Recruiting Trends 2019

An eventful 2018 is now almost a month behind us and an even more eventful 2019 is probably ahead of us. Why is this likely to be the case? The recruiting trends for 2019, which I have compiled for you below, give us the answer. You will certainly not find “Fancy Shit” and utopias, but really real topics, which have already driven us in recruiting in 2018.

However, to make it easier for you to deal with these topics, which will inevitably occupy us this year, I would like to give you suitable recommendations for action. So that nothing stands in the way of successful and applicant-centred recruiting.

The recruiting trends listed below, which will (continue to) occupy us in 2019, are listed arbitrarily, not according to the priority of events.

Recruiting Trend #1: Gender Equitable (“Gender Neutral”) Job Advertisements

There is hardly an event that has shaken the recruiting world more (and will still reverberate in 2019) than the memorable judgment of the Federal Supreme Court and its interpretation by cheeky and panic-inducing labour lawyers. We are talking about the so-called third sex and its effects on recruiting.

My recommendation:

Keep all 5 to 7 senses together and use common sense. Do it like more and more people from your guild: Simply add an asterisk (i.e. “*”) to your job title and explain that it is of course completely latent to you which sex your employees are. As long as they are good and suit them. And make sure you read the article on scientific research into the German and Indo-European systems of enjoyment as opposed to ideological gender discourse.

Recruiting Trend #2: Google for Jobs

Even if it takes a little longer, Google for Jobs will also come to Germany. After Google has secretly and quietly conquered the Asian language area (most recently Hong Kong, South Korea and, a few days ago, Japan) with its job search engine in the search engine (as the so-called Enriched Search Result), we can look forward to what comes next. The fact is that jobs from German job portals as well as career websites of German companies have been indexed for months now.

My recommendation:

Do not sleep, act. Make your jobs fit for Google for Jobs. It has never hurt to be ahead. In particular, companies recruiting in America (North and South), Canada, the Arab states, Africa or Asia are well advised to deal with the topic.

Recruiting Trend #3: Longer Vacancy Times

Nothing new in the West (the same in the East): Vacancy times will continue to rise this year. Incidentally, this is not due to a shortage of skilled workers, it is due to a lack of commitment on the part of companies (we have no resources, we have no budget), a lack of commitment to reality (keyword VUCA, keyword demographic change, keyword value change, keyword “If you pay peanuts, you get monkeys”, keyword growth, growth, growth, keyword declining labour force potential, keyword rising demand for skilled workers, etc.). etc.) and a “continue as” strategy, which will inevitably lead to many companies having to pull out of the sails in the near future. But there is one good thing: the employees who are made redundant are available to the labour market again.

Recuiting trend #4: More budget for recruiting

The aspects described above inevitably only lead to one conclusion: There is no more like this! in recruiting. It is simply impossible to perform effective recruiting in such an environment with the same means as before (or even less, not uncommon) in an almost empty applicant market. There is nothing to talk up. Unfortunately.

My recommendation:

Demand more budget for recruiting. Open the eyes of superiors and managing directors. If they don’t want to listen to you, quit your job. Or do you want to wait until the company in which you don’t recognize the strategic importance of recruiting goes to the wall unchecked and they put you on the street? There are enough waiting for you. Provided you bring the necessary mindset with you.

Recruiting trend #5: More figures please (Recruiting Analytics)

If you want to know which recruiting measures are particularly effective and which are not, you cannot (unfortunately) do without numbers. You’ll soon find that the job exchange you’ve been throwing thousands down the throat of is not worth the money.

You will quickly notice that your sinfully expensive poster campaign has unfortunately brought no more applicants. And you will quickly notice that it costs significantly less to invest in appropriate personnel marketing measures than not to fill a position and therefore endanger the rest of the company. Or that a negative candidate experience can quickly cost millions.

My recommendation:

Collect figures that serve as a basis for you to demand more resources or a higher budget or to cap measures that do nothing for you. Your boss doesn’t want to listen to you? Leave the company. Elsewhere you are needed more urgently.

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