Trends in candidate management

In the last few years almost all companies, which process a significant number of applications, have switched to electronic processes. Job exchanges have played a central role in this transformation, which was implemented as an independent development in many respects, but also as an add-on implemented through the content management system of the companies’ homepages.

This patch-fix however does not address internal processes and the large gaps that emerge with respect to the respective media being used. The applicant, for example, is left with the choice of either sending an email with attachments or a paper application. All applications can then only then be collected in Excel-lists or small databanks at great effort. Even the production of serial mails or statistics becomes reduced to an almost manual labor.

Around 2004, many companies began implementing a comprehensive process by exploiting the process support offered by using standard software on their job portals. Even as of 2008/2009, the majority of companies still find itself in this implementation phase.

The trend is clearly towards an open, comprehensive system, which is combinable with other services. Thus, today's systems must satisfy the following basic conditions:

• Interactive job exchanges on the company`s own homepages
• Integration in special job exchanges like Aubi-Plus, job ware, etc.
• Job portal(s) with tracking-functions and profile management for applicants
• Active marketing of the job exchanges by means of e.g. job-letters, which are specifically tailored to the target group
• Active applicant pools with a system of rules for contacting and linking with a candidate
• Custom-made target group contact through online-forms without system overload
• Further selection through internet based assessment management
• Search engine optimization, so that you can find positions from outside of the job exchange
• Analysis methods to access click behavior, rates, etc.
• Employee integration through internal job portals
• Management integration in the selection process
• Transparent depiction of the selection process through interactive overviews
• Automatic messages when status changes occur
• Automatic reminder procedures to ensure workflows are stored and safeguarded in a timely manner
• Standardized and automated documents and correspondences

It is a given that new mobile technologies will introduce new methods of contacting workers. In the next few years we can easily expect that job exchanges for mobile phone or language portals for submitting applications will establish themselves. Moreover, sending placement ads through particular hotspots like e.g. vocational schools by Bluetooth to the target group directly will become an increasingly important part of marketing.

It will be interesting. And we at Persis have our finger placed directly on the market. We are able to respond to developments immediately, as real opportunities for implementation emerge.