What are the new recruiting trends

Recruiting trends and strategies 2020


The economy is booming, and that's a good thing.

However, a sustained positive economic situation, in addition to demographic change, creates a labor market that seems to be upside down compared to that of a few years ago: it is often companies that fight for their candidates against the competition and have to convince them of their qualities .

The so-called War of talentswill continue to increase instead of decreasing in 2019. Added to this are new personnel strategies and newly emerging recruiting trends. Keeping an overview is therefore not that easy as an HR manager. The fact is that companies have to remain active in the employer market in order to be heard.

It is important to get the applicants' attention and attract them to you with attractive offers.

But what is attractive in the eyes of young applicants? What attracts the young and what keeps them and how do you reach the desired target group? Where are young talents looking for their future dream job?

Current surveys and articles suggest that tomorrow's skilled workers will primarily focus on safety.

For them it is about a social, friendly environment, a good working atmosphere, fairness, recognition and long-term planning security. In a world of work in which so many industries are increasingly dominated by temporary employment agencies and short-term contracts, this is hardly surprising.

If you ask young professional candidates, the description of an attractive employer often includes entry gifts such as a smartphone or company car and a good image as well as a high quality of training in addition to security and the working atmosphere.


Faster recruiting processes with more accurate accuracy

Adapting HR management to these requirements and demographic change is an indispensable permanent process.

At the end of 2017, almost 70% of all companies surveyed stated that they did not employ enough staff and also did not receive sufficient applications for their tenders. Companies that can afford it - and here, too, more needs to be done - have to train their HR managers in new strategies for recruiting and retaining employees and adapt their own operational structures to new career models.

For smaller companies For some years now, networks such as social media have been a cost-effective variant of personnel recruitment. Nevertheless, they shouldn't save too much on the recruiting budget if they want to keep up.


Employer branding will remain in trend in 2019 - mainly on the Internet

After these preliminary considerations, it is not surprising that employer branding will continue to hold a high priority within recruiting strategies.

The corporate strategy measure requires a complete company analysis and a well thought-out marketing strategy that is primarily based on consistency. This takes time and budget, existing staff must be "vaccinated" accordingly. But anyone who has already dealt with this trend in recent years will be at the forefront of the search for applicants in the coming year.

Once the branding has been successfully established, a significantly higher number of applicants can be expected, including those on their own initiative.


E-recruiting: A trend with ever new facets

Unfortunately, small companies in particular are still not aware of the scope and weight of e-recruiting.

The second decade of this millennium is almost complete, and advertisements are still often only advertised on job exchanges or in newspapers. The weight of quick applications via social media channels such as Xing and Facebook has grown steadily in recent years and, according to forecasts, will also be one of the most important trends in recruiting in 2019. In addition to social recruiting, so-called mobile recruiting, i.e. applications via smartphone, is particularly popular.

Social recruiting and mobile recruiting

Social recruiting is a measure from e-recruiting that has become indispensable. Few industries work consistently without the Internet in recruiting. It is not only way ahead in terms of popularity among applicants because it saves time. Companies without a Facebook profile or Xing account are dying species on the recruiting market and should make an urgent effort to establish their Internet presence in the coming year.

The advantages of social hiring are obvious: Nowhere else do companies reach so many applicants at once and can scan and pre-sort applicants so quickly at a glance. In addition, there is a high-profile, large-scale possibility of employer branding via social profiling - and that with the use of a relatively small budget. Target group-specific advertisements on Facebook are only one way to passively search for applicants on the Internet.

Social profiling saves time, because the advertisement is also shown to people who are not currently looking for a job but who are earmarking the employer for the future. It is the memorable repetition principle that is used here.


Use social distribution properly

At the same time, the need for ever greater transparency is also growing here. The applicant should fit the company in the best possible way, not only with their talents and skills, but also socially. This is where ever greater demands on both sides come together, whereby the common intersection is explosively reduced.

One solution is the application process and recruiting strategies that enable both sides to coordinate with each other in advance.

For example, via social distribution, i.e. directly addressing an applicant on social media after checking his or her suitability, you can directly select who you would like to get to know better as an HR manager. Here, the company saves time and money if shared interests and groups in the social media channels are used as a source of information.

Another measure are further and advanced training opportunities that are offered directly by the addressed staff, because you already know that they are interested in them. A pre-filtering of the candidates also takes place here via your own social profiling.


Psychological test procedures as bottlenecks and door openers

The trend is therefore towards ever more time-saving, yet efficient and sustainable recruitment processes.

One that is also to be placed in the e-recruiting area and is used more and more often and is increasingly suitable for smaller companies is the psychological test procedure.

Save time and money
The aim of psychological test procedures is to allow the shortlisted applicants to be selected using a test to be completed before a HR manager even has to take a look at the group of applicants.

The federal government and the cantons have been using the psychological test method for years and are doing very well with it. In order not only to create these, but also to evaluate them sensibly and purposefully, the HR managers must be trained beforehand.

The market offers numerous training courses in which the benefits and background of psychological test procedures, their limits and their optimal integration into the recruiting process are conveyed. HR managers learn how to use an online test procedure to successfully take over the first recruiting step for them.


Was this page helpful?
Thank you for your feedback!