E-recruitment

E -recruitment or e- recruitment refers to the support of the recruitment through the use of electronic media and personnel systems. Here, ideally, all parties supported the application process, so the HR department, the department within the company as well as the candidates themselves and possibly also additional potential participants such as staffing companies and job boards.

E-Recruiting improves the recruitment process: show correlation analyzes that applications that have been using an electronic form input, data and increase candidate quality, lead times and costs for each application can be reduced. The use of applicant tracking systems is accompanied by declining costs per application processed.

Recruiting channels

The recruitment is now dominated by the e-recruitment channels: 87 % of vacancies are on your own company website and 61.2 % in Internet job advertised compared to 20.2% in print media. Most applications get the company through online job boards. The own career page follows in second place. Own employees and their recommendations come on the 3rd and 4th The same order is found for the settings. The figures show that the e-recruiting today as the most important and effective tool for recruiting new employees.

The following are the channels in E-Recruiting:

Online job boards

On an online job board company can publish job postings. An online job board is therefore a job market in which the operator is providing job offers from employers through information retrieval and selection for mediation. Today these online platforms form from a wide range of available jobs. Costs incurred in job boards usually only for employers for the ads appear. For job seekers online job sites are usually free of charge. Some job boards also specialize in specific industries, professions or geographical areas.

Social Media

Some large and many smaller companies are already regular social media applications as part of their recruitment. However, the majority of the company is still rather modest in terms of the use of such applications. 12.7% off regular job in XING. Twitter ( 7.5 %), Facebook ( 6.8%) and LinkedIn (6% ) are used less frequently in this context. Furthermore grab 12.9% of large German companies for the purpose of image advertising regularly back on Facebook. 9.2 % use Twitter for this purpose and 8.3 % YouTube regularly. Search in Xing 18% of all responding firms regularly active for suitable candidates in LinkedIn 6%. Furthermore, 21.1 % of participants regularly use to search for information about previously identified candidates in the study Xing. 9.1% fall for this regular use of Facebook and 8.3% on StudiVZ / MeinVZ. Xing is the one social media channel that is used by the large companies in Germany the most. Only in the case of employer image advertising is with Facebook, another channel in the foreground.

Mobile Recruiting

Mobile Recruiting uses approaches of mobile marketing and develops them as instruments of recruiting and recruitment marketing. It is in communication with potential applicants using mobile devices (eg mobile phones, smartphones, portable media player, tablet ), a form of electronically supported recruitment. When contacting Mobile Recruiting firms and staffing agencies potential job candidates with the help of mobile devices.

Application examples are mobile career websites, mobile Job-/Karriere-Apps of companies or mobile applications from job boards. Further application examples illustrate the communication of job information is in social networks, which can be accessed via the phone as well as the use of mobile tagging to Stella Point and posters or the sending of career or job newsletters via SMS. To be achieved by the company may, applicants must register here before with your mobile phone number when the job providers / companies and can then, for example, serve real-time information on current vacancies. With the proliferation of smartphones and mobile Internet use, however, increasingly the relevance of abovementioned Internet-based solutions is growing. So have a survey by the BITKOM 2012, 24% of companies a mobile-optimized career site and 17 % had their own career App. Next on the rise are also innovative additional offers the functionality of mobile devices into account in particular how location-based services or augmented reality applications.

About Mobile Recruiting especially younger applicants target groups are addressed, as these have a corresponding user behavior and the mobile media are highly active, so that they are easily accessible via the mobile channel. Furthermore, however, provide especially young professionals who are equipped with smartphone and tablets and also online anywhere and anytime, a target group for mobile communications dar.

Objectives of Mobile Recruiting here are currently primarily a contact with and information of potential candidates. The application itself will take place after the information phase is usually to then on the stationary PC. However, the first mobile solutions exist in which a can be sent on a online portal like job boards or social business networks backed resume via mobile device for initial contact to companies.

Most Utilized recruiting channels

Recruiting Kanäl and their use in percent:

Applicant management systems

By means of an application management by electronic means is possible a much faster and more convenient processing of applications. For example, paper applications will be recorded that arrive in the form of traditional application folders with the company, for example, by scanning. An e- recruiting system ideally covers the entire recruiting workflow. This includes the vacancy and all communications between companies and candidates until completion of the recruitment process. To manage applicants a lot of different procedures are used. House developments lead with just over 20 % of the rankings before personal databases and spreadsheets with about 15 % and the first standard software SAP eRecruiting with about 14%. Other solutions follow with about 9 % before Taleo with 8% and 7% with PeopleSoft. About 5 % of the companies do not use any software solution.

The entire electronic personnel cycle ( e- HR ) cycle begins on the electronic interface of a company to potential employees - the company's career site or a job posting in an online job portal. These pathways are complemented by placing ads in sites that are either subject-related or have a corresponding traffic. This may be an indication for IT specialists in the online edition of a journal or a journal article is used as a framework for an ad. So also latent seeking applicants will be reached during the online job markets only respond actively seekers. In both cases, it is to detect the target personal data in the application of candidates.

Not only for the employer to employees job hunting on the internet is becoming increasingly important. Also simplify and expand the new opportunities the job search. There are up to 1,600 job portals on the Internet (see Cross Water Systems ) and between classical and special (functional or regional specialization ) can be distinguished job boards as well as ( meta) job search engines ( aggregate jobs from job boards and directly from Karrierwebsite of companies ). Companies face the question " About what channel we want our jobs off to achieve the highest efficiency and effectiveness? " against a wide bunch of ways and show a distinct preference for traditional online job boards.