Find new employees with online recruiting

10/23/2019
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Demographic change combined with the current shortage of skilled workers poses huge challenges for many companies. Suitable personnel on the job market have become rare and self-established traditional companies such as BMW are desperately looking for new, qualified employees. As a result of this precarious situation, HR departments are increasingly distancing themselves from traditional recruitment measures and using the opportunities offered by digitization. A tiny, meaningless ad in the newspaper is no longer up to date and doesn't appeal to anyone. Online recruiting, on the other hand, has become indispensable for most HR managers thanks to the wide range of solutions.

What options online recruiting offers and what opportunities and risks it entails, you will find out below so that lengthy personnel searches in your company finally come to an end.

Online job boards

Online job boards such as Stepstone, Indeed or ogre are probably the best known and most popular form of online recruiting. This is also proven by a study according to which 61% of job advertisements are posted on online job boards, while less than 20% of vacant jobs are published in print media. In addition, companies share 87% of jobs on their own website. This clearly shows that advertisements on the Internet have already replaced job offers in newspapers and will increasingly replace them in the coming years.

There are a total of around 1,600 free and paid online job boards. Most of these require an initiative from the applicant, while some even after Matching principle work. The great popularity of Stepstone, Indeed & Co among applicants is due to various reasons. For example, applicants can search for various criteria using various filters and thus easily get the perfect job displayed. Many portals also offer application tips and the option to use resume templates. In addition, applying is uncomplicated, as it is often enough simply to upload your resume instead of writing long cover letters.

Career page on the website

It is hard to imagine a company's website without a career page. It is the first point of contact for potential applicants who are interested in becoming employees of your company. It should therefore be well-structured and attractively designed so as not to immediately scare off interested parties. The success of the career page therefore also depends on the information provided. A few basic facts about the company first provide a general overview. In addition, all vacant positions, including job description, should be presented or can be found using a filter function. Experiences of current or former employees (e.g. internship reports) can also provide insights into everyday working life. Interested website visitors should also see contact information and information about continuing education opportunities and other benefits, such as a company pension plan or regular team events. In addition to all this content, however, the ability to apply directly via online application forms is the most important. Because who still sends their application documents by post these days?

Laptop und Smartphone in einem Hörsaal
Career page

Social media recruiting

If you are active on social media platforms, you have probably already received a message from a recruiter who, based on your skills and references, would absolutely like to poach you away or encourage you to apply. This is a form of employee recruitment via social networks. This is primarily available on professional-oriented platforms such as linkedin or xing widespread, but less on instagram, facebook or something similar. This type of recruiting is useful for companies that want to get in touch with employees, as they are more passively looking for jobs and therefore do not specifically search for and read job advertisements.

In addition, as a company, you should also have a profile on these networks, as applicants today obtain more information via LinkedIn or Xing. These platforms offer your company the opportunity to present itself positively free of charge and with little effort. You can also post paid job ads. Almost 13% of German companies use this advertising medium on Xing and 6% on LinkedIn. It is also more popular to advertise job advertisements on social networks that are more unconventional for such purposes, such as twitter or youtube to switch.

Mobile Recruiting

Mobile recruiting, which goes hand in hand with social media recruiting, is becoming increasingly important. This type of employee search attempts to address potential employees via mobile devices. Optimizing job advertisements or career pages for mobile devices is therefore a key to success in mobile recruiting. Another component is job and employee search via apps. These can be career apps such as from Indeed, but also company-owned apps.

Staff search via guest WiFi

Another rather unconventional and largely unknown way to find new employees online is to recruit using guest WiFi. This is suitable for this WLAN marketing package from Socialwave excellent. Especially for gastronomy, hotels, hair salons or similar establishments that welcome many guests every day, this option makes sense. The Socialwave product not only provides your guests with free WiFi and gives you positive Google reviews, but can also help you find new employees. There are two ways to do this, both of which can be used in parallel: pop-up ads and email campaigns.

The former describes advertising windows that are displayed to the guest after they have logged into the WLAN. You can use them to draw attention to vacant positions. Of course, you can also use them to point out new products or special offers.

Unlike pop-up ads, email campaigns are not sent at the start of the visit, but only afterwards. In these, you can present vacant positions to your guests and encourage them to apply or tell friends and acquaintances about the position.

conclusion

One thing should be clear: Online recruiting is more relevant than ever and is an integral part of today's recruitment process. The many advantages compared to traditional recruiting speak for themselves. Since online job advertisements are visible to anyone with Internet access, the reach and number of applicants is enormous. In addition, it is relatively cheaper for companies to place ads than print ads. In addition, job advertisements can be updated online at any time to be up to date, which saves both costs and time. Um Employer Branding , the ads can also be linked to videos or links, which would be unthinkable offline.

However, on the other hand, there are also some risks and disadvantages of online recruiting, which should neither be underestimated by employees nor employers. Of course, other companies and applicants also recognize the benefits of online recruiting. It is therefore important not to disappear from the huge mass of applications or advertised positions. Companies must therefore make even more use of employer branding to stand out from the crowd. The same applies to applicants whose application ends up on the file even faster as long as it does not directly provide relevant information.

Nevertheless, the benefits clearly outweigh them and no company today can do without online recruiting in its various forms if it wants to effectively find qualified employees.