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Recruiting in Germany Fact & Figures

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Recruiting in Germany Fact & Figures …

Recruiting in Germany Fact & Figures
Overview on how the recruitment in Germany is organized, conducted, financed incl. answer to the questions:

● What are the current topics in German Corporate Recruiting?
● How proactive is the recruitment in Germany?
● How is the recruitment in Germany organized?
● Recruiting Channel: Where do employers get their applicants and hires from?
● How do job seekers and employers look for each other?

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  • 1. Recruiting in Germany Some Fact & FiguresPo st an dP ray Re cru rcing itin Proactive Sou g e Futur 1
  • 2. Recruiting in GermanyLet me introduce myself briefly 2
  • 3. Recruiting in GermanyWelcome!Agenda● Current topics in German Corporate Recruiting● How proactive is the recruitment in Germany?● How is the recruitment in Germany organized?● Recruiting Channel: Where do employers get their applicants and hires from?● How do job seekers and employers look for each other? 3
  • 4. ICR Study:Need for ActionCurrent topics? Importance/Competence Matrix Recruitment Topics 2010 No Need for Action Within Competence Areas 4,00Social Media Recruiting, Recruiting graduatesReporting, Demographical 3,90 Interaction w ith Hiring ManagernChange, Internationalization of Competence (1=very lowt bis 5 = very high) Build up of w orkforcethe Recruitment and Creation 3,80 Professionalization of the recruitmentof Internal Sourcing Teams. Campus Marketing 3,70 Employer BrandingThese are the topics, companies Recruiting executives Hiring of new employeesneed to adress in 2010. They 3,60 Zentralization of Recruitment Recruiting professionalscombine high importance andlow competency levels. 3,50 Shared Service Center for Recruiting 3,40 Demographical Change Internationalization of the recruitment 3,30 Reporting/Controlling for recruiting 3,20 Creation of internal sourcing teams 3,10 Outsourcing of recruiting processes Social Media Recruiting 3,00 No Need for Action Need for Action 0,00 0,50 1,00 1,50 2,00 2,50 3,00 3,50 4,00 4 Importance (1=not important bis 4 =very important)) Source: ICR Study „Quo Vadis Recruitment 2010?“
  • 5. Recruiting in GermanyHow proactive is the recruitment in Germany? 5
  • 6. Der Arbeitskreis Personalmarketing e. V. 6 ICR Study „QuoRecruitment 2010? Quo Vadis Vadis Recruitment 2010?“General study dataMethod: Quantitative and Qualitative Online-SurveyRange: 5 questions blocks, 18 questionsSurveyed : 6000+ HR poeple in Germany.Time of survey: Spring 2010Participation• 120 participants of companies of all sizes 6
  • 7. Recruiting in GermanyLevel of Pro-Activeness Proactivity In our company ...we post our jobs (online or print) and wait for responses. This decribes the situation in our … in addition to the company.. above, we actively Not at all search for candidates Small extent within Social Media Moderate extent (Blogs, Twitter, Xing, High extent LinkedIn, Facebook Very high extent etc.) ...we search exclusivly on a proactive basis 7 Usesage in % Source: ICR Study „Quo Vadis Recruitment 2010?“
  • 8. Recruiting in GermanyWishfull thinking Social Media Recruiting awareness and use In our company the recruiters are aware This decribes the of and are using the situation in our possibilities of company.. recruiting within Social Media (Blogs, Twitter, Not at all Xing, LinkedIn, Small extent Facebook etc.) for Moderate extent employer branding and High extent Very high extent recruiting. 8 Statments in % Source: ICR Study „Quo Vadis Recruitment 2010?“
  • 9. Recruiting in GermanyWishfull thinking Social Media Recruiting Importance In our company we This decribes the consider it as situation in our important that the company.. recruiters are aware of and are using the Not at all Small extent possibilities of Moderate extent recruiting within Social High extent Media (Blogs, Twitter, Very high extent Xing, LinkedIn, Facebook etc.) for employer branding and recruiting. Statments in % 9 Source: ICR Study „Quo Vadis Recruitment 2010?“
  • 10. Recruiting in GermanyThe use of social media platforms for recruiting (average)Social Media platform use 10 Usage ( 1=not at all bis 5 =very high extent) Source: ICR Study „Quo Vadis Recruitment 2010?“
  • 11. Active Sourcing in Germany The use of social media platforms for recruiting (in detail) Nutzung vn Social Media Social Media Platform use Tools für RecruitingIn our company we usefor employer brandingand recruiting... Not at all Small extent Moderate extent High extent Very high extent 11 Statments in % Source: ICR Study „Quo Vadis Recruitment 2010?“
  • 12. Recruiting in GermanyOrganization of Recruitment 12
  • 13. Organization of RecruitmentCentral vs. Decentral Organization Use of organizational form Everything central Candidate management central with short list, decentral final selection with HR BP support Candidate management central with short list,, decentral final selection Hiring Manager only Combination of all above Candidate management central, decentral final selection Completly decentralized 13 Number of Statements Source: ICR Study „Quo Vadis Recruitment 2010?“
  • 14. Who is recruiting?Who is recruiting? Operative recruiting in Germany 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% HR Managers as part of theirihrer normalen Tätigkeit Personalreferenten als Teil normal job Dedicated internal recruiters Nur dezidierte interne Recruiter HR Managers as part of their normal job in cooperation Personalreferenten und internen Recruitern Mischung aus with dedicated internal recruiters Dedicated external recruiters 2010 Dezidierte externe Recruiter 2009 Combination internal and external recruiters Mischung aus internen und externen Recruitern Recruiting is partly outsourced Recruiting ist teilw eise outgesourced Recruiting is completely outsourced Recruiting ist vollständig outgesourced 14 Statments in % Source: ICR Study „Quo Vadis Recruitment 2010?“
  • 15. Recruiting in GermanyRecruiting channels:Where do applicants and hires come from? 15
  • 16. Recruiting ChannelsWhere do applicants and hires come from?Applicants and Hires by Source 0% 5% 10% 15% 20% 25% 30% 35% 40% Online Jobboards Stellenanzeigen Onlinejobbörsen Company career site Stellenanzeigen eigene Karriereseite Internal candidates Aus dem eigenen Unternehmen (interne Bew erber) Mitarbeiterempfehlungen Employee Referrals Printed media Stellenanzeigen Printmedien Spalte V Hires Agencies Personalberatungen Applications Spalte W Messen (Hochschul-, Industrie-, Fach-) Fairs (university, trade etc) Social media (Xing, (Xing, Tw itter etc.) Social Media twitter etc.) Federal Agency for für Arbeit Bundesagentur Labor Externe Sourcingdienstleister External Sourcing agencies Outgesourcetes Recruiting Outsourced Recruiting 16 Figures in % Source: ICR Study „Quo Vadis Recruitment 2010?“
  • 17. Recruiting ChannelsWhere do applicants and hires come from?Efficiency of channels 0 0,2 0,4 0,6 0,8 1 1,2 1,4 1,6 Employee Referrals Mitarbeiterempfehlungen Aus dem eigenen Unt.Internal candidates (interne Bew erber) External Sourcing agencies Externe Sourcingdienstleister Printed media Stellenanzeigen Printmedien Agencies Personalberatungen Company career site Stellenanzeigen eigene Karriereseite Federal Agency for Labor Bundesagentur für Arbeit Fairs (university, trade etc) Messen (Hochschul-, Industrie-, Fach-) Online Jobboards Stellenanzeigen Onlinejobbörsen Social Media (Xing, Tw itter etc.) Social media (Xing, twitter etc.) OutgesourcetesRecruiting Outsourced Recruiting 17 Relation Hires/Applicants Source: ICR Study „Quo Vadis Recruitment 2010?“
  • 18. Active Sourcing in GermanyWhere do Job Seekers and Employerslook for each other? 18
  • 19. Recruiting in GermanyWhere do Job Seekers look for Jobs?1. Online Jobboards 72%2. Company Career Sites 37%3. Printed Media 35%4. Online-Communities 28%5. Referral of a Friend 21%6. Federal Agency of Labor 18%7. Headhunting Consulting Agencies 14%8. Lower Level Agencies 13%9. Temp Agencies 7%10. Job Fairs 7% 19 ( Source: Study on applicant behaviour 2010, 9000 participants)
  • 20. Recruiting in GermanyWhere do employers look for applicants? Recruiting Channel Usage in % 1. Online Jobboards 87% 2. Company Career Site 73% 3. Printed Media 57% 4. Specialized Online Jobboards 50% 5. Social Business Networks (e.g. Xing, LinkedIn) 38% 6. Job Fairs 30% 7. Job search engines 24% 8. Recruiting Networks (e.g. Experteer) 23% 9. Social Communities (e.g. facebook) 12% 10. General Search Engines ( Google) 9% 20 ( Source: profilo Study 2010, 1000+ particpating companies)
  • 21. ICRWe make your Recruitment competitive! RESEARCH – CONSULTING - REALIZATION Recruitment Performance Management Consulting based on empirical research Strategy Etablishing new Processes Optimization of existing Processes Services » Workshops Training (Recruiter & Hiring Manager) Benchmarking Online SurveysThe Institute for Competitive Recruiting (ICR) consults companies on recruitment performancemanagement. The ICR is acting as a platform for improving the recruitment function in Germany. This isachieved by facilitating the development of commonly used standards and benchmarks for recruitmentprocesses. In addition, the ICR is exploring improvement areas and consulting in the steps of sourcing,21selecting and hiring of new employees.
  • 22. CONTACTWolfgang BrickweddeDirectorInstitute for Competitive RecruitingTel.+49 (0) 6221 7194007Tel.+49 (0) 160 7852859email: wb@competitiverecruiting.de 22