Application Reloaded: What recruiters have to prepare for later on! Later on, the simpler the application procedure is, the earlier it will be pursued – the wort can also be in short form in regards to applications: 79.9 percent of candidates place their trust in the short profile
Hamburg, Germany – 30 November 2017 –
Employers are well advised to convince the candidates with their application process. The key factor here is the kind of application itself.
Bad experiences in the application process are getting around. Employers are well advised to convince the candidates with their application procedure. The decisive factor here is the type of application itself. And this is currently reinventing itself, according to the study “Application of the Future” by online career portal Monster and the Centre of Human Resources Information Systems (CHRIS) at the University of Bamberg.
“The candidates are increasingly mobile and would like to apply in this way,” says Prof. Dr. Tim Weitzel from the Chair of Business Informatics at the University of Bamberg. “They wonder whether this annoying cover letter remains in keeping with the times. Today, businesses are experimenting with different application forms, from email to mail and straightforward. Our analyses provide guidance for planning in businesses.” One thing is certain: Programmers must rethink their applications – and fast, as an instance, nearly half of all millennials intend to switch work in the near future.
One thing is certain: recruiters have to rethink their applications – and quickly, for example, almost half of all millennials are planning to switch jobs in the near future.
Firms listen to applicants: covering correspondence versus curriculum vitae
78.5 percent of companies still believe that candidates can differentiate themselves positively from other people in their own letters. However, 32.4 percent of those candidates would like to not be given a cover letter. This message has also been received by many companies: simply just under 60 percent believe that their private cover letter will probably continue to be an important decision criterion in the future, while the CV remains significant for almost 98 percent of organizations.
Digital: From newspaper to email to form
The study also demonstrates that businesses are planning to progressively use digital channels and professional or social networks for application procedures. After all, Millennials are already searching for a new job most often online2 – digital software are the logical conclusion. Accordingly, there is very little enthusiasm among the candidates for the paper-based application, just 1.5 percent would love to apply later on. And only just under 5 percent of those companies want paper-based software later on. In contrast, 30.6 percent of companies will prefer e-mail programs and almost 74 percent will favour forms in the future. “From their perspective, the candidates become more comfortable with this standardized and complex kind of application – only 23.8 percent would favour it in the future. The figure for email applications is 56.2 percent,“ explains Marc Irmisch-Petit, Vice President General Manager at Monster.
Quick and easy: The One-Click-Application
In any case, employers reveal closeness to the demands of candidates if they take such applications. They link up with a mobile lifetime in recruiting and just pick up job seekers where they’re in the moment!” 17.9 percent of those businesses plan to add simple applications in their future application process. 23.3 percent of those candidates have used these before.
The application of this near future: What do the companies want, what the candidates?
The recruiter should know: In principle, electronic application channels are getting more and more important, for example, straightforward applications or the short profile, which 79.9 percent of applicants consider to be relevant later on. The majority of the time your own profile is currently available on company networks or on occupation exchanges such as monster. De for mailing or uploading. This saves time and brings both sides together faster. The message for businesses: Millennials, in particular, are confident and confident in their professional advancement. 2 That should also apply to applications: jobseekers will prefer quick, uncomplicated and cellular application channels later on. The recruiter must clear the way for them. For Marc Irmisch-Petit, it is clear:”To be able to optimize the application procedure, companies and job seekers have to come nearer, listen to each other and create common standards. The near future of the program is: Simplify, standardize and still offer space for individuality.