Sustainable recruiting

Why the short-term success of a new hire is not enough!

What makes for good recruiting and personnel management?

At first glance, the answer seems clear: hiring candidates who meet the criteria defined in the requirement profile.

But good and sustainable recruiting is more than just success in the hiring decision. Because with a personnel strategy that is only aimed at short-term success and recruiting a large number of new candidates, important potential is wasted.

The key to success, on the other hand, lies in a long-term and sustainable personnel strategy. In particular, this means moving away from a short-term focus on filling vacancies towards a long-term personnel management strategy that has a strong employer brand and a high Candidate Centricity focuses on all points of contact with the company. In addition, it is important to pay attention to other key performance indicators in addition to the success of the recruitment process. In particular, this includes long-term employee satisfaction and mental health as well as the equal opportunities and fairness between individual applicant groups (e.g. equal opportunities regardless of nationality and gender).

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Five secrets of success for what a sustainable recruiting strategy can look like

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Secret of success 1:
View the recruiting process from an applicants' perspective

If you look at the recruitment strategy of numerous companies, the same mistakes can be observed over and over again. The most common mistake is simply looking at the recruitment process from the perspective of your own company. The focus is therefore often exclusively on the question: How do we achieve our goal of selecting the applicants who best suit the advertised position? Yet another, no less important question often remains unanswered: What does the recruitment process look like from the applicants' point of view?

Significant potential lies here in attracting High Potentials. This is because companies that continuously attract top talent stand out primarily by understanding, designing and optimizing the application process from the perspective of applicants. Learn here how you can successfully build an applicant-centered candidate journey.

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Secret of success 2:
Focus on the strengths, potential and needs of applicants!

Last but not least, a real candidate centricity also includes focusing on the strengths, potentials, and development wishes of applicants. Because in the long term, everyone — applicants and companies alike — benefits when jobs are awarded in such a way that they really meet the strengths and wishes of the applicants.

Research shows a strong correlation between employee satisfaction and productivity. Happy employees work more efficiently, are less ill, think less about quitting, are more motivated to tackle new tasks and drive innovation, and are more likely to recommend the company to other high-potential candidates.

In the long term, this strengthens your company profit and your employer brand equally. Investing in matching the requirements and development opportunities of a position and the strengths and development aspirations of applicants is therefore worthwhile and directly contributes to your success.

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Secret of success 3:
Through cultural fit for long-term employee loyalty and satisfaction

Finding a job that not only provides financial security but also emotional satisfaction is often a real challenge. This is possible above all by finding a job that is related to your own personality, lives up to values and goals. This is often also popularly referred to as a "vocation."

An important means of achieving this is Cultural Fit. This means the congruence between the values, attitudes and behaviours that apply and are lived in a company on the one hand and those of potential employees on the other. There is a high level of cultural fit when employees can identify with the organizational culture, i.e. with the values, attitudes and practices practiced in the company. Find out here how to measure cultural fit successfully and scientifically in three steps.

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Secret of success 4:
Focus on transparency, appreciation and data protection

Ensure respectful communication with applicants along the entire candidate journey. In addition to quick and transparent feedback on applicants' performance and the current status in the application process, this also includes continuous adherence to the highest data protection guidelines.

Particularly successful companies are characterized by the fact that they continuously measure the satisfaction of their applicants during the process and use critical feedback as an important indicator to further optimize the process. Read here how to understand and build your selection process in terms of a continuous improvement process.

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Secret of success 5:
Equal opportunities and fairness for all!

More and more companies are setting themselves the goal of increasing the diversity of their workforce, particularly at senior management levels. The consistent focus of all recruiting measures on increasing diversity makes it one of the most important strategic approaches in small, large and medium-sized companies.

Fair and non-discriminatory personnel selection is the most important lever for greater diversity in the company. Because this is how recruiting lays the foundation for more diversity in teams and thus sustainable corporate success through the selection of talent.

Key levers include standardizing the selection process, using neutral and inclusive language, continuous training on unconscious bias in the selection process and diversity-appropriate aptitude diagnostics.

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Sustainable recruiting with Aivy‍

Aivy brings greater efficiency, certainty and equal opportunities to staff selection, with psychological aptitude diagnostics packaged in appealing and compact mini-games that provide HR managers with reliable data for their selection decisions. At the same time, they guarantee a high level of satisfaction among applicants — because through their intelligent algorithms and individual testing procedures, Aivy shortens the orientation process and presents structured career opportunities that take individual strengths, abilities and hidden potential into account. The procedures are scientifically based, developed in line with the DIN standard for aptitude diagnostics, GDPR-compliant and entertaining. They are also continuously reviewed, as user experience and data quality are top priorities. Even after the hiring decision, Aivy collects other key performance indicators, such as satisfaction on both sides. As a result, the self-learning algorithm continuously and sustainably improves upstream processes and thus the entire personnel selection process.