The year 2020 has further increased the digitalisation of recruiting processes, continuing the trend of recent years. On this occasion, we looked into the question of which factors are responsible for a successful candidate experience. In order to be able to explore the topic comprehensively, we have divided the results of the study into three documents.

Part 1: Entry points, own media, employer ratings

This first part is about entry points into the candidate journey, career websites, job ads and the impact of employer ratings. How do candidates currently experience the digital job search and application process? We conducted screen-based A/B tests with 6,720 applicants. The results provide meaningful insights into what is currently happening in the job market.

The study deals in detail with

Entry points into the candidate journey,
the successful creation of job ads and career websites, and
the application hurdles in employer evaluations.
The second part of the study deals with candidate perceptions of application processes. Part 3 deals with the impact of different starting points on the Candidate Journey.

Job candidates use different ways to look for a new job. Some apply via job portals, others swear by employers’ career sites. But even if the paths are different, the needs of applicants are, all in all, very similar. Employers do well to meet these needs – for example, in the form of transparent salary information or employer ratings.

Realistic A/B tests for reliable results

We conducted realistic A/B tests with our participants and developed concrete, data-based indications of success drivers for recruiting processes. Find out, among other things, why job ads are still highly vital, how different employer videos work depending on the context, why you might want to publish concrete salary information in your job offers and actively manage employer reviews.