11.5 million unfilled jobs – a new record number. However, the number of applications per job has been declining for 2 years. That means not enough candidates to fill all the positions. What now?

Is multiposting the right choice now?

Yes and no. It is still suitable as an important touchpoint in the early stage of the candidate journey ¬– 40% start their search on job boards. But in the current situation, it takes more than just “Post & Pray”.

Early adopter advantage: landing pages

Whether training programs or specific jobs – landing pages are optimized for the candidate’s specific search query and ensure maximum candidate conversions. How? Find out more in the download!

The war for talent is getting tougher. If you want to attract suitable candidates, choosing the right software is crucial because not all suites are suitable for your company.

What do you want to accomplish with your software?

Both solutions pursue different goals, so you should clearly define in advance what you want to achieve with your software – digitize general HR processes or find and convince talent?

How your software checklist works

Use the checklist to determine whether your company should rely on a broad HR Suite or, better, on a specialized Talent Acquisition Suite. Download it now for free!

Yes, HR is challenged by the shortage of skilled workers – but today, companies even struggle to find any employees in general. At the same time, nearly 70 % of all surveyed employees seek a new job voluntarily. Not just any job – but a better job and with a better employer.

2,196 study participants gave insights to:

• what reasons make employees look for a new job,
• how long the phase is between first doubts and an application for a new job,
• and whether this new situation depends on the level of education or work experience.

And employers? Everything remains the same.

47.9 % of respondents would have liked to stay with their employer. Appreciation or a higher salary could have prevented them from quitting. The other half, however, had already given up hope that the employer would ever address their wishes or points of criticism.

How should HR behave now that we can return to the office? And how important is this topic for your recruiting communication? We have taken a closer look at this topic in the second part of our study, “New Era of Work”.

This guide summarises how 3,561 applicants and 251 HR managers imagine the future of the office. Among other things, topics stand out such as:

• Work-life balance
• Ergonomics in the workplace
• Advanced training
• Digital networking

Download the free checklist and give candidates the remote working environment they want.

In the first part, we analysed the characteristics of the entry points into the candidate journey, such as the career website, job ads or Google for Jobs, and the impact of employer ratings. Part 2 of the study deals with the process of applications. It reveals how fast processes have become a habit and therefore changed the expectations of candidates towards the definition of a good application process.

Not all channels are the same!

In addition, our respondents gave insights into which elements are essential to them on which channel – and convincing for an application. Big knowledge gained: You should not handle all channels equally. Depending on the entry point, applicants want different information and topics.

Download our free study and find out what convinces applicants. In addition to the analysis, we have included three concrete recommendations for action for you to be able to create the perfect candidate journey.

17.8% – that’s how many new employees quit their job in the first 100 days. In our 2018 study “Probation Period for Employers” (currently only available in German), only 11.6 % of new employees thought of taking this step. A significant increase, considering the uncertain circumstances due to the Corona pandemic. How does a good induction process look, and how can it be implemented?

2,160 respondents give feedback to:

• what job seekers want to know about onboarding before the first interview,
• how the behavior of managers can negatively impact the onboarding process,
• and whether new employees prefer virtual onboarding.

“I’m out of here!“

Already in 2018, a good onboarding process was crucial for the satisfaction and retention of new recruits. With increasing job offers and significantly lower demand, onboarding is even more critical than it was a few years ago. If candidates are frustrated because of an unsuccessful onboarding period, they quickly jump ship again – after all, there are plenty of other attractive offers!

Therefore, if an employer does not want to invest all its recruiting resources in constantly filling positions, they have to start thinking of onboarding as part of recruiting process.

Find out in our free paper, what a successful onboarding looks like and what applicants expect from employers.

Based on our study “The New Era of Work (Part 2)” this paper will give you insights to:

• What type of workplace do candidates prefer?
• Advantages and challenges for employers regarding work at the home office?
• What role does OHS play in the home office?
• What is the perfect solution for both candidates and employers?

Download the free paper for an overview of our study findings and be prepared for the expectations of your future employees!

• What do applicants expect in application processes in terms of speed?
• What do they expect at job interviews and introductory conversations?
• What puts applicants off when they apply – and what convinces them?

In the third part of the study, you can read how different starting points for the job search affect the candidate’s journey.

The application process is part of your message to applicants.

The results reveal: Real content is the key. Authentic communication is convincing – including, for example, application processes, introductory conversations, content on job ads, and career pages.

Based on the answers, we give seven concrete recommendations for action for employers.

In the first and second parts of our study, we have shown how important candidates find the application process and their future place of work. However, we have not looked at the impact of the corona pandemic on the working environment. How should managers lead employees through virtual meetings in the future, what skills do they still lack, and do applicants and HR managers view this similarly?

The respondents (3,561 applicants, 251 HR managers) provided information about:

• their managers and their competencies and deficits,
• the influence of leaders on the mental health of employees,
• and potential measures to prepare leadership for future challenges.

Fire or Hire – what do applicants think?

Many applicants favor replacing current leadership with new leadership or dispensing them entirely. HR doesn’t is as stringent and counts on training programmes for managers.

We looked at whether applicants have already accepted the new normal after the corona pandemic. How is the job search of candidates affected by the possibility of remote work, how do candidates deal with digital application processes and interviews, and how this changed candidates’ expectations of New Work?

3,561 participants give insight to:

• what impact location-independent jobs have had on their job search,
• what they expect from the digitization of application processes and virtual interviews and
• how the expectations towards their future employer changed.

But how about HR managers? What do they think about this development? We also took a comparative look at their answers and assessments.

Applicants one step ahead

It turns out that during the pandemic, applicants have quickly adapted to the new world of work with online job interviews. However, they’ve also adjusted their employer preferences. Now HR managers have to adapt and meet the new expectations.