Four Questions for HeyJobs

WHU alumnus Marius Jeuck answers five questions about his start-up company "HeyJobs" and about founding a company.

1) The shortage of skilled workers has Germany firmly in its grip. Where do you start with HeyJobs to solve this problem?

The basic problem is to bring together skilled workers and companies: traditional job exchanges no longer work because many are already in employment and are not actively looking for a new job. HeyJobs uses a self-learning algorithm to address passive candidates exactly where they are: In the social media. For this purpose, clients place job advertisements with us on over 1,000 relevant pages, which represents an enormous reach. In addition, job seekers actively find the job offers as premium ads on all relevant job portals. To this end, we offer selection questions that every applicant must answer online in advance, thus ensuring the quality of the applications.

2) How can data-based recruiting contribute to less discrimination in the job market?

If a company only looks at the qualifications of the applicant, the recruiter is not distracted by personal data such as pictures, origin or age. In order to evaluate a good applicant, the first step is to look at his or her experience and professional knowledge, the personal fit can be done afterwards. An application without a cover letter or CV is one way to get to know the applicant and his or her qualifications before learning about age, skin colour or origin, but even if a cover letter and CV are available, it is up to each company to actively fight discrimination. At HeyJobs, for example, we employ 30 different nationalities, have a female share of 43% (34% female managers) and a large LGBT community. Diversity is one of the most important elements in our corporate culture. Internalizing this and implementing it in recruiting is the only sure way to eliminate discrimination.

3) How do you think the job market in Germany will change in the next 10 years?

Due to the demographic development, the demand for skilled workers will continue to increase. In 2030, only about 40 million workers will be available on the labor market, 6 million less than today. Traditional recruiting measures such as newspaper advertisements or job exchanges already fail to attract the necessary applicants. In addition, applicant behavior is also changing: Already today 76% of candidates* prefer to apply via mobile phone. However, only a few companies and platforms offer the possibility of a smooth application via mobile devices so far. Digitalisation will and must take up a growing space in recruiting in order to close this gap. In the future, finding employees will be predominantly digital and automated, and technologies like ours will play a central role.

4) If you were to give young founders or people interested in founding a business just one tip: What would you advise them to do?

Just start, the rest will follow. 

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