For the past six years, the Jobilla EDU Event has been a must-attend platform for Finnish HR and recruitment professionals in Helsinki, Finland, and now for the first time in Berlin, Germany.

As part of its first edition, Jobilla Germany’s EDU Event brought HR and recruiting professionals from various industries together for a day of learning, networking, and discussing the latest recruiting trends at Berlin's Waldorf Astoria Hotel.

Jobilla Customer Success Manager Sabrina Schmitt moderated the event. Key-Account Manager Fabi Lebski discussed the "War for Talent - Overcoming the Challenges in Recruiting", Sales Team Manager Josephine Mai addressed "The Demands of Generation Z", and COO Pekka Nebelung spoke about "The Evolution of Recruiting".

I Want You

Key-Account Manager Fabi Lebski spoke about one of the most successful and iconic recruiting campaigns the world has ever witnessed when presenting The War for Talent - Overcoming the Challenges in Recruiting. Mr. Lebski pointed out that the shortage of talent is not the problem, but the misplacement of skilled workers in the wrong companies, this is where the real battle begins, how to attract the right talent to your business or organization.



To attract the best candidates, companies should start their recruiting campaigns with a why followed by how and what, as the United States Army did

The U.S. Army’s recruiting poster, which depicts a commanding Uncle Sam pointing his finger at the viewer and urging young men to enlist in the war effort, with its unforgettable call to action,
is one of the most successful recruiting campaigns in history. By the war's end, four million men had served in the United States Army. Mr. Lebski used this iconic campaign to explain how companies and organizations could apply the same concept to their recruiting campaigns.

Generation Z, the newest generation, is entering the labor market.

By 2025, Generation Z is expected to make up 27 percent of the world's workforce and accounts for 30 percent of the world's population. We may see the future of work evolve further as employers seek to entice and retain Generation Z.

As Generation Z enters the workforce, Sales Team Manager Josephine Mai explained what they want from their careers and employers.

Generation Z is an important talent pool, it is the future of your company. You need to understand and meet their expectations, which differ from other generations. Even though everyone wants good work and decent pay and conditions, Gen Z does have some key differences from their predecessors – Millennials, Generation X, and Baby Boomers.



Generation Z is confident, tolerant, and realistic

As the first digital generation, Generation Z has no recollection of a world without the internet. They are known as digital natives who are confident, tolerant, and ambitious. Generation Z prioritizes jobs where they can broaden their talents and expand their skills. They value work-life balance, remote working, and flexible leave as their top priorities when looking for a job.

In addition to caring about the environment and having high ethical standards, Gen Z wants its employer to be diverse and inclusive. Employers will have to change their hiring, development, and retention strategies to foster personal growth of their employees.

The Evolution of Recruiting

A historical journey into the evolution of recruiting was provided by Jobilla COO Pekka Nebelung.

The Recruitment industry has evolved from the marketplace to the newspaper and finally to the internet.

In the days of the marketplace, when a job posting was advertised, nobody knew who saw the ad, no one knew if the ad was interesting or if it was a waste of time, and the people who were able to see it were the passersby. During that time you could only measure communication and recruitment, not the reach, interest, or establish contact.

With newspapers the same thing happened, when a job posting was advertised, nobody knew who saw the ad, no one knew if the ad was interesting or a waste of time, and only the people who bought or subscribed to the newspaper saw the ad. In this case, the same applies as in the marketplace, only communication and recruitment were measured, not the reach, interest, or established contact.

With the advent of the internet, things changed. We know who saw the ad,
we know if the ad was interesting, that there is hardly any waste, and you can decide who can see the ad. Here we can measure reach, interest, contact establishment, communication, and recruitment.



Measurement is a fundamental building block for improving things from all perspectives

In recruitment, we can now measure the reach, awake interest, establishing contact, the number of candidates, the first contact with a candidate, the first and second meeting, the offer, the recruitment or hire, and the integration and the API’s.

What can we improve together on a daily basis?

The future of recruitment needs to be able to measure the first contact between a candidate and a recruiter, the first and second meetings between the candidate and recruiter, the offer, and the recruitment or hire.

When asked by an audience member how he began his career at Jobilla Mr. Nebelung said “One night, five years ago, I saw a Jobilla recruiting campaign on Facebook looking for salespeople, I did a test to see if I could be a good salesperson, and the next morning, Jobilla’s founder called me. It was that easy, really”.

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