{"id":948,"date":"2017-09-05T15:12:02","date_gmt":"2017-09-05T13:12:02","guid":{"rendered":"http:\/\/127.0.0.1:8080blog\/recruiting-and-applicant-management-in-the-digital-age\/"},"modified":"2024-05-23T13:56:03","modified_gmt":"2024-05-23T11:56:03","slug":"recruiting-and-applicant-management-in-the-digital-age","status":"publish","type":"post","link":"https:\/\/www.optimal-systems.de\/en\/digitalization\/blog\/recruiting-and-applicant-management-in-the-digital-age","title":{"rendered":"Recruiting and Applicant Management in the Digital Age"},"content":{"rendered":"\n
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Recruiting and Applicant
Management in the Digital Age<\/h1>\n\n\n<\/div>\n<\/div>\n<\/div><\/div><\/div>\n\n\n
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The demands placed on applicants have changed in many professions, especially with regard to digitalization. The digital transformation has now also arrived in companies' HR management. And this is urgently necessary, as digital applicant management needs to be established.<\/p>\n\n\n\n

Challenges in digital recruiting<\/h2>\n\n\n\n

Digitalization and Work 4.0 are not only having an impact on the world of work, but also on the processes involved in recruiting and recruiting specialists by recruiters. This means that top-qualified personnel, such as specialized engineers, developers with knowledge of five programming languages or content marketing managers with additional qualifications in search engine optimization, are rarely found today. Especially not via conventional job advertisements in the career supplements and online portals of daily newspapers.<\/p>\n\n\n\n

There are more and more opportunities for applicants and companies to find each other. However, the media mix is becoming more confusing. Even more so today, hardly anyone bothers to print out their application documents in copy stores and then send them by post. Fortunately \u2013 because analog application folders mean a considerable amount of extra work for HR departments and recruitment. In fact, only 13 percent of the top 1,000 companies in Germany currently receive applications by post.<\/p>\n\n\n\n

Digital personnel files in applicant management<\/h2>\n\n\n\n

Because there are practical alternatives \u2013 technologies that map the entire application process transparently. They also make the recruiting process easier and faster in the long term, right up to the final hiring or rejection of the applicant. HR departments in many companies now work with modern digital personnel files and applicant management solutions. Electronic personnel and applicant files are created for each job candidate. All data and documents are archived and managed centrally. Electronic workflows ensure a high degree of automation. All information about the applicant and the process is available at the points where the recruiter needs it at any time: for example, contract templates and agreements, professional qualifications or other detailed questions about the applicant, depending on the processing step and access authorization. This makes the recruitment process considerably easier and takes the pressure off the recruiter.<\/p>\n\n\n\n

Applicant management faces new challenges<\/h2>\n\n\n\n

The number of digital channels through which potential candidates are actively approached or apply independently is constantly increasing. Social media in particular offers variable entry points into the application process and new ways of employer branding. In order for HR departments to maintain an overview, applicant management systems are required that can be used to centrally control the application process. This is the only way to make the right choice from a multilateral pool of applicants.<\/p>\n\n\n\n

The right software for your digital applicant management<\/h2>\n\n\n\n

Candidate tools need to offer multiple functions to provide real support for HR departments. They must\u2026<\/p>\n\n\n\n