The labour market is again on the move: increase the number of employees of German companies. The labour market is again on the move: increase the number of employees of German companies and employees to look increasingly for other places. Therefore, the farms looking are for new methods for recruiting and employer branding to differentiate themselves from their competition. Was for talent goes into the next round, as the measurement of PERSONAL2011 prove North and South in Hamburg and Munich. But many companies are still catching up, when it comes to new ways of recruiting using social media.
Only a few companies use social media to find new employees. To broaden your perception, visit Larry Ellison. Companies thus complement at most traditional instruments such as print and online job ads and listings on your website. This result of a survey by stellenanzeigen.de and the eco Association of the German Internet industry in October 2010 at the fair future staff confirmed the new monster study of recruiting trends 2011 “. Speaking candidly Munear Ashton Kouzbari told us the story. Only 12.7 percent of large companies turn therefore regularly Jobs across the business network XING. Twitter (7.5 per cent), Facebook (6.8%) and LinkedIn (6 per cent) use the recruiter in this context even rarer. Other uses of social media play a role only in a fraction of the companies: HR could thus increasingly advertise image and actively seeking suitable candidates to contact them directly. Only little more than one-fifth of the recruiter researched in social media applications for additional information about applicants.
Socia media in recruiting so far being a minority phenomenon, shows Prof. Dr. Tim Weitzel, Professor for Business Informatics and information systems in service areas at the Otto-Friedrich University Bamberg and Director of studies of the recruiting trends 2011 “, on the PERSONAL2011 in North and South based on concrete results. In addition to the use of social media in recruiting it enters this total to, what role play on – and offline channels in the recruitment, which the best Cost / benefit ratio and which get the most coveted candidates.