Recruiting trends & application practice: Active sourcing – the new social media? {Trend! study}

Last week the job board had Monster for pressPresentation their current study Recruiting Trends and application practice 2016 loaded. Result: Application processes are about to change significantly.

Who was interviewed?

As every year, the study is conducted by Monster in conjunction with the Center of Human Resources Information Systems (CHRIS) of University Bamberg and presented to the public today at a symposium in Frankfurt.

For the study, the 1.000 were the largest German Companys questioned with a response rate of 11,4% and the results with the results of the usage behavior and the
The assessments of over 4.800 job seekers and those interested in a career compared.

The methodology

The books on the subject (advertising)

For a comprehensive overview, analyzes of the top 300 companies from the automotive (response rate 8 percent), trade (response rate 7,7 percent) and IT (response rate 9 percent) as well as several case studies.

On the company side, the distribution of the samples of the respective study participants is based on the current Bisnode database register with regard to the characteristics Turnover, number of employees and industry affiliation are representative in relation 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

In 34,7 percent of vacancies, companies address job seekers actively as well as in the context of a classic job advertisement. Another 7,1 percent of the open
Companies even try to use active sourcing exclusively
Candidates a DAK Bungalow.

With both Measures they accommodate the approximately 45 percent of those interested in a career who would rather be approached directly by companies than to themselves apply. Companies see further advantages of active sourcing in potential cost savings.

A new hype ...

Discounts for your success (advertising)!

Active sourcing is therefore ascribed a similar hype potential as social media recruiting a few years ago.

In this regard, companies also see some challenges: around 88,2 percent think that Recruiter need to learn additional new skills as a result of using social media.

... or dead again?

That only 33 percent of companies make an explicit Strategy for the use of social media in recruitment could be a result of their fear of having to invest a great deal of effort in active sourcing.

In addition, about half (48 percent) think that external active sourcing sources are already "overfished", and about as many of the companies surveyed state that they consider the active job search to be very time-consuming.

Talent pools are coming

In the course of active sourcing, recruitingMethods in the effort that long slumbered peacefully: for example, in-house talent pools. They are used by 56 percent of the companies, another 24 percent of the 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.

Matching problems

Overall, there are certain matchingProblem – they have it Candidate quite similar interests: They want to be found by companies, as precisely as possible. However, this often fails because applicants often do not even know what they want and therefore fill out their profiles insufficiently.

After all, 22,1 percent of applicants are even willing to pay for more visibility. Only the “how” of visibility differs clear 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 in the career events for students: These are 90,3
  Percent of companies, but only preferred 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.
• So far, companies and those interested in careers have made the least use of social services
  Network platforms.
• 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 Employees-Recommendation programs - IT companies in particular with their young corporate culture and the urgent need for specialists are pioneers here.

It also sounds logical: In my experience, you can find the best jobs through contacts. And an employee usually knows best who is ins Team fits. Unfortunately, in practice it is not that easy.

Employees are afraid of recommendations

28 percent of companies are already using employee referral programs that give employees a small bonus. But there are some problems:

• Twice as many companies use these programs in IT.
• 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 people 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.

Target group

One thing is certain: recruiters should use active sourcing to understand their target group Eye remember and note which channels they use to reach their candidates in the best possible way. About three quarters of the companies agree, for example for sure, that they need to be present on social media channels in order to be able to recruit Generation Y.

Although active sourcing is a bit more complex to set up, it can also be used when positions urgently need to be filled. Because with established active sourcing processes, for example Business-Use networks or CV databases from job exchanges as a talent pool source to save a great deal of time.

Top books on the subject

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