Recruiting in Germany Fact & Figures Overview on how the recruitment in Germany is organized, conducted, financed incl. answer to the questions: ● What are the current topics in German Corporate Recruiting? ● How proactive is the recruitment in Germany? ● How is the recruitment in Germany organized? ● Recruiting Channel: Where do employers get their applicants and hires from? ● How do job seekers and employers look for each other?

1. Recruiting in Germany
Some Fact & Figures
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2. Recruiting in Germany
Let me introduce myself briefly
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3. Recruiting in Germany
Welcome!
Agenda
● Current topics in German Corporate Recruiting
● How proactive is the recruitment in Germany?
● How is the recruitment in Germany organized?
● Recruiting Channel: Where do employers get their applicants and hires from?
● How do job seekers and employers look for each other?
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4. ICR Study:Need for Action
Current topics? Importance/Competence Matrix Recruitment Topics 2010
No Need for Action Within Competence Areas
4,00
Social Media Recruiting,
Recruiting graduates
Reporting, Demographical 3,90 Interaction w ith Hiring Managern
Change, Internationalization of
Competence (1=very lowt bis 5 = very high)
Build up of w orkforce
the Recruitment and Creation 3,80
Professionalization of the recruitment
of Internal Sourcing Teams. Campus Marketing
3,70 Employer Branding
These are the topics, companies Recruiting executives
Hiring of new employees
need to adress in 2010. They 3,60
Zentralization of Recruitment
Recruiting professionals
combine high importance and
low competency levels. 3,50
Shared Service Center for Recruiting
3,40 Demographical Change
Internationalization of the recruitment
3,30
Reporting/Controlling for recruiting
3,20
Creation of internal sourcing teams
3,10 Outsourcing of recruiting processes Social Media Recruiting
3,00
No Need for Action Need for Action
0,00 0,50 1,00 1,50 2,00 2,50 3,00 3,50 4,00
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Importance (1=not important bis 4 =very important))
Source: ICR Study „Quo Vadis Recruitment 2010?“

5. Recruiting in Germany
How proactive is the recruitment in Germany?
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6. Der Arbeitskreis Personalmarketing e. V. 6
ICR Study „QuoRecruitment 2010?
Quo Vadis Vadis Recruitment 2010?“
General study data
Method: Quantitative and Qualitative Online-Survey
Range: 5 questions blocks, 18 questions
Surveyed : 6000+ HR poeple in Germany.
Time of survey: Spring 2010
Participation
• 120 participants of companies of all sizes
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7. Recruiting in Germany
Level of Pro-Activeness Proactivity
In our company
...we post our jobs
(online or print) and
wait for responses. This decribes the
situation in our
… in addition to the company..
above, we actively
Not at all
search for candidates Small extent
within Social Media Moderate extent
(Blogs, Twitter, Xing, High extent
LinkedIn, Facebook Very high extent
etc.)
...we search exclusivly
on a proactive basis
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Usesage in %
Source: ICR Study „Quo Vadis Recruitment 2010?“

8. Recruiting in Germany
Wishfull thinking
Social Media Recruiting awareness and use
In our company the
recruiters are aware This decribes the
of and are using the situation in our
possibilities of company..
recruiting within Social
Media (Blogs, Twitter, Not at all
Xing, LinkedIn, Small extent
Facebook etc.) for Moderate extent
employer branding and High extent
Very high extent
recruiting.
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Statments in %
Source: ICR Study „Quo Vadis Recruitment 2010?“

9. Recruiting in Germany
Wishfull thinking
Social Media Recruiting Importance
In our company we This decribes the
consider it as situation in our
important that the company..
recruiters are aware of
and are using the Not at all
Small extent
possibilities of Moderate extent
recruiting within Social High extent
Media (Blogs, Twitter, Very high extent
Xing, LinkedIn,
Facebook etc.) for
employer branding and
recruiting.
Statments in %
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Source: ICR Study „Quo Vadis Recruitment 2010?“

10. Recruiting in Germany
The use of social media platforms for recruiting (average)
Social Media platform use
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Usage ( 1=not at all bis 5 =very high extent)
Source: ICR Study „Quo Vadis Recruitment 2010?“

11. Active Sourcing in Germany
The use of social media platforms for recruiting (in detail)
Nutzung vn Social Media
Social Media Platform use Tools für Recruiting
In our company we use
for employer branding
and recruiting...
Not at all
Small extent
Moderate extent
High extent
Very high extent
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Statments in %
Source: ICR Study „Quo Vadis Recruitment 2010?“

12. Recruiting in Germany
Organization of Recruitment
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13. Organization of Recruitment
Central vs. Decentral Organization Use of organizational form
Everything central
Candidate management
central with short list,
decentral final selection with
HR BP support
Candidate management
central with short list,,
decentral final selection
Hiring Manager only
Combination of all above
Candidate management
central, decentral final
selection
Completly decentralized
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Number of Statements
Source: ICR Study „Quo Vadis Recruitment 2010?“

14. Who is recruiting?
Who is recruiting?
Operative recruiting in Germany
0% 5% 10% 15% 20% 25% 30% 35% 40% 45%
HR Managers as part of theirihrer normalen Tätigkeit
Personalreferenten als Teil normal job
Dedicated internal recruiters
Nur dezidierte interne Recruiter
HR Managers as part of their normal job in
cooperation Personalreferenten und internen Recruitern
Mischung aus with dedicated internal
recruiters
Dedicated external recruiters 2010
Dezidierte externe Recruiter 2009
Combination internal and external recruiters
Mischung aus internen und externen Recruitern
Recruiting is partly outsourced
Recruiting ist teilw eise outgesourced
Recruiting is completely outsourced
Recruiting ist vollständig outgesourced
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Statments in %
Source: ICR Study „Quo Vadis Recruitment 2010?“

15. Recruiting in Germany
Recruiting channels:
Where do applicants and hires come from?
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16. Recruiting Channels
Where do applicants and hires come from?
Applicants and Hires by Source
0% 5% 10% 15% 20% 25% 30% 35% 40%
Online Jobboards
Stellenanzeigen Onlinejobbörsen
Company career site
Stellenanzeigen eigene Karriereseite
Internal candidates
Aus dem eigenen Unternehmen (interne Bew erber)
Mitarbeiterempfehlungen
Employee Referrals
Printed media
Stellenanzeigen Printmedien
Spalte V
Hires
Agencies
Personalberatungen Applications
Spalte W
Messen (Hochschul-, Industrie-, Fach-)
Fairs (university, trade etc)
Social media (Xing, (Xing, Tw itter etc.)
Social Media twitter etc.)
Federal Agency for für Arbeit
Bundesagentur Labor
Externe Sourcingdienstleister
External Sourcing agencies
Outgesourcetes Recruiting
Outsourced Recruiting
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Figures in %
Source: ICR Study „Quo Vadis Recruitment 2010?“

17. Recruiting Channels
Where do applicants and hires come from?
Efficiency of channels
0 0,2 0,4 0,6 0,8 1 1,2 1,4 1,6
Employee Referrals
Mitarbeiterempfehlungen
Aus dem eigenen Unt.Internal candidates
(interne Bew erber)
External Sourcing agencies
Externe Sourcingdienstleister
Printed media
Stellenanzeigen Printmedien
Agencies
Personalberatungen
Company career site
Stellenanzeigen eigene Karriereseite
Federal Agency for Labor
Bundesagentur für Arbeit
Fairs (university, trade etc)
Messen (Hochschul-, Industrie-, Fach-)
Online Jobboards
Stellenanzeigen Onlinejobbörsen
Social Media (Xing, Tw itter etc.)
Social media (Xing, twitter etc.)
OutgesourcetesRecruiting
Outsourced Recruiting 17
Relation Hires/Applicants
Source: ICR Study „Quo Vadis Recruitment 2010?“

18. Active Sourcing in Germany
Where do Job Seekers and Employers
look for each other?
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19. Recruiting in Germany
Where do Job Seekers look for Jobs?
1. Online Jobboards 72%
2. Company Career Sites 37%
3. Printed Media 35%
4. Online-Communities 28%
5. Referral of a Friend 21%
6. Federal Agency of Labor 18%
7. Headhunting Consulting Agencies 14%
8. Lower Level Agencies 13%
9. Temp Agencies 7%
10. Job Fairs 7% 19
( Source: Study on applicant behaviour 2010, 9000 participants)

20. Recruiting in Germany
Where do employers look for applicants?
Recruiting Channel Usage in %
1. Online Jobboards 87%
2. Company Career Site 73%
3. Printed Media 57%
4. Specialized Online Jobboards 50%
5. Social Business Networks (e.g. Xing, LinkedIn) 38%
6. Job Fairs 30%
7. Job search engines 24%
8. Recruiting Networks (e.g. Experteer) 23%
9. Social Communities (e.g. facebook) 12%
10. General Search Engines ( Google) 9%
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( Source: profilo Study 2010, 1000+ particpating companies)

21. ICR
We make your Recruitment competitive!
RESEARCH – CONSULTING - REALIZATION
Recruitment Performance Management
Consulting based on empirical research
Strategy
Etablishing new Processes
Optimization of existing Processes
Services
» Workshops
Training (Recruiter & Hiring Manager)
Benchmarking
Online Surveys
The Institute for Competitive Recruiting (ICR) consults companies on recruitment performance
management. The ICR is acting as a platform for improving the recruitment function in Germany. This is
achieved by facilitating the development of commonly used standards and benchmarks for recruitment
processes. In addition, the ICR is exploring improvement areas and consulting in the steps of sourcing,21
selecting and hiring of new employees.

22. CONTACT
Wolfgang Brickwedde
Director
Institute for Competitive Recruiting
Tel.+49 (0) 6221 7194007
Tel.+49 (0) 160 7852859
email: wb@competitiverecruiting.de
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