Too many recruiting studies? - Eva Zils and Wolfgang Brickwedde in a double interview: Personal Marketing Blog
In recent days, we had the results of the social media recruiting study by Eva Zils and the social media recruiting reports of Wolfgang Brickwedde present here from both authors. In particular, parsisiusti torenta the results have caused in Switzerland "violent" parsisiusti torenta reactions. But today we have both questioned in a double interview. I am looking forward to the reactions. parsisiusti torenta
Eva Zils: We had planned before last, and even this year together, and wanted to have one or two other social media recruiting bloggers involve. parsisiusti torenta For a variety of (time) reasons it did not work in 2012, but we have made the firm in 2013 us.
Wolfgang Brickwedde: In fact, we have already talked about this year. Since we had distinctly different survey periods even in 2012 it is not yet fit. Since Eve study content overlaps only to about 20% with my ICR Social Media Recruiting parsisiusti torenta Report, the surveys complement each other so well that we work in 2013 from carrying out a joint survey.
What surprised me nothing, because the results in most respects almost coincide with those of my study. So I think that the two studies a good overview of the state of things in Germany are - apart from the fact that we have reached the VA online and social media-savvy audience. For 2013, I hope that we spread the poll additionally among the offline HR managers and social media skeptics. Then the image is determined diversified.
I was surprised in any case the result is that compared to 2011 the number of recruiters who use Web 2.0 methods, should be increased from 61 to 74 percent. This number parsisiusti torenta can I see neither in my study still in my practice. She seems much too high and perhaps lies in the selection of participants established that will surely love to read Eva's parsisiusti torenta blog, but then probably be a spearhead in the use of social media in the staff Erland parsisiusti torenta shank.
Furthermore, wondering how in the last year that the particular parsisiusti torenta buzz around social media recruiting the 45 percent of the participants has to manage recruiting still without any budget for social media.
Thirdly, I noticed that already (50%) are loud and Eve results, almost of companies now actively looking for staff abroad 22% plan to do so. The question I had not asked in my interview, find it very interesting. parsisiusti torenta
Wolfgang Brickwedde: More than 75% of companies are still not proactive in recruiting, for example in social networks such as Xing, LinkedIn or Facebook, go! This is one of the main findings of the Social Media Recruiting Report 2012 Design. Ie, they rely more on the "Post & Pray" recruiting, running ads (online or paper) and hope for applicants. The proportion of proactively recruiting employer has risen sharply in the past 3 years and has more than doubled from 12% to over 24%.
When reactive recruiting it looks for social media have made much better. When asked where vacancies are published, Social Networks are already in third place in the ranking and social media has within 3 years from 7th preparatory work (just before the Federal Employment Agency) on 5th to 4th place continuously in recruitment sources can.
Positive outstanding examples for companies regarding parsisiusti torenta social media recruiting, I see eg EADS and Deutsche parsisiusti torenta Telekom, who have built an extra special teams for the proactive recruiting. In addition to the desire for greater professionalism obviously also helps the psychological parsisiusti torenta strain on the labor markets and / or a certain affinity for new media and recruiting ways. Thus, in principle, the IT industry and the consulting industry significantly more active in social media recruiting than others. But the recruiters in larger companies in the Personalüberlassung time or project business such as Ferchau are already for a long time successfully actively looking for potential candidates. The railway is planning her newly built Recruiting Team on competency model of Recruiters orient 2.0. Robindro Ullah speak already of a social Median every recruiter.
Eva Zils: A proactive recruiters 2.0 must definitely for everything that happens in the Web 2.0 interested. As it were a geek with HR gene (or vice versa). The appropriate recruiting organization knows about the (data protection) legal issues and provides the necessary infrastructure, for example with social media guidelines, so that the recruiter 2.0 can proceed with legal requirements in your research and response. There are not only the privacy debate
In recent days, we had the results of the social media recruiting study by Eva Zils and the social media recruiting reports of Wolfgang Brickwedde present here from both authors. In particular, parsisiusti torenta the results have caused in Switzerland "violent" parsisiusti torenta reactions. But today we have both questioned in a double interview. I am looking forward to the reactions. parsisiusti torenta
Eva Zils: We had planned before last, and even this year together, and wanted to have one or two other social media recruiting bloggers involve. parsisiusti torenta For a variety of (time) reasons it did not work in 2012, but we have made the firm in 2013 us.
Wolfgang Brickwedde: In fact, we have already talked about this year. Since we had distinctly different survey periods even in 2012 it is not yet fit. Since Eve study content overlaps only to about 20% with my ICR Social Media Recruiting parsisiusti torenta Report, the surveys complement each other so well that we work in 2013 from carrying out a joint survey.
What surprised me nothing, because the results in most respects almost coincide with those of my study. So I think that the two studies a good overview of the state of things in Germany are - apart from the fact that we have reached the VA online and social media-savvy audience. For 2013, I hope that we spread the poll additionally among the offline HR managers and social media skeptics. Then the image is determined diversified.
I was surprised in any case the result is that compared to 2011 the number of recruiters who use Web 2.0 methods, should be increased from 61 to 74 percent. This number parsisiusti torenta can I see neither in my study still in my practice. She seems much too high and perhaps lies in the selection of participants established that will surely love to read Eva's parsisiusti torenta blog, but then probably be a spearhead in the use of social media in the staff Erland parsisiusti torenta shank.
Furthermore, wondering how in the last year that the particular parsisiusti torenta buzz around social media recruiting the 45 percent of the participants has to manage recruiting still without any budget for social media.
Thirdly, I noticed that already (50%) are loud and Eve results, almost of companies now actively looking for staff abroad 22% plan to do so. The question I had not asked in my interview, find it very interesting. parsisiusti torenta
Wolfgang Brickwedde: More than 75% of companies are still not proactive in recruiting, for example in social networks such as Xing, LinkedIn or Facebook, go! This is one of the main findings of the Social Media Recruiting Report 2012 Design. Ie, they rely more on the "Post & Pray" recruiting, running ads (online or paper) and hope for applicants. The proportion of proactively recruiting employer has risen sharply in the past 3 years and has more than doubled from 12% to over 24%.
When reactive recruiting it looks for social media have made much better. When asked where vacancies are published, Social Networks are already in third place in the ranking and social media has within 3 years from 7th preparatory work (just before the Federal Employment Agency) on 5th to 4th place continuously in recruitment sources can.
Positive outstanding examples for companies regarding parsisiusti torenta social media recruiting, I see eg EADS and Deutsche parsisiusti torenta Telekom, who have built an extra special teams for the proactive recruiting. In addition to the desire for greater professionalism obviously also helps the psychological parsisiusti torenta strain on the labor markets and / or a certain affinity for new media and recruiting ways. Thus, in principle, the IT industry and the consulting industry significantly more active in social media recruiting than others. But the recruiters in larger companies in the Personalüberlassung time or project business such as Ferchau are already for a long time successfully actively looking for potential candidates. The railway is planning her newly built Recruiting Team on competency model of Recruiters orient 2.0. Robindro Ullah speak already of a social Median every recruiter.
Eva Zils: A proactive recruiters 2.0 must definitely for everything that happens in the Web 2.0 interested. As it were a geek with HR gene (or vice versa). The appropriate recruiting organization knows about the (data protection) legal issues and provides the necessary infrastructure, for example with social media guidelines, so that the recruiter 2.0 can proceed with legal requirements in your research and response. There are not only the privacy debate
