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      1 Marketing: As a marketing specialist, a recruiter knows his target group exactly and knows how to inspire them. He has the employer brand and communication with the candidates under control and names the USPs. For example, he knows what is important to the candidate, because requests such as work-life balance (86 percent) must be addressed. For example, around 77 percent of candidates use Internet job boards to find a job. But passive candidates in particular must first be given the idea of ​​changing jobs. The recruiter of tomorrow markets his company like a marketing manager his product! He ensures that the company delivers what it promises. After all, four out of ten candidates have already rejected a job offer because the promised working conditions did not match the advertised values.

      2 Performance: As a performance manager, the recruiter of the future remains a close watch on the candidates and always has an eye on where candidates are looking for vacancies. Around 77 percent of the candidates use internet job exchanges for job search, for example. But just passive candidates must first be brought to the idea to change the job. Here, knowledge in search engine optimization (SEO) and advertising (SEM) is becoming increasingly important. And the recruiter must now also take care of traffic, visits and page views.

      3 networks: Tomorrow's recruiter is “socialized” and networks with promising contacts. Career networks, in particular, are used by candidates with many years of professional experience at almost 44 percent more frequently for active searches than, for example, the company websites at 39 percent. The following applies here: only those who knot can catch something.

      4 Social Media: The social media manager is active on social channels such as Facebook and knows its immense importance, especially in the younger generation. Here the job display of the future, properly getargeted, belongs. Actually, it is clear to everyone: two-thirds of companies say that social media recruiting is important to address millennials. However, only 27 percent of the top 1.000 companies have a social media strategy in personnel procurement.

      5 Mobile Media: The mobile expert is aware that the need for job searches via smartphone is growing not only in the case of newcomers, but also in the older generation. Approximately six out of ten candidates find companies from job vacancies a great solution for their job search. Although 72 percent of Top 1.000 companies say that the increasing use of mobile devices has a great impact on recruitment, more than half (54 percent) does not yet offer mobile recruiting. If you want to win talents, then make the websites mobile-friendly and bring the apps on the forefront. This is also about technical know-how.