{"id":8827,"date":"2025-05-22T20:35:41","date_gmt":"2025-05-22T18:35:41","guid":{"rendered":"https:\/\/jobanizer.com\/what-hr-managers-need-today-for-better-intake\/"},"modified":"2025-05-22T20:35:41","modified_gmt":"2025-05-22T18:35:41","slug":"what-hr-managers-need-today-for-better-intake","status":"publish","type":"post","link":"https:\/\/jobanizer.com\/en\/what-hr-managers-need-today-for-better-intake\/","title":{"rendered":"WHAT HR MANAGERS NEED TODAY FOR BETTER INTAKE"},"content":{"rendered":"\t\t
\n\t\t\t\t
\n\t\t\t\t\t
\n\t\t
\n\t\t
\n\t\t
\n\t\t
\n\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

WHAT HR MANAGERS NEED TODAY FOR BETTER INTAKE<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

The way in which candidates get to know an organization is changing.

HR managers are faced with the challenge of not only achieving a sufficient influx of candidates, but also retaining the right candidates permanently.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

\n\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Research<\/a> among more than 150 participants shows that a hybrid approach in recruitment is becoming increasingly important.<\/p>

It is no longer a choice between digital or in person; candidates expect a combination of both.<\/p>

A strong digital first impression is essential:<\/p>

– Accessible job postings.
– Visual mood impressions of the workplace.
– Opportunities for approachable digital interaction, such as an introductory chat or online video interview, possibly anonymously.<\/p>

But digital alone is not enough. After the first digital step, candidates quickly want real human interaction: <\/p>

– Personal interview with on-site tour.
– Honest conversations about culture and team dynamics.<\/p>

This hybrid approach combines speed and accessibility with emotional connection and trust. Organizations that invest in this approach notice that they attract more and better applicants, and that the influx of candidates increases in quality. In a tight labor market where candidates have ample freedom of choice, the way you welcome them both digitally and personally makes all the difference. <\/p>

The full report detailing these insights is available upon request. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tSend me this report<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Upon request, we also offer inspiration and innovation workshops<\/a> in which we work with HR teams to see how to effectively design a hybrid recruitment strategy.<\/p>

In addition, organizations can use the Candidate Experience Scan<\/a>, which examines how the balance between digital and personal is perceived in the application process.<\/p>

Good intake today starts with providing an experience that is fast, personal and authentic at the same time.<\/p>

#hybridwork #candidate experience #recruitment #employerbranding #HRtrends<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

WHAT HR MANAGERS NEED TODAY FOR BETTER INTAKE The way in which candidates get to know an organization is changing. HR managers are faced with the challenge of not only achieving a sufficient influx of candidates, but also retaining the right candidates permanently. Research among more than 150 participants shows that a hybrid approach in […]<\/p>\n","protected":false},"author":9,"featured_media":8810,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","footnotes":""},"categories":[38],"tags":[],"class_list":["post-8827","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-research"],"_links":{"self":[{"href":"https:\/\/jobanizer.com\/en\/wp-json\/wp\/v2\/posts\/8827","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/jobanizer.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/jobanizer.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/jobanizer.com\/en\/wp-json\/wp\/v2\/users\/9"}],"replies":[{"embeddable":true,"href":"https:\/\/jobanizer.com\/en\/wp-json\/wp\/v2\/comments?post=8827"}],"version-history":[{"count":1,"href":"https:\/\/jobanizer.com\/en\/wp-json\/wp\/v2\/posts\/8827\/revisions"}],"predecessor-version":[{"id":8828,"href":"https:\/\/jobanizer.com\/en\/wp-json\/wp\/v2\/posts\/8827\/revisions\/8828"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/jobanizer.com\/en\/wp-json\/wp\/v2\/media\/8810"}],"wp:attachment":[{"href":"https:\/\/jobanizer.com\/en\/wp-json\/wp\/v2\/media?parent=8827"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/jobanizer.com\/en\/wp-json\/wp\/v2\/categories?post=8827"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/jobanizer.com\/en\/wp-json\/wp\/v2\/tags?post=8827"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}