Sep 9, 2025
7 mins
personnel recruitment
Recruiting potential new employees and specialists presents employers with major challenges in view of the shortage of skilled workers. Companies must use innovative methods to find and retain the best talent in the long term. However, through a clear strategy and the use of modern recruiting tools, qualified employees can be successfully recruited for advertised jobs even in difficult times.
In addition to classic recruitment, such as publishing job advertisements, sourcing methods and targeted employer branding are becoming increasingly important. Employers who present their corporate culture authentically target applicants who are not only professionally but also culturally suited to the job posting. In the following blog post, we give you some tips for recruiting employees for your company.
Recruiting potential new employees is a crucial process that can have a significant impact on the success of a company. In a competitive working world, attracting qualified specialists means not only finding suitable candidates for open positions, but also creating an attractive employer brand. Companies must be proactive to reach out to both passive and active applicants. The process of finding qualified employees starts with developing a strong employer brand that appeals to potential applicants and starts with creating precise job descriptions and addressing potential applicants in a targeted manner. Companies should make sure to advertise their vacancies via various channels such as job portals, social networks or through targeted sourcing in order to find as many qualified employees as possible. It is particularly important to address candidates both actively and passively, as not all potential talents are actively looking for new jobs.
Important steps in employee recruitment include a structured selection process that includes job interviews, competence tests or assessments to ensure that the potential candidate fits into the company not only professionally but also culturally. In addition, fast, transparent and respectful communication throughout the application process is becoming increasingly important in order to attract qualified talent and retain them as employees in the long term.
But successful recruitment of new employees does not end with the signing of the employment contract. A well-thought-out onboarding program ensures that new employees can quickly integrate and fully develop their productivity right from the start. Through targeted onboarding measures, companies can strengthen the loyalty of new employees and ensure that they feel comfortable with the team right from the start.
By taking a strategic approach and optimising the various phases of recruiting, it becomes much easier to find qualified employees and strengthen your team in the long term.
In an increasingly digitalized world, companies are faced with the challenge of recruiting suitable employees for vacancies. The search for skilled workers requires a strategic approach, effective methods, and the combination of modern approaches. The following are tips and proven strategies to make recruiting efficient:
One of the most proven ways to find new employees is to publish job advertisements on specialized job portals and career platforms to achieve broad reach. Your career page should serve as a central point of contact. Update it regularly and highlight the benefits of your corporate culture. Use specialized platforms that focus on your industry or specific target groups.
Social media has established itself as a powerful method for recruiting. Use social networks such as LinkedIn, Facebook, Twitter, and Instagram to reach out to potential candidates and draw attention to open positions. Sourcing via social networks not only increases the visibility of your ads, but also creates opportunities for direct dialogue with potential candidates. With targeted advertising campaigns and hashtags, you can increase your reach and reach qualified applicants.
Maintain your professional network and use personal contacts, recommendations and industry events to find and address potential candidates and new employees. The personal exchange enables you to directly identify qualified candidates for personnel search. This method is particularly effective for attracting candidates to key positions.
Whether it's job fairs, networking events or recruiting days: Direct encounters with potential candidates create trust and increase the chance of attracting the right employees for your company. Present yourself as an attractive employer at such events and focus on your corporate culture. Recruiting events also offer the opportunity to open up new sourcing channels.
When internal search reaches its limits, recruiters can be a valuable support. Work with recruiters such as RedFreckles, recruiting agencies, or headhunters to find and attract qualified professionals and employees to your company. These experts can help you find the right potential candidates and optimize the recruiting process.
Technologies such as AI and automated sourcing tools make it possible to make the search for new employees more efficient. Automated systems filter resumes and compare them with your requirements. In combination with a well-structured career page and targeted online recruiting measures, your recruitment search will be more successful and cost-effective.
By using a combination of these methods and continuously optimizing your recruiting strategy, you can successfully find new employees and strengthen your team with the best talent.
Retaining new specialists is crucial for the long-term success of a company. After qualified specialists have been successfully recruited, it is important to retain them with the company in the long term and to maintain their motivation and satisfaction.
In order not only to attract new employees but also to retain them in the long term, companies should invest accordingly in employee satisfaction. Transparent communication, regular feedback meetings and clear career prospects promote retention. Flexible working hours and the opportunity to participate in innovative projects also increase motivation.
Here are other proven strategies to retain new talent:
A structured onboarding process is crucial for welcoming new employees right from the start and integrating them into the corporate culture and processes. With a clear induction plan and regular feedback meetings, you can ensure that new employees quickly feel comfortable and productive with you.
In order to find and retain qualified employees in the long term, it is crucial to create attractive working conditions that meet the needs and expectations of your new specialists. Flexible working time models, home office options and competitive compensation are among the basics that convince specialists. In addition, additional benefits such as company pension plans, health promotion or access to continuing education have a positive effect on potential applicants' decisions. Companies that highlight these benefits make it easier to find personnel and increase their attractiveness as an employer.
A clear concept for professional development opportunities is a strong incentive, qualified Find employees and to bind. Through internal continuing education programs, transparent career paths and the opportunity to develop within the company, you not only strengthen the motivation of your specialists, but also increase loyalty. These perspectives play an important role when deciding for or against a new job.
Feedback meetings are very important to improve employee performance and satisfaction. Through open communication and constructive feedback, you can address the needs and concerns of your specialists and solve problems early on. Especially when recruiting new talent, it helps to communicate a culture of appreciation in order to position yourself as a modern employer.
A positive corporate culture characterized by appreciation, respect and team spirit not only helps to find new employees, but also contributes significantly to employee retention. Create an environment in which your specialists feel valued and heard, and promote team cohesion. Maintaining a positive corporate culture should therefore be a central element of your recruitment process.
Give your new specialists the opportunity to actively participate in the company and contribute their own ideas. Employee engagement increases motivation and loyalty to the company.
By consistently implementing these employee retention strategies, you can retain new professionals to your company over the long term and build a motivated and productive workforce.
The search for qualified employees is a process that requires strategic planning and stamina. The right combination of traditional and digital methods is the key to successful recruitment. In addition to proven channels such as job portals and networks, you should rely on innovative sourcing.
An effective approach to recruiting employees is crucial for the long-term success of a company. Here are a few proven strategies for attracting qualified employees:
Before you start looking for new employees, it is important to clearly define the requirements and qualifications for each position. This ensures that you can search specifically for candidates who fit the requirements of the position.
You should use various recruitment channels to reach a wide range of applicants and attract new professionals. These include online job boards, social media, corporate websites, personal networks, job fairs and recruiting events.
Create meaningful and appealing job advertisements that highlight the benefits and opportunities of the position and the company. Use clear language to target potential candidates.
Invest in your employer branding to position your company as an attractive employer. Maintain a positive corporate image, communicate your corporate values and highlight the benefits of working for your company.
Proactively approach potential candidates by actively looking for suitable talent and reaching out to them in a targeted manner. Use your professional network, recruiters, headhunters or recommendations from existing employees.
Design a transparent and efficient application process that enables candidates to apply quickly and easily. Provide regular feedback and keep candidates up to date on the status of the selection process.
Identify and promote potential talent within your organization. Offer development opportunities, continuing education, and career paths to strengthen employee loyalty and motivation.
By consistently implementing these effective approaches to recruiting employees, you can attract qualified specialists and retain them with your company in the long term.
When are applicants looking for jobs? The search for new talent is often shaped by seasonal trends. Applicant activity increases particularly at the beginning of the year, in January and February, and after the summer months or at the end of the year. Companies should take advantage of these peak times and intensify their presence on career sites and social media channels to specifically address the needs of qualified candidates.
Recruiting and personnel marketing via social media has now become an important strategy for companies to attract qualified specialists and present themselves as an attractive employer. It offers companies the opportunity to address potential applicants directly and draw attention to themselves. Here are some key aspects and benefits of this approach:
Social media platforms such as LinkedIn, Xing, Facebook, Instagram and Twitter offer companies the opportunity to target potential applicants and present their job offers to a broad target group. With professionally designed company profiles, targeted advertisements, relevant hashtags and organic posts, companies can increase their reach and target candidates with specific qualifications. Creative content on these platforms is crucial, particularly among young talent, to generate interest in vacancies.
Strong employer branding can make the difference when it comes to attracting qualified employees to your company. In fact, new employees prefer employers who present themselves as innovative, social and flexible. Through regular presence on social media platforms, companies can strengthen their employer branding and position themselves as an attractive employer. By providing insights into corporate culture, employee activities, and successes, they can attract potential applicants and build their brand as an employer. In doing so, link specifically to your career page in social media posts to make applications easier. Accordingly, use your career page to show your corporate culture and highlight benefits such as continuing education programs, home office opportunities and health promotion. This not only increases the attractiveness of your jobs, but also the long-term retention of your employees.
Social media enables direct and interactive communication with potential applicants. Companies can answer questions, receive feedback, and establish a personal relationship with candidates. This can increase the likelihood of successful recruitment as it encourages applicant engagement. Respond actively to comments and messages to encourage personal interaction with candidates. Interactive content such as surveys or videos also increases reach and increases interest.
To target your job advertisements to specific target groups, you should use the targeting options on social media platforms. Through these, you can set parameters such as location, age, work experience, skills, and interests to ensure that your ads are seen by the right people.
Social media recruiting offers companies the opportunity to precisely measure and analyze the success of their recruiting campaigns. They can track metrics such as clicks, views, engagement rates, and applications and optimize their strategies to find employees accordingly.
Compared to traditional recruiting methods such as job advertisements in print media or job portals, social media recruiting campaigns can be more cost-effective. Companies can use their budget more effectively while achieving greater reach.
Overall, recruiting and personnel marketing via social media offers companies an effective way to attract qualified specialists, strengthen their employer branding and optimize their recruiting process. By using the diverse options and functions of social media platforms, companies can make their recruiting more efficient and stand their ground in the competition for talent.
The time it takes to find new employees depends on various factors. In highly competitive industries, the process can take weeks to months. A well-structured career page and a transparent application process can significantly reduce time. Companies that rely on modern recruiting, such as AI-based tools or targeted social media sourcing, often have an advantage. Another tip: invest in quick and professional feedback to applicants to make the selection process more efficient.
Have you had difficulties finding suitable employees or filling vacancies in your company so far?
Then it is time to break new ground! As experts in digital recruiting and recruitment, we are happy to support and advise you. We offer innovative solutions for social media recruiting, competent recruitment by our experienced recruiters as well as professional and creative job advertisements, which we publish and distribute for you.
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The “recruit-employee” concept offers companies numerous advantages. It combines the personal network of employees with a targeted recruiting strategy that is authentic and cost-effective. But why is this method particularly helpful and what variants are there?
There are various models to successfully implement this method:
Recruiting in the medical sector refers to the targeted search, selection and hiring of healthcare professionals. These include doctors, nurses, medical professionals and specialists in medical technology. The increasing demand for qualified personnel makes recruitment in this sector particularly challenging. Specific requirements such as expertise, empathy and a high level of resilience require a targeted and often specialized recruitment process. Successful recruitment in the medical sector not only ensures the quality of care, but also strengthens the long-term growth and stability of healthcare facilities.
Effective medical technology marketing plays a central role in positioning companies in the healthcare market. Those who use the right strategies stand out from the competition and reach the desired target group in a targeted manner. Learn more about how innovative marketing can increase the visibility of your medical technology products — Click here for the article Medical Technology Marketing.
Staff recruitment comprises all steps that a company takes to attract qualified employees to open positions. This includes:
Needs analysis & job description
First, it is determined which qualifications, experience and soft skills are required for the position.
Selection of recruitment channels
Companies use various ways to search for personnel, including job portals, social networks, headhunters or internal recommendations.
Application process & pre-selection
Incoming applications are reviewed and suitable candidates are selected for an interview or assessment.
Interviews & selection process
Professional and personal suitability is checked in personal or virtual interviews. Depending on the position, tests or work samples may also be required.
Hiring & Onboarding
After signing the contract, onboarding follows in order to integrate the new employee into the company in the best possible way.
A structured recruitment process helps companies to attract suitable talent efficiently and successfully integrate them in the long term.
If you feel that our services are right for you - feel free to contact us. We are looking forward to a first & non-binding conversation with you!
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