surrounding social media recruiting or the use of mobile recruiting seem to relativize these figures.

The right job exchange for graduates

At the target group-oriented selection the right job boards and the placement of Jobs poking around HR often in the fog because they have few fact-based leads. walk like this Recruiter Danger of looking for the right candidates in the wrong job portals.

So in which job exchanges do these candidates cavort, how satisfied are they using the job boards? Where to find Candidate the job advertisements of employers? And where should recruiters place their job advertisements so that they meet the candidates?

The solution to a dilemma

This uncertainty can now be mitigated on the basis of the results of the job-market user survey. In a continuous survey of http://www.crosspro-research.com, which has been carried out since October 2008 by the initiators Crosswater Job Guide and PROFILO Rating Agency, are now available through 2014 evaluations. Stake-seekers, among other things, state their career preferences, their professional status, and in particular their satisfaction (or dissatisfaction) in the use of job exchanges.

These reviews have now been evaluated by Crosspro-Research.com to provide an empirical-based fact sheet to help recruiters find satisfaction in the process of selecting the right job board in this important SAY labor market segment.

 How do applicants see job boards?

Based on a crosspro research research, which is carried out jointly by the independent recruiting market researcher PROFILO Rating Agency and Crosswater Job Guide as a permanent survey since 2008 and which now includes 29.000 assessments of job seekers to individual job exchanges, Answer question.

The following selection criteria are applied:

• The occupational status of the survey participant is student, graduate, professional or young professional (up to 3 years of professional experience)
• At least 60 evaluations of this candidate target group per job exchange must be achieved
• Job search engines were not taken into account as they do not operate dedicated target group marketing
• The assessed job exchanges must have received at least 25% of their assessments from this target group, regardless of their market class as a special jubilee or generalist
• The following criteria were evaluated to determine the ranking:
  Satisfaction level of job board users (weighted with 40%)
  Reach of the job exchange based on the Alexa ranking, taking into account the respective bounce rate (weighted with 40%)
  Share of relevant ratings of the target group in relation to the total of ratings per job exchange (weighted with 20%)

The weighted ranking was determined from the resulting specific place numbers.

The best job exchanges

Quality competition and quality seal

As part of the quality competition "Germany's best job exchanges" were at the fair "Future Personal” on October 14.10.2014, XNUMX awarded the best job exchanges in the market segments generalists, special job exchanges and job search engines and awarded them a seal of approval.

For the first time, those job exchanges will be awarded a special seal of approval that are in the important candidate target group of students, graduates, Young Professionals and Young Professionals have achieved a high level of user satisfaction in the job exchange survey.

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