Like so many other aspects of our social and economic life, recruiting is shifting more and more into the digital world in times of digital change. In this article, you will find out what needs to be considered when looking for personnel online.

Personnel search online vs. shortage of skilled workers

A shortage of skilled workers has been a problem in Germany for years. In many sectors, there are not enough qualified employees for the positions to be filled. Companies are finding it increasingly difficult to find suitable employees and there are numerous competitors for specialists. The perfect candidate is usually rare and highly sought after. The corona pandemic has further exacerbated this problem. Although some industries had to lay off workers, tech and IT experts are more in demand than ever due to the digitization push.

The search for personnel has also shifted further and further from the analog to the online area. While job vacancies used to be published in newspapers, recruitment is now mainly done online. We present seven tips that will make your online search for employees a success.

#1 Online personnel search via your own company website

The easiest and cheapest way to recruit employees online is to post job ads on your company’s website. Ideally on a dedicated careers page that addresses applicants directly and provides extensive information on the respective job profile. You are welcome to get creative here and describe the job offer with photos or even videos, for example. The more personal a company appears, the more attractive the workplace appears. Another advantage of the online personnel search on your own website is that applicants can get a direct impression of the company and its values.

#2 Personnel search online via job portals

Job portals on the Internet are probably one of the most frequently used options when looking for personnel. Anyone who types in a job title in a search engine will see portals such as Stepstone, Indeed, or Monster first. Thousands of users access such platforms every day in search of exciting job offers. But the search also works the other way around: employees post job ads there and present themselves and their skills in order to be found by clients. Companies can either publish their own job advertisements on job portals or look directly for potential applicants.

#3 Headhunter – Personnel search for top positions and key positions

It is difficult to find highly qualified employees, especially in the IT and tech sectors. The only thing that often helps here is to hire an  IT headhunter, who specializes in recruiting in this industry. The resource of highly qualified employees is increasingly becoming a competitive factor in upper management and in top positions. In this case, a headhunter with subject-specific expertise and a large network is required. A qualified and specialized personnel consultant knows how to arouse the interest of candidates through direct contact and active sourcing on an equal footing. In addition, he conducts targeted preliminary interviews with candidates on the basis of his high level of technical and methodological competence. Specialists are expensive and the induction process is lengthy – a recruiter reduces the risk of wrong appointments. TechMinds, for example, quickly and efficiently recruits managers and professionals in the IT and tech sectors.

#4 Recruitment online via social media

More and more companies are using social networks such as Facebook or Twitter to spread their job offers on the Internet. Although Facebook is still more suitable for private users, there are now many groups and business pages that enable a precise target group to be addressed and promote dialogue with customers and employees. Career platforms such as Xing and LinkedIn offer their own recruiting tools and a job exchange where companies can place their job advertisements. There the employee can apply directly with his documents. This simplifies the recruiting process considerably for both sides and addresses the respective target group directly.

#5 Recruitment via blogs and podcasts

Media such as blogs and podcasts also contribute to the success of online recruitment. Especially in interviews with influential industry magazines, companies can present themselves in an authentic and employee-friendly way and, depending on the reach of the medium, can reach a large target group. In podcast interviews, a company seems even more approachable. A personal, informal conversation in a relaxed atmosphere between two interviewees reveals a lot about company values, goals, and corporate culture to potential applicants. Of course, this also works with an in-house blog or podcast. If companies present job advertisements, activities, or colleagues there in a personal way, they give the applicant an even more detailed profile of the job and the employer.

#6 employer review portals for recruiting online

If an applicant is interested in the advertised position in your company, they often take a look at evaluation portals to find out something about the working atmosphere in the company. Platforms like Kununu promote the transparency of companies and employers. It is advisable for listed companies to take a regular look at their own profile in order to be able to react quickly to positive or negative employee reviews. If the company’s rating is very positive, the company profile should at best be linked and quoted as a reference on your own website.

#7 Personnel search online: “Google for jobs”

In May 2019, Google launched its new service “Google for Jobs” in Germany. It lists job postings from around the web, whether they’re from small business sites or giant job boards. When companies post job vacancies, they should make sure that Google can index the ad. Individual pages must be in HTML format for this. Several job advertisements that are listed on a single page can be read poorly or not at all by Google. The same applies to job advertisements such as PDFs or images.

A local job posting is easier to find on Google. Since most jobs are tied to a city or region anyway, this feature can help you. It is important to mention the location on a detail page as often as possible, for example in the page title, in the meta description, and in the text of the job offer. Especially in smaller regions and towns, it makes sense to refer to the next larger city in order to address as many potential applicants as possible.

Conclusion

The success of your company stands and falls with good employees. Not only are the application processes and induction phases lengthy, but the pre-selection also costs time and money. On the internet, companies can now advertise for specialists on countless job exchanges, portals, and career sites. The competition from competitors is fierce, and the chances of success in some sectors are not always promising. Especially in the IT and tech sector, it is often worth hiring an  IT recruitment agency in order to save time when looking for personnel and to avoid expensive wrong appointments. In this way, companies can concentrate on the essentials, while recruiting experts such as TechMinds to fill vacancies with top executives in a timely manner.

The type of applicant communication can play a decisive role in the competition for skilled workers. Hitting the right note with candidates is a big step forward. HR managers can find out what is important here.

The forces in recruiting have shifted. Whereas in the past it was the companies that selected the applicants, today it is often the other way around. If specialists now register on their own initiative or in response to a job advertisement and are then shortlisted, they usually have the upper hand. This is due to the continuing lack of qualified personnel for demanding and managerial functions.

In addition, candidates often gather detailed information about their potential new employer before submitting their application. For example, they study online evaluation portals on which companies are evaluated by current and former employees. Or they use other Internet sources and research the general market situation in the respective industry and the individual situation of the company in question.

On the one hand, this makes the work of HR departments easier because they are dealing with well-prepared counterparts. On the other hand, they are aware of their strong position and are quite demanding when it comes to salary, work-life balance, and benefits, for example. Also possible: You ask critical questions. So some people dig deeper in the interview and want to know why a vacancy has become available. Companies have to adapt to this.

What is required is transparent and appreciative communication with applicants. This means not just treating candidates as “numbers”, but treating them as people with individual needs and treating them with respect. In the ongoing war for talent, and appreciative, professional approach to applicants is required. Today, being professional means responding to the candidate both factually and emotionally and, for example, enticing passive candidates into the company by addressing them directly.

Ultimately, it is about the following causal chain: Better applicant communication leads to a better candidate experience and a better image as an employer. This can be crucial in the decision of professionals for a position in your company.

The right attitude is so important

A prerequisite for up-to-date applicant communication is a rethinking in the HR departments. Those who work there must be aware that soft skills such as empathy are more important to them today than ever before. All executives should be (or become) convinced of this.

The common goal must be…

• to attract the attention of professionals.
• meet professionals in partnership.
• Support professionals throughout the application process.

Dealing with applicants: Be open and transparent

The appreciative communication with applicants begins with the formulation of your job advertisement, your presentation as a company on online career pages, and your (digital) exchange with the candidates. Supposed little things often play a big role. A message in the style of a mass email (and without a personal address) about the receipt of an application can already deter some applicants. Promising employees may even withdraw their applications. This can be a missed opportunity for the company. And it may also lead to negative comments and reviews on social media channels.

To avoid this, you should observe the following basic rules when dealing with applicants :

• Confirm receipt of an application as soon as possible.
• If there are delays during processing, please let us know.
• If you have questions or are unclear about certain points in the application, it is better to clarify them directly instead of possibly drawing the wrong conclusions from them.
• If candidates make it to the next round or shortlist, then inform them about the next steps.
• In particular, do not write refusals according to a formula. Try to formulate them personally and forgivingly. You may create different templates for this purpose that do not sound like the usual phrases.

As an HR manager, it is best if you put yourself in the position of the job seeker. Think about what questions they might have.

Job ad:

• What are the key responsibilities of the position?
• Is it more of an operational or conceptual/strategic activity?
• where is the place of work; e.g. B. inside or outside a city?
• Which tools and other work equipment are important?
• What does the immediate environment (colleagues, business partners and customers) look like?

Career Pages:

• What type of application is desired (by e-mail or application portal)?
• Who is the addressee of the application?
• Which papers and documents are expected? Can missing ones be handed in later?
• What happens after receipt of the application?

Invitation for an interview:

• What is the best way to reach the place of the interview?
• Are travel expenses covered?
• Is there a specific dress code?
• Who are the interlocutors? Are there potential team members among them?
• What are the key issues?
• Will the future workplace be shown?
• How long is the appointment?

As I said: treating applicants with respect is also about objectivity. But that doesn’t mean being stiff. Instead, keep your ads, emails, or letters more casual. Ideally, you express yourself as if you would not write to the applicants, but rather have a friendly conversation with them. This reduces the distance, takes away any fears, and creates a certain trust. In addition to designing career pages and job advertisements, a similar approach is also recommended for your communication via social media channels, by e-mail or letter, and for telephone calls.

A digital applicant management system can be a helpful tool here. Depending on the variant, it supports HR managers, among other things, in …

• to accept applications.
• to assess candidates.
• meeting dates and deadlines.
• Store and analyze applicant data.
• Formulate and publish job advertisements.
• to manage contacts.

This has consequences: Errors in applicant communication

So companies have to pay more attention to applicants. If they don’t do this and also make typical mistakes in recruiting, this can have unpleasant consequences in the long run:

• The number of applicants is falling.
• It takes longer to fill vacancies.
• Recruiting costs are increasing.
• The image as an employer suffers.

If you notice these or comparable developments, you should take countermeasures in the manner described above. It also helps to avoid the following common mistakes:

• Do not respond to receipt of an application.
• Keep postponing announced deadlines and putting applicants off.
• Confusing or incorrectly formulating salutations and names.
• Not answering questions from candidates.
• Enter wrong contact persons.
• Do not send cancellations.

Remember: In the current situation of a shortage of skilled workers, it cannot be taken for granted that someone will be interested in your company and want to work for you. And even if you don’t get a chance this time, you could be a good fit for an open position in the future. Therefore, she or he should keep you in good memory.

We would be happy to support you in your search for suitable new employees. If you wish, we can make a pre-selection for you and present you with good candidates at short notice. Simply send us your personnel request – we will get back to you as soon as possible.

Have you been accepted for a new position – but also have a bad feeling about it? Don’t ignore your instincts. Your gut feeling tells you whether you should turn down the job offer. You can read about the signs of cancellation here.

Every job cancellation is individual

A few years ago it would have been rather unusual to turn down an offered job. Today, due to the shortage of skilled workers, this happens more often and companies are approaching applicants more than they used to. They can then often choose between several vacancies. However, many applicants ask themselves: When and how do I best cancel a job offer?

Of course, this always depends on the individual case. After all, a career change is also linked to personal life and career planning. And so there are very different and many understandable reasons for not accepting an offered position. We describe some of these reasons here and show how you should approach the company in each case.

Reason 1 for rejection: The application process seems unprofessional

Whether before, during, or after an interview: if the communication between you and the company is unnecessarily prolonged, it is unprofessional and maybe a first warning signal.

Because the initial behavior of your potential new employer is usually reflected in later everyday work. That’s why it’s a bad sign, for example, if the company doesn’t take the time to deal with your concerns – whether it’s directions to the interview or sending you your employment contract.

Also negative: During the interview, it seems to you that the employer is holding your CV for the first time. And if the appointment is repeatedly postponed or canceled, it’s not just annoying. It is also a clear indication of a lack of reliability. Then reconsider whether you want to sign with this employer or rather cancel the job.

Reason for rejection 2: The image of the employer is not convincing

Before you decide on a new employer, you should do detailed research about them. With research on the Internet and in your personal network, you can find out, for example, how the potential new employer is doing financially and how the company is generally reported. You should consider this information when considering whether or not to accept the job offer.

If you realize very early on that you do not actually want to start with this employer, it is also legitimate to cancel the interview.

Reason for rejection 3: The chemistry between you and the company is not right

The job interview is like the first date: the spark jumps over – or not. If the chemistry isn’t right in the job interview, that’s not a good basis for a happy future. Then you should cancel the job after the interview. Only those who have the feeling that they not only fit into the company professionally but also with their personality and values ​​will later perform at their best.

It’s not just about liking the new managers or the new team. In addition, the requirements and goals of both sides should match. Is it important to you to reconcile family and career? Then you need to be sure that your new job will make that possible. Are you a fan of regular working hours? Then don’t accept a job offer that demands flexibility from you.

Talk about what is important to you and pay attention to how the other person reacts to your questions. Does the person you are talking to only smile at your inquiries or do you get the opportunity to discuss your concerns in detail? You usually notice quite quickly whether the chemistry between you and the new employer is right.

Don’t just listen to what your head is saying, but also your gut feeling. It usually knows more about us than we give it credit for. And if the head or the gut – or even both – tend to reject it, it is better to reject the contract offer, no matter how attractive the salary.

Reason for rejection 4: Lack of prospects for your career

Of course, not every job change has to be a direct advancement. However, it should give you some perspective. Incidentally, a lack of career opportunities is the most common reason for employees to be dismissed.

But remember, while it may not be your long-term dream job, it can help you broaden your skill set, gain new industry knowledge, or improve your meeting demeanor. Contacts that you make in the company can also be useful later on.

However, if the new job feels like a dead-end, it probably is. Before you accept or decline the job offer, think carefully about where the new job will take you in a year, three, or five years.

Reason for rejection 5: The tasks deviate from the job advertisement

The job advertisement mentioned working independently or bringing in your own ideas. However, as soon as you sit down at your new workplace, there is no longer a trace of it. This can be very frustrating. Anyone who has applied to be a project manager would like to manage a project and not just assist others.

They should not have the impression of being under-challenged or even taken advantage of. In order to avoid unpleasant surprises, you can already have the specific day-to-day work described to you during the interview.

And meanwhile also ask how your talents and strengths are promoted. If the answers don’t convince you, it’s better to quit the job and keep looking.

If you have already started the job and find out after a few weeks that the tasks are completely different from what is described in the advertisement, you should seek a clarifying discussion with your superior. If nothing changes within a certain period of time, it is better to resign during the probationary period or check options for an internal change.

Reason for rejection 6: The salary is not right

Sooner or later every application comes down to the conditions attached to the job. An important point here is of course the salary. If it is clearly below your expectations or the offer of another company, this may be the decisive factor for rejection. You should then formulate it like this.

If you give other reasons instead, you could find yourself in trouble for explanations when there are corresponding inquiries or improvements that are offered. In addition, the salary-related job rejection makes it clear to the company that it should perhaps change something about its earning potential.

Tip: You can find out what salary you can expect in the finance, IT, and commercial areas in our salary overview.

Before you turn down a job offer because the salary is too low, you should ask whether there are financial alternatives. For example, what are your vacation entitlements? You can also include additional benefits such as a company car, bonuses, or further training in the negotiation.

With tact: reject an internal job offer

Your previous company offers you a new job with more responsibility and salary, but you are not interested in it at all? If you want to turn down this internal job offer, it can be tricky: After all, your company is showing you its appreciation and trust in your skills with this offer. You could disappoint this trust with a rejection. Nevertheless, you should not accept the offer if, for example, this new position does not suit your personal plans.

Nevertheless, tact is required hereunder certain circumstances. Finally, it could be that someone with HR responsibility feels alienated by your decision and may exclude you from future internal promotions out of spite. But even if this danger does not exist: In any case, seek a personal conversation with the responsible manager!

You should definitely decline the internal job offer with thanks if it is not an option for you. After all, the obvious interest in you shows how important you are to your company. Explain why you are declining. Focus on the most important reasons. Explain that the decision was difficult for you, but that you remain committed to the company.

By the way: If you are interested internally in a position other than the one offered, then now would be a good opportunity to make appropriate suggestions. It may be possible to find an alternative that is advantageous for both sides.

Canceling a job after being accepted: is that still possible?

Another special case: You want to turn down a job offer, although you have already agreed with the new employer. This can happen if several applications were successful at the same time and you kept as many options as possible open until you made your final decision. This is not very advantageous for the companies concerned, so you should turn down a job that has already been promised with diplomatic skill if possible.

Basically, proceed as described above under “Rejecting an internal job offer”. That means: keep your tone professional, friendly, and factual, explaining your motives and asking for your understanding for your decision. This is important in order to be remembered well by the respective employer: they may later be considered for another application.

For this reason alone, you should definitely cancel the position personally and not shy away from it. After all, it is also about your good reputation in the industry. It’s quickly ruined if you just want to pull yourself out of the affair without comment. Because you are proving to be incompetent and word could get around.

Rejecting a job offer: Which way is the best?

The die is cast: you have decided to turn down the job. What is the best way to proceed now? First of all, you should cancel as soon as possible – if only out of courtesy to the HR department, who now have to fill the vacant position differently.

You have several options for declining the job offer in style:

• via phone
• by letter
• by email

Employers are now used to communicating in each of the ways mentioned. It is therefore not possible to say in general which is the best. Unless the company has given you specific guidance on the nature of the preferred exchange. Regardless of the way, always say thank you for the opportunity that the company has given you. Then state the reason for your rejection. Let us know that after careful consideration you consider your decision to be the best choice and ask for your understanding.

A phone call is usually the easiest and takes less time. In addition, you can be sure in a personal interview that your job rejection will reach the right addressee. However, a phone call requires you to have the confidence to deal with the situation openly and to explain yourself. Expect that your counterpart will be disappointed with your decision and will have questions about it.

If you would like to cancel the job offer by e-mail or letter, then be as brief as possible. It doesn’t need to be more than five sentences of manageable length. Remember that your message contains the most important formal information about you, the company, and the position (address, salutation, subject, etc.).

And then you can continue looking for a suitable job at your leisure. Or you can get support from specialized HR consultants. Simply upload your CV and we will get in touch with you.

The “Digital Out of Home” industry has come together in a new association. The “Institute for Digital Out of Home Media” wants to establish DOOH as a wide-ranging and effective medium in the German advertising market. What are DMI, Goldbach and Ströer up to?

The German DOOH industry is working together: The Digital Media Institute (DMI), Goldbach Germany, and Ströer have founded a joint company called “Institute for Digital Out of Home Media” (IDOOH). The aim of the new company is to strengthen the DOOH market and to promote and support it in its further development.

The first goal of IDOOH is to create a single currency for the DOOH market. The merger wants to launch a joint DOOH reach study. In addition, standards should be established and comprehensive research work on future topics of advertising on digital media should be in the foreground.

IDOOH starts extensive B2B communication

The launch of IDOOH is accompanied by B2B communication: The focus of the campaign is on two spots that, according to the company, are “targeted on the digital out-of-home networks in the largest German agency cities, creating awareness and curiosity make on IDOOH”.

Three of the most important representatives of the DOOH market in Germany work together under the umbrella of IDOOH:

• As a network for decision-makers from all areas of digital media, the DMI bundles not only the medium-sized and smaller DOOH providers, but also the most important special agencies and ad-tech companies.
• As a technology-oriented marketer, Goldbach plays advertising messages in four moving image media. The focus is on contacts, addressability, technical solutions and automation.
• With its public video network, Ströer is the largest provider of digital outdoor advertising in Germany and is driving the digitization of Out of Home in this country.

Abou-El-Ela and Goldberg as managing directors

The management of IDOOH, which was founded on January 1, 2022, will be taken over by the DMI managing directors Nadia Abou-El-Ela and Frank Goldberg.

“With IDOOH, we are not only taking a big step towards the integration of a previously very fragmented DOOH market,” says Goldberg. With IDOOH, an association is now active “that can take care of the digital out of the home medium in a focused manner and with full responsibility towards customers and media agencies”.

Robert Stahl, Managing Director of Goldbach Germany, says about the founding of IDOOH: “As a technology-oriented marketer, we see that programmatic DOOH is a rapidly growing market and that the demand for standardized processes and a single currency in this area is increasing.”

“DOOH is a digital product with analog OOH reach. Our experience shows that customers have an increased need for flexibility, short-termism, granularity, and automation without wanting to forego the reach of a mass medium,” says Alexander Stotz, CEO of Ströer Media Germany.

Microsoft also wants to make it easier for people with disabilities to access digital technologies. With the new “SkillAll” initiative, the company provides them with technical knowledge and thus increases their chances on the job market.

Interested parties can take part in a six-week training program, the Microsoft initiative “SkillAll”. There, people with disabilities learn and deepen the use of well-known Microsoft programs, including Azure, Microsoft 365, and Power Platform. The course takes place online and is supervised by mentors from the tech company. In the end, the participants can take an exam that certifies their successful use of the programs. The practical test and the certification are free of charge.

Unemployment rate has risen since the corona pandemic

The program aims to increase the chances of people with disabilities in the labor market. Digital skills are becoming increasingly important in the job, while at the same time the labor market situation is becoming increasingly difficult: during the pandemic, the unemployment rate for people with disabilities has increased. Compared to the period before the Corona crisis, this was eight percent higher in October 2021. This is the result of the “Inclusion Barometer Work 2021” by Aktion Mensch.

In order not to slip into long-term unemployment, special qualifications are important. This also includes technical knowledge, as conveyed by the “SkillAll” initiative. Microsoft is holding an informational event on February 15 that anyone interested can attend.

It is not always immediately clear what advantages working with a  headhunter have for your own career. Above all, you should regard a qualified headhunter as a  trustworthy partner. You can rely on his discretion and confidentiality. We have put together a selection of advantages from our experience for you here.

Career Perks with a Headhunter

From the candidate’s point of view, a headhunter is a discreet intermediary of job offers. Regardless of whether you are actively or only latently looking for a new position: Working with a headhunter can offer you many advantages.

Valuable time savings

In the first telephone call, you will receive background information on possible positions, eg on the team, must-haves, and framework conditions. In addition, you will receive an overview of suitable vacancies with various employers without having to do any research. And last but not least, you can do without a cover letter. This saves you time and nerves.

Strengthened position by recommendation

In the case of your own application, your application assumes the position of an inquiry. If a company is looking for candidates through a headhunter and you are recommended, the tide turns. This puts you in a stronger negotiating position with potential employers.

Access to the hidden job market

The headhunter’s good network gives you access to positions that are not officially advertised (job exchanges, company websites, etc.). Only very few management positions are published on the open job market, the rest are filled by headhunters.

Free career advice

Experienced headhunters not only answer your career questions but also advise you on the next possible career steps for you and give you feedback on your application documents. They can give you clues as to what the potential new employer values. This increases the chances of a successful interview.

Salary Estimate

We often experience that there is great uncertainty among candidates when it comes to salary expectations and salary negotiations. Through a variety of placements in different industries, locations, and companies, the experienced headhunter can help you to adjust your salary expectations.

cultural fit

A good HR consultant not only knows the technical aspects but also the culture of the company looking for a job. Due to his often long-term cooperation, he knows the manager who is hiring and can tell you early on whether your motivation for changing and your ideas fit the target company.

Reasons for rejection

If the application process is rejected, you can ask the headhunter for the exact reasons. We recommend this in any case! If you apply directly to the company, you will usually not be told the reason for the rejection. About a headhunter yes. This way you can learn something new and increase your chances of the next job.

Your individual questions

If you are wondering whether a position can also be filled part-time, what is the maximum proportion of working from home or you simply want to assess the attractiveness of the employer neutrally: A suitable headhunter will answer these and other questions to the best of their knowledge and belief.

How to find the right headhunter

• Pay attention to what external reviews the headhunter has or whether he is a member of a professional association. This is how you ensure its quality.

• Trust your personal impression, both of the company and of the headhunter as a person.

• The headhunter’s specialization in an industry or specific profession increases the quality.

• Take a look at the headhunter’s experience and education  (e.g. studies) and whether he can exchange ideas with you on an equal footing.

• Confidentiality and seriousness should be firmly anchored in the corporate values ​​of the headhunter and be recognizable in his appearance (e.g. through a code of conduct or a compliance guideline)

• Make sure the headhunter is working on a specific job and can send you a specific job description.

Summary

All in all, it is definitely recommended to work with a good headhunter as a trustworthy partner. A good headhunter is not interested in short-term success but focuses on sustainable and long-term success for the candidate and the company. At TechMinds we are well aware of this responsibility. In an industry with great qualitative differences, we have therefore consciously set a  compliance guideline for our actions that you can rely on at any time. We look forward to getting in touch with you and talking to you discreetly and confidentially about your next career step.

Google was successful with this. And companies like Twitter and LinkedIn also swear by it: the OKR method. What is behind the recipe for success? And what are actually the advantages of the OKR method? Here is an overview.

What does OKR stand for?

OKR stands for  Objectives and  Key Results.

The number-based management method creates a clear focus in the company and connects the overall company vision with the goals and results of each individual employee.

In this way, the intrinsic motivation of the employees, as well as the self-organization and the commitment of the teams, are demanded and promoted.

OKRs – Objectives and Key Results

As a company, you should first ask yourself the question of the mission, the  WHY, of your company. The corporate vision, the  WHAT, can be derived from this. To achieve this vision, you then define a strategy, the  HOW, to achieve your vision.

Goals/visions for the individual departments and employees can be derived from the corporate vision. Since corporate visions are usually long-term and often abstract, it is important to break them down and reformulate them into short-term goals. This is exactly where the OKR method comes in.

The objective is a goal, the  WHAT that wants to be achieved. It ties directly to the vision and makes it more tangible for day-to-day operations. In a way, it is a milestone on the way to fulfilling the vision. On the one hand, the objective is clearly defined and action-oriented. On the other hand, it should tempt you to reach for the stars: a good objective is important and inspiring. It is a lofty goal that motivates those who pursue it to surpass themselves.

Each objective has key results. They indicate  HOW  we achieve the objective. Effective key results are specific, time-bound, and yet realistic for all their aggressiveness. Above all, key results are measurable. Each key result must contain a number. The objective is divided into small steps, so to speak, which are intended to show the progress of the work. At the end of the specified period (e.g. a quarter or a month), a key result is either fulfilled or not. Has the number been reached or not? The answer is clear. There is only black or white. And no excuses. As soon as all key results have been completed, the objective has been achieved.

Who sets OKRs?

Your OKRs are not shared with teams and employees. Instead, they consider for themselves how they can best use their skills and make the best possible contribution to the corporate vision with their area of ​​responsibility. They discuss their suggestions with their superiors and jointly define the OKRs for the agreed period.

In this way, the company-wide vision with the associated goals is broken down into departments, teams, and employees. The focus becomes clearer and ultimately each individual employee knows what he or she personally contributes to the success of the company.

In order to continuously maintain concentration and focus, less is more: It is advisable to formulate no more than 3-5 objectives, each with a maximum of 4 key results, per defined period of time.

What are the advantages of the OKR method?

The procedure is postulated by many companies – regardless of size and industry – as a silver bullet. But what are the exact advantages compared to conventional target agreement methods?

Agility

OKRs are among the agile management methods. Unlike other target agreement methods, which often involve a period of 1 year, the objectives and key results are set for a  shorter period of time, e.g. a quarter or even a month.

After the time has elapsed, the team members formulate new OKRs. In this way, the framework conditions are continuously checked and reflected on what works and what doesn’t. Accordingly, the formulation of the following OKRs can be readjusted and the result improved.

Once established, OKRs are by no means set in stone. Regular coordination takes place in the team to ensure that all members are on track. In this way, teams and employees can react quickly to constantly changing markets and general conditions, even during the agreed period of time.

Transparency

Another benefit and innovation at the same time is the transparency that comes with the OKR method. Because all OKRs – regardless of which company level they belong to – can be viewed by every single employee at any time.

Everyone has an insight into the big picture and understands which piece of the puzzle they themselves and others occupy in the big picture. This transparency facilitates coordination and avoids double work.

Result orientation

OKRs are less about checking off a list of tasks. Rather, the focus is on the result of the work. Each task is linked to a key result, which in turn is linked to an objective. The teams and employees thus act within a clearly defined framework. They know why they do what they do and what the result of their daily work is.

Ambition and motivation

As mentioned above, a good objective is meaningful and inspiring. An OKR should be formulated ambitiously and encourage teams and employees to surpass themselves.

Google even has the motto  “70 is the new 100”  – here OKRs are set with an achievement of 60 to 70 percent. At least 30 percent of the time, key results are not achieved. And that’s a success.

Last but not least, involving individual employees in setting their goals is a tremendous boost to intrinsic motivation. The vision, which is often formulated by the management level and hardly reaches the individual employees, becomes tangible for everyone. There is a common, major goal to which everyone contributes in their area of ​​responsibility and with their skills. Through self-defined objectives and key results. Employees feel that they and their performance are valued and, thanks to the transparency, also appreciate the performance of their colleagues. With OKRs, everyone is visibly pulling together.

OKRs in interaction with the Balanced Scorecard

You may be seeing a parallel to the Balanced Scorecard (BSC) developed by Norton and Kaplan in the 1990s. The BSC is an excellent tool for developing corporate goals and prioritizing and linking them.

Goals are structured based on the areas of customers, processes, employees, and finances. This makes it clear that the BSC is above all an instrument for the sensible selection and structuring of goals.

OKRs deal with the process of achieving goals and how this maximally motivates team members. The methods of BSC and OKRs thus intertwine and can optimally complement each other in everyday business.

OKRs at TechMinds GmbH

As a  tech & IT recruitment agency, TechMinds also relies on the OKRs recipe for success. Our  IT headhunters work agile and based on self-defined OKRs.

The entire TechMinds team follows one vision, one big objective. From this, we derive OKRs for each individual employee. In regular team meetings, the various OKRs are checked for their validity and the target/actual status is compared.

In an  IT recruiting process, it often happens that the original requirement profile changes – for example, because the general conditions in the company have changed or the market situation does not provide the desired profile.

Due to regular coordination and continuous review of the search strategy, our consultants can react quickly to new customer requests and immediately take up short-term adjustments to the requirements.

Microsoft Excel is an application that allows you to manipulate numeric and alphanumeric data through a spreadsheet. These data are arranged in cells, which are usually distributed in a two-dimensional form of rows and columns. In Excel, the cell is the information base of the spreadsheet. You must use the cell to insert the values ​​and the formulas to make the different calculations, such as obtaining a percentage in Excel.

Steps To Follow:1

Let’s give an example to calculate a percentage: if 50 people work in an office and only 20 go up the stairs, what percentage do those who go up the stairs represent with respect to the total number of workers?

To get the percentage in Excel, you must select any cell, for example, D5.

Steps To Follow:2

In this way, you must apply a rule of three

50 — 100%

20 — x

That is, if 50 people are 100%, what percentage is 20?

To perform this mathematical operation in Excel and find the percentage, you must write in the selected cell ” = (20 / 50) * 100 ” (without the quotes).

Steps To Follow:3

Press the Enter key and you will see how Excel gives you the desired percentage, in our example: 40. In this way, we can say that if 50 people work in an office and 20 go up the stairs, it is 40% of the workers who use the stairs instead of the elevator.

Steps To Follow:4

Another way to get a percentage in Excel is by using values ​​previously entered in the spreadsheet. Continuing with the previous example, we will write the values ​​that the statement of the exercise gives us as if it were a rule of three.

We select an empty cell again, in this case, D5 too, and write an equals symbol: =

Steps To Follow:5

Next, you must select the cells that contain the numerical values ​​and write the mathematical symbols of the relevant operations and finally press the Enter or Enter key. In this way, the formula will be formed by the alphanumeric codes of the cells, in our example: “=A3/A2*B2”

It should be noted that the symbols that you must in Excel are:

• + (plus symbol) to add

• – (dash) to subtract

• * (asterisk) to multiply

• / (sidebar to the left) to split

If you want to read more articles similar to How to get the percentage in excel, we recommend you visit our Software category.

A positive candidate experience can give you a  clear advantage in the search for personnel. Especially in industries where employees can choose between several offers, you should make sure to stand out from the crowd and make the application process as pleasant as possible. You can find out everything that makes up a good candidate journey and how you can improve it here.

What is a candidate’s experience? Definition & Meaning

The term candidate experience summarizes all the experiences that an applicant collects from the first contact to the point at which they become loyal to the company in question. Not only the interactions with the company are decisive, but also factors such as websites and career sites.

Ein alternativer Begriff für Candidate Experience ist Candidate Journey. Journey steht in diesem Zusammenhang für Reise – ein Begriff, der den Weg von der ersten Kontaktaufnahme bis zur Bindung durchaus treffend beschreibt.

Um für begehrte Tech & IT Mitarbeiter als Arbeitgeber überhaupt interessant zu sein, muss sich ein Unternehmen heute erheblich mehr Mühe geben als früher. Dazu gehören positive Candidate Experience. Sie erfasst und bewertet die Erfahrungen des Recruiting-Prozesses aus Bewerbersicht. Von der Stellenbeschreibung auf der Website des Unternehmens über das Vorstellungsgespräch bis hin zur Einarbeitung.

Das persönliche Vorstellungsgespräch bildet dabei ein Schlüsselmoment der Erfahrung. Gemeinsam mit dem Employer Branding ist das Thema Candidate Experience in vielen HR-Abteilungen momentan im Trend. Dies sind Reaktionen auf einen Wandel der Machtverhältnisse im Arbeitsmarkt zugunsten der Arbeitnehmer. Es handelt sich um einen modernen Ansatz, weil er einen zeitgemäßen Umgang mit Kandidaten auf Augenhöhe fördert.

Das Schaffen einer positiven Candidate Experience ist kein einfacher, sondern ein langwieriger Prozess, dem Sie jedoch viel Beachtung schenken sollten, um Ihre Arbeitgebermarke zu stärken. Im Kern geht es dabei meist um Themen wie Schnelligkeit, Verlässlichkeit, Agilität und Wertschätzung.

Die 6 Phasen der Candidate Experience

The candidate experience begins the moment the applicant first becomes aware of the company in question  (via the website or careers page). The better you already do here, the more beneficial it is for a positive candidate experience. In the following, we present the 6 phases from getting to know each other to bond.

#1 Attraction

This phase can already decide on the further course of the candidate’s journey. This is where the potential applicant comes into contact with your company for the first time  – this can happen at a career fair, through a recruiting campaign, or through hearsay. The better the impression the job seeker gets here, the more likely it is that they will be interested in you and want to know more.

#2 Information

The next step is the first active contact with the company. The corresponding website is usually called up in order to get a first impression of the advertising company. A professionally designed career page that is easy to find and includes an interesting job advertisement on your website will ensure a positive experience.

If the rest of the website is also designed professionally and consistently, you have already done a lot right on the first few meters of the candidate journey.

#3 Application

If the candidate decides to apply, it means that he has liked what he has seen so far. So that you can continue to convince him, the application process – which is known to be quite time-consuming –  should run as smoothly and pleasantly as possible.

If you manage applications using online forms, they should be easy to find and clearly laid out. Uploading documents should work without any problems and should not unnecessarily test the applicant’s patience. In addition, it doesn’t hurt if you send out a polite confirmation email as soon as applications start coming in.

#4 choice

In this phase, the first physical contact between the applicant and the company takes place. The interview, the selection process, and subsequent communication take place. The decisive factor here is how you receive the applicant and present yourself as a company.

After the applicant has already got a good impression of you, ideally in the first phases of the candidate experience, it is now a matter of confirming this impression.

#5 Onboarding

Once you’ve decided on the applicant, it’s important to continue the positive feeling you conveyed earlier. After all, it shouldn’t appear as if you just created an image to convince applicants.

Good  (digital) onboarding is important. This will help your new employee to easily fit into the still unfamiliar working environment. This is how you lay the foundation for a long-term relationship: If they are greeted in a friendly manner and actively involved in what is happening, there is a higher likelihood that a new employee will feel comfortable and be interested in permanent employment.

#6 binding

Speaking of permanent employment: once the new employee has arrived at the company and has settled in well, this does not mean the end of the candidate’s experience. Because this includes the permanent efforts of the employer to keep the candidate in the company. In concrete terms, this means: In order to achieve a positive candidate journey, you should ensure permanent employer attractiveness.

A  good image spreads through stories  from previous applicants or current employees and can, in case of doubt, be the decisive factor in an applicant deciding for you and against a competitor.

How does a negative candidate experience manifest itself?

A negative candidate experience can permanently damage a company’s reputation. Negative experiences of a candidate are often expressed through their ratings on social media or on the company’s career page. If several such ratings come together, this can quickly create a very bad image of the company.

The downside is that bad memories and reviews are much more likely to stick than positive ones. So once the image has been cracked, it takes a lot of effort to repair the damage that has occurred. Hence the motto:  do not allow a negative experience in the first place.

But what is actually rated as a negative experience by applicants?

• Confusing website or career pages & insufficiently informative job advertisements

• Agreements and promised deadlines, for example for feedback from the employer, are not kept or the candidate does not receive any feedback at al

• The candidate does not feel personally recognized and valued (e.g. through standardized emails or changing contact persons)

• a tough and lengthy application process does not indicate a great deal of interest in the candidate on the one hand and on the other hand allows the candidate to draw conclusions about the low agility of the entire company.

• Unprepared job interview

• No personal feedback after the interview or no rejection at all

A consistently negative candidate experience will sooner or later have a negative impact on the employer’s brand, the image, and ultimately the company’s results.

How do improve the candidate experience?

The most obvious effect of a  successful candidate experience is the higher probability of being able to inspire new employees for your company. However, the positive effects extend far beyond the individual applicant. It has been proven, for example, that candidates tell their families, friends, and acquaintances about their experiences of an application process or rate them on relevant portals such as Kununu.

Not all aspects of the candidate’s experience are controllable. However, there are some important factors that you as an employer can influence. It is not enough to present yourself on your best side from the job market to the conclusion of the contract. Creating a positive candidate experience is a complex process. An  IT recruiting process consists of individual steps and different points of contact between the candidate and the company.

In order to create a positive candidate experience, it is important to change perspective and put yourself in the candidate’s shoes. It is important to clarify which points of contact a candidate has with your company, what is important to him and where difficulties can arise.

It makes no difference whether the company implements the application process through an internal recruiting department or uses an external headhunter such as TechMinds GmbH to find the right candidate. The goals always remain the same: the lowest possible dropout rate of the application, an emotional bond with the applicant, and a positive reputation for the company.

There are a few ways you can improve your candidate experience. We give you a few tips and tricks.

Design more professional job advertisements

A job advertisement should already contain all the information that could interest an applicant. The classics include the requirement profile, area of ​​activity, remuneration, additional benefits, etc. The advertisement should be formulated clearly and understandably and leave the applicant with as few questions as possible.

Optimize your website/careers page

A professionally designed website has become the most important asset for a company. The website should be clear and user-friendly not only for customers, but also for applicants. Information should not be hidden, but easily accessible – job advertisements should also be easy to find and retrieve right away. The less effort it takes to navigate your website—as well as your careers page—the more positive the candidate experience will be.

Recruitment is now done online. In this context, the first point of contact between the candidate and your company is usually your company’s website or careers page. It is therefore important to make them  attractive, well-structured and informative  . All important points should be presented briefly and clearly and you should give the candidate a sense of transparency.

It is highly recommended to give the applicants the opportunity at this point to get in touch with a contact person in your company should they have any questions. This builds trust between you and the applicants.

Improve your communication

Communication is the be-all and end-all in the candidate experience. Give the applicant the feeling that they are not left alone on their journey, but that you have a reliable contact person throughout. This includes easy-to-find contact details as well as good accessibility, quick feedback and respectful communication at eye level.

If you decide against a candidate, it is very important to reject the candidate appropriately. You should convey to the candidate with the rejection letter that he was not just one of many applicants.

When working with a headhunter, you should reject a candidate yourself after the interview – whether by telephone or in person – and not through the headhunter. This is how you signal  appreciation  and strengthen your employer brand.

Accelerate the application process

The quicker the applicant knows where they stand, the better for the candidate experience. Regardless of whether you decide for or against the applicant, you should not make him wait too long – this can certainly be perceived as impolite and unprofessional. The quicker you make a decision and let the applicant know, the easier it is for everyone involved.

In order to create a positive candidate experience, it is advisable that you offer the right application channels so that an application can be completed in a maximum of 15 minutes.

A lengthy application process can quickly lead to candidate frustration. Many candidates therefore appreciate the  uncomplicated and quick application  via a headhunter, because this often speeds up the application process.

Speed ​​also applies in particular to the selection process. This should be  a maximum of 4-6 weeks from the application to the offer  , as the candidate experience usually deteriorates significantly afterwards. In the event that the selection process extends over a longer period of time, you should inform the candidate regularly.

How does good candidate experience management work?

Never leave your dealings with applicants (and employees) to chance. After all, they are the key to your company’s success. Take care of  successful employer branding , create a strong brand and reputation. In doing so, you are already laying the foundation for good candidate experience management.

Make sure your website, career page and job advertisements have a high-quality design. Plan job interviews carefully and  always treat applicants as equals . Show every applicant equal appreciation and respect – even if you decide against them in the end.

Positive candidate experience is worth it!

We can only emphasize that again and again. A positive candidate experience not only strengthens your employer brand externally, but can also have a  major impact on internal company  success. By investing in a positive candidate journey, you are also investing in your business.

Act at eye level, with respect, professionalism and appreciation – and you will undoubtedly notice the positive response.

A professional personnel consultancy improves the candidate experience

Working with a professional  IT recruitment  agency can have a positive impact on your candidate experience.

By supporting the candidate as a sparring partner from the initial contact through to the interview and beyond, the HR consultant feels well looked after and valued at all times. He can answer his queries quickly while you conserve your resources.

It is important to a qualified recruitment agency to give the candidate a positive experience and authentic insights into your corporate culture. Due to the tech know-how, the methodical and at the same time very personal and agile approach, specialized headhunters can optimally cooperate with internal HR departments on time-consuming recruiting projects.

Sustainable headhunters attach great importance to the candidate having a positive impression of your company, whether they accept or reject the job.

Gone are the days when only employees had to present themselves as attractive and interesting in order to get their dream job. Today, employer attractiveness counts at least as much  – in some areas, such as the STEM professions, even more. After all, there is a  war for talent here – in other words: Employees can choose the best from a wide range of offers. Here you can find out which factors make you an attractive employer and how you can even increase your attractiveness.

What is employer attractiveness? definition

Employer attractiveness basically describes the attraction you have to applicants and potential future employees. But your ability to retain existing employees also falls under employer attractiveness.

You can become attractive as an employer with various monetary and non-monetary benefits, for example. The non-monetary aspects include, for example, work culture, employer image, home office option, further training opportunities, and much more. You can find out more about this below.

Successful employer branding is also key to being able to position yourself as an attractive employer. These are employer branding measures: The company wants to make itself attractive and stand out positively in the competition for sought-after specialists.

According to an economic survey by the Association of German Chambers of Industry and Commerce (DIHK), 60 percent of the companies surveyed see staff shortages as the greatest business risk. At the beginning of 2010, this figure was still 16 percent.

These figures confirm that the balance of power in the labor market has turned in favor of employees. Where employers used to be scarce, today there are skilled workers. The former employers’ market has turned into an employee’s market. Similar to sales, it is the task of companies today to position their unique selling proposition as an attractive employer on the employee market.

A new mindset in recruiting knowledge workers

The times when the “applicant” asks for a job with the employer are over. Recognize that power rests with the candidate. Try treating him like a salesperson treats his customers:  quickly, individually, and competently. Therefore, describe and treat “applicants” better as candidates or interested parties in the future and treat them as equals.

One could even go so far as to conclude that companies today “apply” to the candidate, as is already common practice in active sourcing (in-house or via headhunters ). Accept that the rules of the game are now defined by the labor market. The salary levels defined in-house are initially of little interest to the market and the candidates.

If you want to convince employees today, you have to break through the internal perspective and approach the needs of the candidates. Employers are well-advised to react appropriately to the demands for modern forms of work and appreciation.

With these 6 incentives, you can increase your attractiveness as an employer

You should create incentives that make you an attractive employer both for new and future employees as well as for those who have been working in your company for some time. In the following, we present 6 of these incentives or benefits that can increase your attractiveness.

#1 Work-Life Balance

Offer flexible time and work models to enable your employees to plan their careers in a family-conscious and life-phase-oriented manner. The compatibility of work and private life is gaining in importance. Examples: flextime, part-time, and home office.

Being able to combine work with private life is becoming important for more and more employees. Flexibility in working hours is a crucial criterion, especially for employees who have children or relatives to look after.

In addition, the possibility of working from home is a welcome option, not least since the COVID-19 pandemic. This means you can work even if you or a child is not in the best of health. Employers who allow flexible working hours and home offices are family-friendly and open-minded  – a big plus.

#2 Continuing Education Opportunities

It is important to you that continuous learning is a top priority in your company. You should never rely on the watering can principle, but offer individual coaching and further training that is tailored to the learning methods and learning goals of the individual tech & IT experts.

The opportunity for training and further education is one of the most important factors that make an attractive employer. Recognizing and promoting potential speaks for you as an employer and only makes you more interesting for (potential) employees.

By opening up further training opportunities, you also give your employees the chance to advance within the company. This shows you are interested in long-term cooperation with the respective specialists.

#3 Workplace health promotion

A healthy lifestyle is becoming increasingly important, especially for young workers. Topics such as sustainability, healthy nutrition, sufficient exercise, etc. are of particular importance to them. With a strategic health promotion in the company, you get a big advantage with many (future) employees.

The possibilities for workplace health promotion include sports courses, fruit at the workplace, mindfulness training, or preventive measures against sleep disorders.

#4 Modern work structures & modern leadership

Modern in today’s context mostly means digital. Generations Y and Z in particular do not want to work with outdated systems. Current tools, simplified processes, etc. ensure an attractive working atmosphere in which young employees also feel comfortable.

Invest in digital progress and not only collect plus points from young employees, but also reap the laurels of successfully implemented digitization.

In addition, establish contemporary management models and specialist careers to meet the demand for more participation in your company. This applies in particular to technical management. With the principle of a team leader who changes on a project-by-project basis depending on experience and qualifications, you promote, for example, operational co-determination and at the same time benefit from the different skills of the team members in certain projects phases.

#5 Fair Compensation & Benefits

Develop transparent and performance-related remuneration models, on the basis of which you can pay your employees slightly higher salaries than the competition to express your appreciation. Whether the remuneration takes the form of a pure salary or additional benefits such as old-age provision, vacation pay, a company car, or other allowances is secondary.

Fair remuneration is part of the standard service, especially in higher positions and sectors such as tech and IT, which are in high demand. Good pay is often a prerequisite here and should no longer have to be discussed.

As an attractive employer, you should pay your employees fairly and give them regular salary increases if they perform well. This promotes motivation and shows that you value your workforce.

In addition to fair payment, more and more employees expect additional benefits such as shopping or restaurant vouchers, tickets for public transport, any discounts, etc.  You should not be stingy here either if you want to be perceived as an attractive employer.

#6 Pleasant working atmosphere & good communication

Create a work environment that is safe, comfortable, and appealing. This includes a modern office design that offers opportunities for communication and retreat, as well as free or discounted food and lunch in the canteen or in the surrounding area.

A working atmosphere in which everyone has equal rights, no one is under or overwhelmed, ideas are heard and no competition is encouraged is a  pleasant and attractive environment. Make sure that your employees pull together and support each other. This not only improves the climate but also ensures better results.

Also, encourage communication: Encourage your employees to raise problems as they arise and when they can still be solved. Have an open ear for the concerns of your employees. You can achieve this with feedback rounds, regular appraisal interviews, and general transparency within the company.

Addendum #7 Positive Image and Candidate Experience

Offer your employees a distinctive, coherent employer brand and ensure that newcomers fit in with your company’s values ​​and culture. Tech & IT employees like to be part of a success story with innovative products and topics that are valued by customers and employees.

Fast, competent, and appreciative application process. Offer your applicants clear prospects for professional development. Optimize your IT recruiting processes from the career site to initial contact and onboarding and don’t let your applicants wait weeks for an answer.

What can companies do to be attractive employers in the long term?

In order to make a good impression not only on potential future employees but also on those who are already employed by the company, a number of measures are required. With fair payment and non-monetary benefits, you can convince employees to stay with you even years later.

A  good work-life balance is again an important buzzword here. Flexible working hours, home office, and possibly even in-house childcare ensure that your employees prefer to choose their job – even if they have children.

With an attractive offer, you can create a  stimulating environment for your existing employees over the years and thus secure your workforce in the long term.

Why is employer attractiveness important?

Creating an attractive working environment so that your employees like to be there not only benefits them but also you and your company’s success in the long term. Satisfied employees with a positive attitude are more likely to perform well than those who do not feel comfortable in their working environment.

In addition, as an attractive employer who also conveys this impression to the outside world, you find new employees more easily and thus have a clear advantage in the war for talent. A good reputation will benefit you, especially in competitive sectors such as tech and IT. With a positive candidate experience, you can already convince during the application process.

Employer attractiveness and fluctuation

The topic of employer attractiveness is not only important for attracting new employees, but also for retaining current employees. We are in daily contact with various Tech & IT employees. In our experience, three similar motivations for change often emerge:

1. Lack of advancement opportunities and uninteresting work tasks
2. Better pay with the new employer
3. Personal dissatisfaction with the team

Can you measure employer attractiveness?

Employer attractiveness can actually be measured – this can be done internally and externally. In the former, the feelings of those employed in the company are analyzed, and in the latter, the impact of the company on the outside world.

Internal company attractiveness as an employer:  This is quite difficult to measure since the perception of each employee is characterized by subjectivity and is, therefore, difficult to classify. Empirical methods such as surveys or questionnaires are rather useless here. Factors such as family friendliness, further training, promotion opportunities, benefits, etc. should be asked as openly as possible.

External employer attractiveness:  The external effect is recorded in particular via the authenticity of the corporate brand and factors such as honesty, sympathy, and reliability.

Employer attractiveness from the perspective of Generation Z: When is an employer attractive?

The labor market is changing and with it the demands of employees. What was important to previous generations in their workplace is no longer important to today’s generation. In addition, today’s employees pay attention to aspects that were unthinkable in previous generations.

Generations  Y and Z  are the workers of the present and future. They are making changing demands on their workplace – and employers should respond if they want to convince these generations of themselves.

Stiff 9-to-5 working days, no home office option, living to work: these are no longer options for the young generation of workers. Work-life balance is the keyword – or: work to live.

If you want to position yourself as an attractive employer with this emerging generation of skilled workers, you have to respond to these demands. Flexible working time models, additional benefits, home office options, company health promotion, etc. are the key concepts.

Respond to employees & increase employer attractiveness

Your employees are the ones who make or break the company. If they don’t feel valued in their work environment and their needs are not met, it can damage not only your reputation but also the long-term success of the company.

With fair pay, various non-monetary benefits and a pleasant working atmosphere, a good basis for communication, and sensible employer branding, you can gradually increase your attractiveness as an employer  – not only within the company but also externally.

Summary: Your company is an attractive employer

You as the IT manager, IT manager, or HR manager have the responsibility. How would you react to not having enough customers? With sales strategies, right? The situation is similar to the so-called “shortage of skilled workers”.

The aim is to change from passive, more administrative recruiting to active recruiting and to respond to the needs of potential Tech & IT employees.

If you develop a high level of employer attractiveness, this has a positive effect on your fluctuation rate as well as on your time-to-hire and thus on your company’s success overall.

Treat your (potential) knowledge workers as VIPs and make them feel valued as unique personalities. It’s about meeting at eye level.

TechMinds communicates your employer’s brand authentically

By cooperating with TechMinds as a recruiting partner, you communicate your employer brand effectively in the passive candidate market and fill your vacancies promptly. In addition, you will receive valuable tips and feedback as well as candidate reactions from the market.

 As a personal  IT recruitment agency, TechMinds listens carefully to you and learns your language. We are interested in your company, your culture, and your staffing needs.

In this way, we quickly develop the right feeling for which employees suit you and which characteristics make you attractive. We work with a large number of companies that have developed an attractive employer brand and successfully communicate this to the market with us as their partner.