Trainee Recruiting: 8 tips for successful job advertisements

The trainee shortage is on everyone's lips. While the number of first-year students is exploding, companies are desperately looking for trainees. 8 tips for traineesRecruiting.

8 tips for good job advertisements

The most important advertising medium in the occupation of training places is and will remain the job advertisement.

However, differ Jobs for trainees fundamentally different from those for graduates and professionals. 8 useful tips on what to consider when designing trainee job advertisements.

1. Concise and comprehensible writing

The most important distinguishing feature of prospective trainees: They are usually jung and inexperienced in dealing with job advertisements, job portals and career portals.

In contrast to experienced applicants, they still lack routine in dealing with job advertisements, so you should avoid listing requirements and limit yourself to the essential points. Beyond that, be very clear in the distinction between mandatory and optional criteria in order to avoid misunderstandings.

2. Authentic address

Typical advertising slogans are used by young people - as well as adults - fast see through Glossy images may impress visually, but theirs Effect is subconsciously weakened. The same applies to image videos.

Set your farm and the Vocational Training therefore possible authentic and don't overdo it. Choose a direct, emotional address – the “du” is definitely allowed here. However, the young people do not expect a “buddy”, but a person of respect. Therefore, do not try to copy youth jargon.

3. Do not overcharge the requirements

Job portals specializing in training provide candidates with filters that can be used to sort vacancies according to specific requirements, such as the desired school leaving certificate or even individual school achievements.

Such filters make precise searches easier, but they can also be very rigid. Once they are set, they are filtered out harshly. Therefore, think carefully about whether you are looking for high school graduates with a 2,0 or whether a high school diploma with a grade of 3,3 or a high school diploma with a grade of 1,7 is sufficient. If in doubt, set the requirements a little lower in order to have more potential Candidate to achieve.

4. Statements on remuneration during AND after training

Trainees want to know what they can expect financially - both during the training itself and afterwards. In addition to specific information on the training allowance, you should also provide the young people with information about the Orientation give:

Is the training allowance (or the later salary) e.g. above average, they should also mention that. Do you pay collective wages or more? This is also an important orientation point for the prospective trainees.

5. Don't forget the takeover rate

Training is “only” the first step in your professional life. It only really gets exciting after that. Understandably, young people want to know the conditions under which they are taken on.

Details can be found in job interview clear up. However, you should already make a first statement about the possibility of being taken on in your job advertisement. Most importantly, don't forget to mention if the acquisition explained it Objective of training - even if you take it for granted.

6. Mention additional services

The books on the subject (advertising)

Do you analyze that Behavior of young people when reading job advertisements, it is noticeable that they react positively to additional benefits and thus increase the likelihood of a job Application elevated. A special incentive for applicants is all forms of additional or further qualification. But also supposedly self-evident benefits, such as the free private use of the company laptop or the Internet and employee discounts, highlight your ad from others.

7. Allow multiple application types

For Companys with own Onlineapplication system, the online application is certainly the most attractive and convenient way of applying. As an employer, however, you should not limit yourself to just one form of application so as not to exclude potential applicants from the outset.

The most important advisors for young people are still the parents. And they could, for example, advise against an online application and recommend the good old postal application. It would be a pity if you applicants verlieren, just because they can't find a postal address. Even if your workload may be a little higher as a result: the number of incoming applications increases with every channel that you allow. Ideally, therefore, offer the three main forms of online, postal and eMail-Application to.

8. Descriptive title

Job boards usually have a search function. And this gives the title of your job advertisement a high priority, which decides whether and by which applicants you will be found. If you name your ad now, for example, "Bank Clerk Munich", you run the risk that trained apprentices will also notice your ad.

Job boards specializing in training positions have this Problem not, but often work with job search engines. Very few special job exchanges are able to ignore imprecise titles and still display meaningful results. Therefore, always name your ad specifically with the key keywords, for example “Apprenticeship as a bank clerk (m/f) Munich 2016”.

Conclusion: There is no panacea

Ultimately, of course, there is no patent recipe for addressing all potential applicants equally. With those mentioned Tricks and tricks but you get a set of tools to the Hand, which can help you with the further development of your advertisements and thus gradually increase the success rate in the area of ​​your trainee recruitment.

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