{"id":55771,"date":"2018-03-22T14:21:00","date_gmt":"2018-03-22T13:21:00","guid":{"rendered":"https:\/\/synergie.de\/?p=55771"},"modified":"2025-07-23T14:49:47","modified_gmt":"2025-07-23T12:49:47","slug":"ein-blick-in-die-zukunft-oder-realitaet-im-recruiting","status":"publish","type":"post","link":"https:\/\/synergie.de\/en\/ein-blick-in-die-zukunft-oder-realitaet-im-recruiting\/","title":{"rendered":"A look into the future? Or reality in recruitment?!"},"content":{"rendered":"

When a trade fair calls itself a \u201eFestival\u201c and in trendy Munich recruiters are wooed by an artist in a Superman costume while queuing at the entrance, it suggests a lot. The self-proclaimed \u201eExpofestival\u201c TalentPro in Munich showcased current trends and future visions in recruiting.<\/p>\n

Our Head of Marketing, Carola Schneider, reports on active sourcing via geo-location, robot Vera, and the absolute madness of recruiting.<\/p>\n

TALENTpro 2018 in Munich \u2013 \u201eInspiring Recruiting Professionals!\u201c<\/strong><\/p>\n

There was one point on which everyone, without exception, agreed: applicants are in demand! \u201eRecruiters are salespeople. We need to sell our company, our jobs to the candidates.\u201c This statement wasn't just made by Gabor Toldi from Budapest in his presentation on the \u201erecruitment handbook in the new age\u201c.<\/p>\n

Almost all speakers touched upon the topic of the applicant market, sometimes only briefly, sometimes in more depth. In addition to the tight applicant situation and the changed requirements of applicants for their employers, the transformation of entire professional profiles in the digital world was also a topic.<\/p>\n

How will call centres develop in the future (in the photo on the left: the robot Amelia, who speaks and reads 20 languages)? What will the supermarket of the future look like?
\nAnd what does a recruiter need to know to find future employees your company is looking for (or to develop them further with HR colleagues, if applicable)?<\/p>\n

Candidate at the centre on the TALENTpro<\/strong><\/p>\n

The central question in almost all presentations was: For which role do I need which applicant? Where can I find them and how do I approach them? How can I get them excited about my company?<\/p>\n

Go to where the applicant is<\/strong><\/p>\n

Alongside a mix of classic job advertisements on \u2013 for the most part present as exhibitors \u2013 premium job boards, and measures for employer branding, \u201eProgrammatic Job Advertising\u201c is one of the trending topics at the trade fair \u2013 as it was already at Personal S\u00fcd 2017, as we reported. Job advertisements are no longer just displayed on job boards, where they are \u201eonly\u201c seen by active job seekers, but rather as advertisements in a suitable context.<\/p>\n

Are you looking for an accountant? Then ask yourself: What specialist information do potential applicants read? What newsletters have they subscribed to? What hobbies do they have? Are they more enthusiastic about sports or wellness? Animal welfare or luxury travel? What \u201epeer group\u201c surrounds them? And from this so-called \u201ecandidate persona\u201c, you then derive your personnel marketing measures \u2013 ideally played out automatically using real-time bidding or other online marketing tools.<\/p>\n

The Tech Titans all want your face \u2013 Visual Sourcing<\/strong><\/p>\n

Oscar Mager from Evertalent reports on how he conducts active sourcing via Google Images. Using photos taken, for example, by visitors at trade fairs, he researches interesting candidates from the images and looks for their CV information and contact details.<\/p>\n

His vision for the future: Google Glasses for recruiters. As they walk by, recruiters scan passers-by and receive all relevant CV data in the periphery of their vision. And, of course, the relevant contact details\u2026<\/p>\n

Numerous other speakers are also showing trends in the direct approach to candidates, for example on XING, via Boolean search, etc. \u2013 after all, an estimated 60 percent of applicants are \u201eonly\u201c passively looking for jobs.<\/p>\n

Back to basics: Employee referrals as THE recruitment channel?!<\/strong><\/p>\n

Less experimental, but still effective: institutionalised employee referral programmes. Anyone with recruitment from employee referrals significantly below 30 per cent has potential for improvement.<\/p>\n

Whether Ob firstbird or talentry \u2013 the providers also offer visitors at their stands the solution: those who manage their referral programme through software using one of the two tools are promised more and more motivated, better-suited applicants.<\/p>\n

A positive application experience \u2013 \u201eCandidate Experience\u201c is in demand<\/strong><\/p>\n

Virtual reality headsets, chatbots or gamification \u2013 even once the applicant has been \u201eidentified\u201c, they are being wooed.<\/p>\n

Attractiveness check at Deutsche Bahn<\/strong><\/p>\n

Deutsche Bahn is not only concerned with where applicants come from, but also how they perceive the company as a potential employer, a field in which Kerstin Wagner, Head of Talent Acquisition, is involved. This is hardly surprising, given the 247,000 applicants per year \u2013 ranging from train drivers to developers to\u00a0Office clerk<\/a>\u00a0\u2013 that's not a simple matter.<\/p>\n

The German railway company's aim is therefore not just to \u201eattract\u201c applicants through employer branding campaigns (most recently e.g. \u201eWelcome, you fit in\u201c). The logistics giant also examined its processes and delved deep into its employer brand with an attractiveness check of all individual departments.<\/p>\n

Removing hurdles \u2013 Making application processes simple and professional<\/strong><\/p>\n

Besides, in her experience, it is important to remove hurdles for applicants, says Kerstin Wagner \u2013 whether that be cover letters that are time-consuming for applicants to create, grade certificates for student applications, or questions from potential candidates outside of recruiters' regular working hours. To offer its 6.3 million users of the Deutsche Bahn career website a 24\/7 service in the future, the company is currently testing its own chatbot.<\/p>\n

The Baden-based \u201ehidden champion\u201c SEW Eurodrive is also focusing on the applicant experience. With a major restructuring of the HR department and the introduction of a recruiting centre, the company aims to further position itself as an attractive employer.<\/p>\n

This company, most recently again, impresses with a swift, professional, and friendly application process.\u00a0awarded the Candidate Experience Award<\/a>, \u2013 reports Stefanie Schiebol, Head of Sourcing & Recruiting.<\/p>\n

Long-term retention of (potential) employees as an HR objective<\/strong><\/p>\n

The positive candidate experience matters not only when it actually leads to a hire. The challenge for HR staff, as well as line managers and recruiters, is to retain candidates, former candidates, and former employees in talent management systems, alumni communities, or other networks over the long term and to turn them into ambassadors for the employer brand.<\/p>\n

But is the recruiter still needed at all?<\/strong><\/p>\n

\u201eHello, my name is Vera. I am a robot. I'm searching for the company ABC for PHP developers.\u201c<\/em>
\nThis or something similar is how \u201eRobot Vera\u201c, winner of the HR Tech World Award 2017, introduces itself to potential applicants, particularly in Russia. Vera has conducted around 1 million telephone and video interviews in the last 9 months.<\/p>\n

The end of the recruiter?<\/p>\n

We think no! But a new era for recruiting! An era in which not only in human resources management but also in the search for personnel, much is IT-supported or (in future fully) automated.<\/p>\n

But in the end, the conversation from person to person will still last for a long time.<\/p>","protected":false},"excerpt":{"rendered":"

Wenn sich eine Messe \u201eFestival\u201c nennt und im hippen M\u00fcnchen die Rekruter beim Schlangestehen am Einlass von einem K\u00fcnstler im Superman Kost\u00fcm umgarnt werden, l\u00e4sst das einiges erahnen. Das selbsternannte \u201eExpofestival\u201c TalentPro in M\u00fcnchen zeigte aktuelle Trends und Zukunftsvisionen im Recruiting auf. Unsere Marketingleiterin Carola Schneider berichtet von Active Sourcing \u00fcber Geo Location, Robot Vera […]<\/p>\n","protected":false},"author":2,"featured_media":154651,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[21],"tags":[17,22,36],"class_list":["post-55771","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-personalthemen","tag-arbeitsmarkt","tag-personalthemen","tag-rekruitierung"],"acf":[],"yoast_head":"\nEin Blick in die Zukunft? Oder Realit\u00e4t im Recruiting?! | SYNERGIE<\/title>\n<meta name=\"description\" content=\"Wenn sich eine Messe "Festival" nennt und die HR'lern in M\u00fcnchen Schlange stehen, l\u00e4sst das einiges erahnen. 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