Which possibilities actually seize Companys for recruiting and how can Employees of large companies effectively about vacancies beyond their own area of ​​activity? This Article takes a very critical look at this Perspektive on and illuminates the Implementation of these offers.

Career run via Facebook-Page

Career fanpage as an unannouncement of the year

Career-Fanpage should be as Term be voted silly word of the year. The suggestion that this is the case

Ultimately, however, there is more behind this word - and that's another exciting topic to think about on occasion.

uniebook is still medium number 1

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In this case, first of all, the well maintained Twitter channels of Otto and Technician health insurance referenced, which is also at Facebook maintain a good presence.

In addition to cross-references to other activities such as the trainee blog, there is also a colorful mix of informative content and different impressions from the company.

Missing structures as a problem

The question of poor handling is not just for the HR department Problem, but this is a fundamental problem of responsibilities and Competencies:

Too many companies are active in the social web and have not stored any corresponding structures and processes internally. This happens again and again, especially in the service area, which also includes activities that are independent of any platform clear.

Missing facebookpresence as a disadvantage?

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However, you have to restrict: Missing FacebookPresence does not have to be a disadvantage at all, as the companies may not have their focus there.

Of course, these channels must also be maintained, although it can be shown that a strong shift of activities to other platforms can be observed. Twitter is also strongly in the course here and increasingly Google + as an interaction platform is increasingly in the focus of companies.

280 Career-Fanpages in comparison

But what is the reason for this poor handling of social media activities? In the Stuttgarter, Jan Kirchner, managing director of the Hamburg digital agency Atenta, is quoted, who bases his statements on a study he carried out on over 280 fan pages.

To this I must say: studies are unfortunately only as good as the methodology behind it allows.

Unthinkable in reality, normal in the network

Accordingly, according to Kirchner, the Anxiety from doing something wrong, that companies limit themselves. In reality - as Kirchner explains using various examples - such a thing would be Behavior unthinkable.

In fact, the question of how to be addressed or addressed in the social web is a vexatious issue.

How or why communicate

Where one insists on the you, the other demands the you: so sometimes the can too decision for the impersonality to be beneficial to possible Set not to be pruned from the start.

At the same time, however, Kirchner limits the fact that it is less about the question of how and more about how Communication why go out.

Do visitors read the Nettiquette?

He is of course right, but ultimately must also be asked if the visitor of a fan page really clicks through a Nettiquette - and what channels channels without the possibility of depositing apps such as: Twitter is: The closure of the occurrence leads Kirchner namely as another Criticism.

The conclusion of the study is devastating, but moves many positive Developments in a wrong light: Job Search was the top topic on Twitter from December 23.12.2012, 07.01.2013 to January XNUMX, XNUMX and led the trend statistics for days.

The presence of a company in the social network depends strongly on the head behind it

This suggests that Candidate are increasingly relying less on traditional job search portals than on social networks. There were also some brilliant ones ideas Regarding the unsolicited application at the beginning of the year: The campaign by Christine Heller, aka Punktenfrau, is an example.

After all, the presence, the benefit for the company always depends on that Head behind it. In this respect, Kirchner sums it up correctly when he explains that when there is a change in the employee, the appearance always suffers – at least temporarily.

Set up your company on this market!

Ultimately, however, this neither diminishes the potential for companies nor is it a reason for Criticism, as there is a reduction in other appearances after the employee change.

In the future it will be as in all areas: align your company to this market! Creates structures and processes that work! Distribute competences new!


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