Conclusion: Recruiting Trends 2019
Posted: Wed Feb 12, 2025 2:29 pm
Recruiting Analytics
A good recruiting analytics solution forms the interface between applicant management software (for example Taleo, SuccessFactors or similar), web analytics software (such as Google Analytics, Piwik Pro or etracker) and recruiting channels (for example job boards, social media posts, newsletters) as well as other data sources (such as surveys, CV parsing solutions or similar). If you connect these different tools and data sources, you have the ideal basis for controlling your own recruiting channels. It is relatively easy to determine both the effectiveness (quality of applications) and efficiency (cost per application) per channel and then transparently compare different channels with each other. In this way, you can see relatively quickly that a social media campaign is most promising for one type of job, perhaps a special job board for another type of job, and perhaps a job search engine for yet another type. Basically, the more data I have, the better the potential conclusions I can draw from it.
Recruiting Automation
Based on the information obtained, for example, through recruiting analytics or web analytics software , you can set up automated routines that optimize the management of recruiting channels. For example, if a job receives particularly few applications or a job advertisement receives particularly few clicks, you could set a trigger in each case to invest additional budget in performance measures (for example Google AdWords or job boards with a cost-per-click model, such as Indeed). In other words, you combine the constant observation of individual key performance indicators (KPIs) with if-then triggers that automatically lead to the KPIs improving. Such simple if-then triggers can be created either by programming yourself or using common automation software, which can save you a lot of time compared to manual observation and optimization. As a basis for this, however, you first have to analyze your own process metrics in detail. How many applications do I need on average to get hired for a certain type of job? How many clicks are needed on average to apply for this type of job? Using this data, I can define that after a certain period of time and when these thresholds (number of applications or number of clicks) are exceeded, measures are automatically initiated that increase the number of clicks and thus, ideally, the number of applications.
voice recruiting
Siri, Alexa, Google Voice and other digital voice assistants have long been an integral part of many living rooms and connected home approaches. The market is growing, and high growth is forecast for the coming years - both from the perspective of hardware manufacturers such as Apple, Amazon or Google and from the perspective of the service providers who are accessed via voice assistants. E-commerce is becoming voice commerce, which is subject to just as individual mechanisms as offline commerce, i.e. retail. E-recruiting is also becoming voice recruiting, in which a large part of the interaction between company and applicant is then represented by voice. In the future, the application process could be started via a voice command and a voice message sent instead of a cover letter. A large German insurance company has created a special application for one of these voice assistants, which can be used to simulate an interview and ask questions about the application process. Technically, something like this is not all that complicated and the number of exciting possible uses is not iraq telegram data yet foreseeable. The advantages are obvious: voice communication is very intuitive, easy to implement and the manageable number of popular voice assistants means you can focus on one provider and already cover a large part of the market. At the same time, the use of voice recruiting can have a very positive effect on the perception of employer attractiveness, especially among younger and tech-savvy target groups.
How can I tell whether these recruiting trends are right for my company? That depends very much on individual needs. In general, it can be said that a higher number of positions to be filled and a higher recruiting budget always offer more scope for establishing one or another useful trend. Most trends require an integral investment and only pay off with a certain number of jobs or applicants. A solid recruiting analytics solution will pay for itself relatively quickly if you invest several hundred thousand euros in recruiting channels. However, if you only have a budget of a few thousand euros for recruiting channels, such a solution will definitely not be worthwhile. The situation is similar with a recruiting automation solution. When it comes to voice recruiting, however, depending on the application scenario, it is more about the candidate experience, i.e. what you are willing to spend for a good conversion and satisfied applicants.
Do I really have to follow every trend? No, absolutely not. There are hardly any trends that are relevant for all employers, and this is no different with trends in recruiting. Nevertheless, you should study these trends in detail so that you can see in good time whether a trend is relevant or not. Identifying a suitable trend early enough can bring enormous advantages, because initially you usually benefit from the fact that only a few people are using this trend. If you recognize a trend too late, you have to live with disadvantages and can only catch up with them at a loss or with great effort. Regular trend reports from experts are a good way to stay up to date here.
A good recruiting analytics solution forms the interface between applicant management software (for example Taleo, SuccessFactors or similar), web analytics software (such as Google Analytics, Piwik Pro or etracker) and recruiting channels (for example job boards, social media posts, newsletters) as well as other data sources (such as surveys, CV parsing solutions or similar). If you connect these different tools and data sources, you have the ideal basis for controlling your own recruiting channels. It is relatively easy to determine both the effectiveness (quality of applications) and efficiency (cost per application) per channel and then transparently compare different channels with each other. In this way, you can see relatively quickly that a social media campaign is most promising for one type of job, perhaps a special job board for another type of job, and perhaps a job search engine for yet another type. Basically, the more data I have, the better the potential conclusions I can draw from it.
Recruiting Automation
Based on the information obtained, for example, through recruiting analytics or web analytics software , you can set up automated routines that optimize the management of recruiting channels. For example, if a job receives particularly few applications or a job advertisement receives particularly few clicks, you could set a trigger in each case to invest additional budget in performance measures (for example Google AdWords or job boards with a cost-per-click model, such as Indeed). In other words, you combine the constant observation of individual key performance indicators (KPIs) with if-then triggers that automatically lead to the KPIs improving. Such simple if-then triggers can be created either by programming yourself or using common automation software, which can save you a lot of time compared to manual observation and optimization. As a basis for this, however, you first have to analyze your own process metrics in detail. How many applications do I need on average to get hired for a certain type of job? How many clicks are needed on average to apply for this type of job? Using this data, I can define that after a certain period of time and when these thresholds (number of applications or number of clicks) are exceeded, measures are automatically initiated that increase the number of clicks and thus, ideally, the number of applications.
voice recruiting
Siri, Alexa, Google Voice and other digital voice assistants have long been an integral part of many living rooms and connected home approaches. The market is growing, and high growth is forecast for the coming years - both from the perspective of hardware manufacturers such as Apple, Amazon or Google and from the perspective of the service providers who are accessed via voice assistants. E-commerce is becoming voice commerce, which is subject to just as individual mechanisms as offline commerce, i.e. retail. E-recruiting is also becoming voice recruiting, in which a large part of the interaction between company and applicant is then represented by voice. In the future, the application process could be started via a voice command and a voice message sent instead of a cover letter. A large German insurance company has created a special application for one of these voice assistants, which can be used to simulate an interview and ask questions about the application process. Technically, something like this is not all that complicated and the number of exciting possible uses is not iraq telegram data yet foreseeable. The advantages are obvious: voice communication is very intuitive, easy to implement and the manageable number of popular voice assistants means you can focus on one provider and already cover a large part of the market. At the same time, the use of voice recruiting can have a very positive effect on the perception of employer attractiveness, especially among younger and tech-savvy target groups.
How can I tell whether these recruiting trends are right for my company? That depends very much on individual needs. In general, it can be said that a higher number of positions to be filled and a higher recruiting budget always offer more scope for establishing one or another useful trend. Most trends require an integral investment and only pay off with a certain number of jobs or applicants. A solid recruiting analytics solution will pay for itself relatively quickly if you invest several hundred thousand euros in recruiting channels. However, if you only have a budget of a few thousand euros for recruiting channels, such a solution will definitely not be worthwhile. The situation is similar with a recruiting automation solution. When it comes to voice recruiting, however, depending on the application scenario, it is more about the candidate experience, i.e. what you are willing to spend for a good conversion and satisfied applicants.
Do I really have to follow every trend? No, absolutely not. There are hardly any trends that are relevant for all employers, and this is no different with trends in recruiting. Nevertheless, you should study these trends in detail so that you can see in good time whether a trend is relevant or not. Identifying a suitable trend early enough can bring enormous advantages, because initially you usually benefit from the fact that only a few people are using this trend. If you recognize a trend too late, you have to live with disadvantages and can only catch up with them at a loss or with great effort. Regular trend reports from experts are a good way to stay up to date here.