With These 12 Tips, You Can Optimize Your Recruiting Process

The shortage of skilled workers has grown and good candidates are only briefly on the market - this is a particular challenge for many companies, who are looking for suitable employees.

Just as a job seeker should get the most out of an application, you should focus on your career page and the recruiting process from the company side.With a good recruiting process, not only can you score points with applicants, but also set yourselves apart from the competition.

In this article, we'll show you with the expertise of the software softgarden, how you can optimize your recruiting process, thereby hire the right candidates more quickly and thus reduce the time-to-hire and the cost-of-vacancy. A good recruiting process is characterized by finding suitable candidates in a short amount of time and thereby reducing your KPIs. We've gathered numerous tips as well as suitable software solutions, which can support you.

 

Here's how to successfully optimize your recruitment process

To help you succeed in the recruiting process, we have gathered a total of 12 tips for you. In explaining the individual tips, we rely on various scientific studies which are regularly carried out by the applicant management software softgarden with German applicants.

Make use of external reach

According to one of the mentioned softgarden studies, 4 out of 10 candidates start their job search on online job boards, and overall, 8 out of 10 people leave the job advertisement without having applied. Often, the reason is they don't find any suitable information for them and research on other company websites that contain more relevant positions. This rather sobering result shows, there's still a lot of potential for improvement in the reach of the recruiting process. We'll show you how to achieve this with these recommendations:

• Multiposting with interfaces to relevant job boards is the basic prerequisite for targeted dissemination of ads and subsequent success monitoring.
• The efficient use of job ads on job boards requires measurability and seamless reporting, as most applicants continue their research on the career page to find out more about the employer.

Importance of own channels

The main target group of applicants, who start their job search on Google, has an average age of 29 years. Especially the proportion of pupils, students and career starters is particularly high here. This also means that you should adapt to their usage behavior, which has a big influence on the overall applicant behavior. These tips can help you reach out to the right target group in the recruitment process:

• The vast majority of candidates find the information in the job advertisement insufficient, so they search Google for more information. Search engine optimization of your career page with the help of user-generated content (e.g. employer reviews) leads to a better positioning on Google and gives you a competitive advantage.Due to the increasing
• use of mobile devices, the Google search engine increasingly rates websites based on their mobile page speed - the better it is, the better the position in the search results. Especially on mobile devices, a fast loading time is the basic prerequisite for an optimal visibility of your career page and an improvement of the candidate experience.For most candidates,
• employer reviews play an important role in the decision-making process for an application. Additionally, employer review platforms for relevant keywords usually appear in the top Google search results. According to a softgarden study, most applicants only consider employers with an above-average score of at least 3.5 out of 5.Nowadays, a large proportion of people start their
• job search directly on Google, the majority of job seekers on Google prefer to look at job ads in the Google-for-Jobs search box. Employers whose jobs are not published on Google-for-Jobs are missing out on potential.Approximately 38 million, or
• almost half of German internet users (46 %), are present on social media like Facebook, Instagram, Twitter, etc. - and this number is increasing. This means that a company with 500 employees, each of whom has approximately 341 contacts, achieves a potential reach of over 150,000 potential applicants. Employee recommendations therefore represent a great potential for acquiring new employees - as 8 out of 10 applicants place a high or very high trust in job recommendations from their own network.Achieve conversions

The

career page is the most trusted source in digital recruiting for most job seekers. In total, 7 out of 10 people apply directly if all relevant information can be found there. Thus, the career page is the most important information channel for background research on the employer. But what kind of information on career pages motivates job interested people to apply directly to your company and not to leave the page again? With these tips, you can successfully generate conversions:Tests have shown that the

• integration of employer reviews on the career page significantly improves the conversion rate. 6 out of 10 candidates prefer career pages with employer reviews.When it comes to
• sharing recruiting KPIs, the opinions of job seekers and employers diverge the most. However, the disclosure of the recruiting KPIs can be used to communicate on an equal footing with the candidates. After all, candidates also share highly confidential and personal data with you and invest time in the application.If you want to optimize your candidate experience and thus the conversions, you should make sure to provide requested content to candidates quickly and easily. If candidates find all relevant information for them on the job ad, according to softgarden 7 out of 10 apply immediately. The
• integration of the career page on your company page is therefore absolutely necessary.Salary information in job ads
• represents one of the biggest potentials for recruitment. Only 1 out of 10 employers provide salary information in their job advertisements - whereas the majority of the candidates already search for salary information in advance. It's not surprising that job ads with salary information have a success rate of 70 %. So, include salary information in your job ads so you don't lose potential candidates.The vast majority of candidates want to spend
• 10 minutes or less for the online application. Since 2014, this has increased by 37 percentage points and has risen by 13.9 percentage points between 2019 and 2020. Make sure to regularly analyze your recruiting process and keep it up-to-date with the latest technology.You can find more numbers, studies, and statistics on the topic of recruiting on the

homepage of softgarden. There you can download the white papers and read all studies.These pieces of software can help you optimize your recruiting process

You establish the foundation for a successful recruitment process with suitable software that can support you in the search

for suitable candidates. An example of applicant management software is , which we would like to introduce to you:softgardensoftgarden provides companies from all sectors

software solutions for innovative recruiting. This way, employers of all sizes can find the right candidates for them. As a comprehensively designed Talent Acquisition Suite, softgarden offers services for applicant management (ATS), sourcing, and employer branding. softgarden is active in the DACH region as well as in other European markets such as Poland, Spain, and France.In addition, softgarden is internationally recognized as a Software-as-a-Service provider (SaaS) in e-recruiting, often rewarded for highest data security and innovations in recruiting, and certified.

The development of the software is continuously advanced to account for the latest market trends, customer requirements, best practices, and regulatory conditions. With the

Career page Pro, you can implement a career page focused on conversions. The Feedback Solution provides crucial advantages for online reputation: it allows you to automatically generate and make visible authentic employer reviews from applicants and new employees.Further applicant management systems on OMR Reviews

In addition to softgarden, you will find many more

applicant management systems on our OMR Reviews platform with verified experience reports and ratings. You can take a closer look at these software platforms:

Conclusion

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To counteract the shortage of skilled workers, you should not waste any time in the recruiting process. For example, you can optimize this process through increasing the conversion rate on your career page. Pay particular attention to transparent communication about

recruiting KPIs, salary information, or employee reviews- the more open, the more authentic you appear to candidates.With these tips, you can pull ahead of your competitors and at the same time achieve

high quality in the recruiting process . Additionally, you won't waste any important time, as the shortened response time of the departments and thus the faster hiring of suitable employees also reduces the time-to-hire. der Fachabteilungen und die damit schnellere Einstellung von passenden Mitarbeiter:innen reduziert sich auch die Time-to-Hire.