Just a few years ago, labour and skills shortages, an unemployment rate lower than it has been for a long time, and employees making tough demands would have been unthinkable.
Due to demographic changes, there will be 10% fewer workers available in the coming years than in the past. It is fair to say that the outlook is not positive. Finding good employees is already almost like looking for a needle in a haystack.
It is more important than ever not just to work through the recruitment process, but also consider how inital shared experience can be transformed into a positive candidate journey that inspires employees to join the company.
What does this require? Let’s take a closer look:
The advertisement
Make it as appealing and authentic as possible. Applicants don’t want a wish list to Santa Claus. It should attract attention and stand out in a positively. It’s candidate driven market and all employers are „fishing“ in the same pond, so it’s important to stand out, but always bearing in mind: #keepitreal
My tip is to get to the point, be easy to understand and balanced – that's the motto here (i.e. tasks vs. qualifications). I still often see adverts with around three tasks and what feels like twenty requirements. This is unbalanced and makes it seem as if you're demanding more than the job has to offer. #thinkaboutit
My first tip: a meaningful company website and a LinkedIn or Xing profile are the minimum requirements. Target group-oriented findability on social media should also be considered. It is important to remember that acquaintances or family members often know about potential candidates' desire for a new career direction. The power of word of mouth and recommendations should not be underestimated. Just because my target group does not use Instagram frequently, for example, potential recommenders may be particularly attentive to it. #openmind
My second tip: is to keep me updated. This applies not only to company pages, but also to employee profiles, which should be present on social media and kept up to date. The more insight candidates can gain into the company, the better. #stayuptodate
Findability
Candidates like to find out about the company and its employees in advance. Therefore, it is advisable to ensure that you are digitally discoverable. This can be achieved through platforms such as LinkedIn, Xing or other social channels such as Instagram, TikTok or Facebook.
The application process
Submitting application documents should be straightforward. Systems where you have to enter your CV into boxes, then upload your CV and supporting documents… and then the wors of all happens: the system crashes and all your information is lost. Sound familiar? Companies invest a lot of money in improving customer experience, but the candidate experience is often neglected. Therefore, make sure that the programmes you use are up to date and user-friendly. A tedious application process also makes the employer appear complicated. #technology
My first tip: a meaningful company website and a LinkedIn or Xing profile are the minimum requirements. Consider target group-oriented findability on social media, too. Remember acquaintances or family members often know about potential candidates' desire for a new career direction. The power of word of mouth and recommendations should not be underestimated. For example, just because my target group does not use Instagram frequently, potential recommenders may pay particual attention to it. #openmind
The selection process
Once you have received a suitable application, it is important to respond quickly. Good candidates are in high demand these days. Therefore, do not hesitate –invite the applicant as soon as possible. The same applies to the interview process – so be sure to avoid lengthy application procedures. Making quick and sustainable decisions is essential. #agile
My tip: provied feedback within 3 days at the latest. Within the following days, you should arrange a meeting or invite candidatesfor an interview. If there is any delay to the process, keep the candidates informed! #keepinformed If the candidate is rejected during the process, communicate this as soon as possible – preferably in person. #communicate An absolute no-go is providing NO FEEDBACK! In the digital age, a chatbot can handle this if an in-person conversation is not possible! #noexcuses
The hiring process
Once you have selected a candidate, send them the contract and all relevant documents promptly. To avoid unnecessarily prolonging the process unnecessarily, it is advisable to use digital signatures. Always check documents for accuracy. Remember, this is the candidate’s first impression of the company and so make it a positive one! #firstimpressions
My tip: Documents should reach the candidate as quickly as possible. Thanks to the pandemic, there have been some digital developments that have sped up the process. The signing process can now be easily handled digitally on both sides via Docusign or A Trust. #digitalisation
Onboarding
Notice periods are often very long in German-speaking countries. It is therefore essential to mantain regular contact with the candidate. The first steps of onboarding process can be taken during the notice period of the previous job. This ensures that new employees stay engaged. After all, you want to make sure that the chosen candidate actually arrives at the company on day X, don’t you? #stayconnected
My tip: I have summarised the key points of onboarding in my article "First day in a new job – new perspectives for candidates and companies". Find out more at this link: https://www.hr-passionista.com/der-erste-tag-im-neuen-job-neue-perspektiven-fuer-kandidatinnen-und-unternehmen
At first glance, this seems like quite a lot. Recruiting new employees is time-consuming and costly. On average, it costs a company six to nine times an employee’s monthly salary to fill a position and train a new recruit. (Employee retention: The real cost of talent loss.)
However, this high sum does not include the cost of advertising or the associated administrative expenses. Items such as loss of productivity and the cost of training by other team members also fall under this heading.
My plea to all companies is this:
The candidate journey is an important part of human resources work, yet it is often not taken seriously or greatly underestimated. Many companies are currently paying the price for this. Consequences include longer recruitment processes and few to no applications. It is crucial to allocate adequate resources to HR departments and to consider in advance how to thoughtfully define a position and present job roles.
My conclusion
It is important that everyone involved commits their time and energy to filling the position as quickly as possible. This may involve postponing one or two meetings, or trying a new approach (testing new recruitment channels, consulting the target group, etc.). Flexibility is key – then it will work well for everyone.
„We are responsible not only for what we do, but also for what we do not do.“ (Molière)
