The shortage of skilled labour remains one of the key challenges for companies. In a time of constant change, internal talent management is crucial to a company's success. Satisfied employees help organisations to operate more efficiently, attract talent and achieve long-term success. This blog article sheds light on the current influencing factors and provides six specific recommendations for successful Recruitment strategy design.
Recruitment in transition: the increasing strategic importance of modern talent acquisition
Modern Recruitment as part of Talent Management has evolved from a purely reactive approach to a strategic approach. For many companies, Recruitment no longer only involves the targeted attraction of talent and the identification of skills and characteristics that fit the corporate culture, but also the integration of employee retention measures. This holistic perspective means that Recruitment plays a key role in strengthening the internal talent pool, increasing efficiency and building successful teams over the long term. This development makes it clear that Recruitment and Talent Management are inextricably linked, with a particular focus on attracting and retaining employees.
New technologies and changes in the behaviour of employees and job seekers are putting additional pressure on companies to rethink and adapt their recruitment approaches. Technological change in Recruitment is playing a crucial role in this. Just a few years ago, resources were limited and restricted to traditional job adverts in newspapers. Nowadays, however, it goes far beyond that. The introduction of innovative platforms, AI-supported tools and data-driven analysis methods has revolutionised Recruitment. Companies are now increasingly relying on digital channels, social media and online platforms to actively search for and target suitable talent. This approach enables faster and more efficient identification of highly qualified candidates.
Reorientation in Recruitment: Today's influencing factors
In order to recruit successfully and in a future-oriented manner in today's world, it is first important to understand how the world has changed in the context of recruitment:
- Where and how people interact with information is changing. In an era where at least 76% of professionals search for their next job via mobile phone, interaction with information has fundamentally changed. This evolution emphasises the need to design recruitment strategies that are not only mobile-friendly, but also provide a seamless and positive user experience. Today's world of work requires innovative Recruitment that centres on experience design, which in the recruitment context means that the entire application and hiring process is deliberately designed to be positive and engaging for applicants. User journeys and the entire application experience are becoming crucial, as skilled workers are not only mobile-savvy, but are also used to a simple and appealing application
- Candidates are more discerning and know more about us: Kununu, Glassdoor, LinkedIn and more allow applicants to learn more extensively than ever about company culture, benefits and salary opportunities from potential employers. The increased transparency means that the growing demand for authenticity and meaningful work needs to be met internally by companies, and we need to think more about job content and corporate social responsibility
- Technology is the new cornerstone for job postings. Consolidated job portals are gaining in importance and rely on compliance with technical requirements. The majority of all candidates start their job search via Google. This highlights the need for a complex interplay of machine-readable design, optimisation of findability and targeted ad placement on the right portals
- Artificial generative intelligence is changing all our lives. Although current assessments of the influence of AI on HR show a rather lower potential for revolutionisation compared to other disciplines, AI should not be underestimated.
Summary & key messages
Well thought-out talent management that integrates recruitment, development, performance management, compensation and benefits helps to attract, develop and retain highly qualified talent. In view of the increased competition for candidates and growing technological complexity, it is essential to rely more heavily on the expertise of other departments such as communications, marketing, sales and IT in order to position ourselves effectively with candidates.
At the same time, we can set ourselves apart from the competition through the targeted use of new Software solutions and value-oriented Partnerships in order to attract suitable candidates in a more targeted manner. This opens up the opportunity to score points with talent not only with innovative technologies, but also with a clear value positioning in the competition.
Outlook for the next blog
Once the application process has been successfully completed, it is crucial that onboarding also runs smoothly in order to prevent the candidate from moving directly to the competition. In our upcoming Specialist articles on the topic of onboarding, we will take an in-depth look at how well thought-out onboarding not only helps to fulfil the expectations of new employees, but also creates long-term commitments. From formative pre-boarding activities that create positive expectations to innovative approaches for turning the first day into an unforgettable experience, we will present specific recommendations for action.
Specialist articles
- Turning point in New Talent Management
- Recruitment Management
- Development & Learning
- Compensation & Benefits
- Performance Management
- Succession Management
Sources
- https://de.statista.com/infografik/12032/mobile-recruiting/
- https://www.talention.de/blog/kennen-sie-diese-zahlen-zum-mobile-recruiting
- https://www.mckinsey.com
- https://www.youtube.com/watch?v=bk-nQ7HF6k4
- https://www.icims.com/blog/how-google-begins-and-ends-the-war-for-talent/#:~:text=For%20over%20a%20decade%2C%20more,on%20Google%2C%20according%20to%20CareerBuilder.
- https://www.ziprecruiter.com/blog/removing-gendered-keywords-gets-you-more-applicants/
- https://hiring.careerbuilder.co.uk/hubfs/Resources/Downloads/Whitepaper_-_Peak_posting_performance.pdf
- https://www.insiderintelligence.com/content/tiktok-winning-over-gen-z-searchers
- https://www.mckinsey.com/industries/consumer-packaged-goods/our-insights/true-gen-generation-z-and-its-implications-for-companies
Author
Verena Gebler
HR Strategies
Verena has extensive experience in Recruitment and Talent Management from leading positions at international consulting companies. She has recently joined the strategy consulting team at HR Campus. With a clear focus on experience design and a strong affinity for Technology, she provides innovative impulses to support companies in shaping their HR strategies for the future. She also guides companies through effective change processes in the digital transformation.
Author
Mathias Keller
Solutions Expert Team
Mathias has been involved in Recruitment for over 10 years. In addition to advising companies on topics such as recruitment strategy and recruitment software, he has given guest lectures at Swiss universities and colleges on the subject of Recruitment, published articles in specialist journals and is committed to more diversity and inclusion in Recruitment processes at companies in Switzerland on a part-time basis.