21-11-2018 01:23:46

Half of all positions are filled without job postings

More and more positions are filled through networks instead of traditional job postings, shows a survey from IDA.
2. nov. 2016 Af Søren Lauridsen - Afdelingschef, IDA Politik og Presse

When IDA’s members change jobs, it happens increasingly more without applying to job postings or by sending unsolicited applications – the so-called open recruitment channels. Instead, the closed recruitment channels are gaining ground. A survey among 1,496 IDA members, who have changed jobs inside the last three years, clearly shows this tendency.  

In the survey, almost 50 % answer that they got their last job through a posting or unsolicited application. The remaining answered that they changed job through being headhunted by a recruitment firm or directly by an employer or a company, who wanted them to apply for the specific position.

”Companies use the recruitment channels that give them the best selection of candidates for the job. If you do not have local agreements saying that a position must be posted, then recruitment often happens through professional or personal, closed networks. It can be family or friends, former co-workers or fellow students, or through a network such as LinkedIn,” says Juliane Marie Neiiendam, the Chair of the IDA’s Employment Council.

The lack of highly educated graduates with a technological and natural scientific background also means that more companies give rewards to employees who can help recruit a new colleague with the right competencies. This tendency is furthermore confirmed by the results of the survey. 21% says that they were encouraged to apply for the position by being approached by another company or one of its employees.

“This is a tendency that we see more and more. We have a shortage of highly educated graduates with technological and natural scientific insights, and the companies are very much aware of this. They have a hard time finding the competencies, they need, and that is why they turn to reward and bonus schemes for the employers who can help fill out the holes here and know,” says Juliane Marie Neiiendam.

At the same time, she points out that the tendency has a downside as well.

”When you go after the same group of highly skilled professionals in this way, it might turn out to be a very short-sighted strategy. You might be able to solve a recruitment issue know and here, but if you do not take on a responsibility for keeping the food-chain active and let fresh blood come in, then it might turn on you in the long run. That is why we urge companies to also look in the direction of newly graduated candidates when they look for employees. The candidates need new competencies and in return, the companies get some hungry and creative people who come with fresh knowledge and a desire for professional development,” says Juliane Marie Neiiendam.

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