There is a lot of talk about employer branding and the candidate experience, but it is alarmingly often about the Candidates over. 3 books show how to do it better and on what HR really pay attention.

More than just quotes

“Oh no” is what you think when you hold it in your hands for the first time: “A collection of quotes.” It's usually not very inspiring.

In addition, the introduction seems to be a bit too long before it finally starts. And so should the topideas look, the top people in Companys attracts?

Really innovative ideas

But then you read ideas like these:

“When the weather is good, I want to work outside. Offer flexible workplaces that can be changed several times a day! Sometimes working standing, sometimes sitting, sometimes on the floor when it has to be particularly creative! ”

“Special offices for young people Mothers – with children’s play corners – where young mothers can work by the hour and the children can be close to their mothers.”

Creative crowdsourcing

And think: Probably this book with the 365 Ideas quotes from very different people is more creative and innovative than if an author had pulled out his shoe and / or given a frame to it.

Discounts for your success (advertising)!

Some ideas are simply ingenious and extraordinarily innovative. Others simply banal, profile neurotic (“Candidate should be picked up by the chauffeur”) or even petty “About: Company career sites should have a .job domain. Who cares?

Employer Branding: More than lips

However, will fast one clear: The people behind them are as diverse as the ideas.

And if companies want to address top people in the future, they would do well to deal with the individuality of their Employees too busy. They can do without lip service. Or to paraphrase the cabaret artist Erwin Pelzig:

"An image is what you need, that the others think that you are what you would like to be."

12 heads, 12 opinions

Because as the maker of the book, Axel Haitzer, so aptly writes: At the selectionWhich of the more than 1200 submitted ideas would ultimately make it into the book, there was none that the twelve-person selection committee was unanimous about Opinions was.

And it's just as individual with companies, employees and the selection of applicants. Scheme F simply does not work there.

How does Open Innovation work?

That's exactly why you shouldn't discard any of the ideas, no matter how impracticable they may seem at first glance, but think twice: Maybe it's exactly this one Innovation the strength that sets your company apart from other companies?

The extraordinary strength of this book lies in its creation - by Open Innovation, also called crowdsourcing. The ideas were collected in an idea lounge on, the best 365 was selected and collected in this book. 842 more are available for download - the password will be revealed in the book!

The secret KO -.- criteria of the personnel?

"There is no second chance for a first impression," it says. This also applies to job interviews that make many people tremble - even though there are countless advisors on the market.

A new book by two business journalists now promises to reveal the secret KO -.- criteria of the personnel. And you can win three copies of the book and discuss with the authors here!

All tabs drawn, but only cancellations?

In fact, many applicants are perfectly prepared for their job interview, know the most common questions and know how to answer theirs Power present optimally. Yet hardly anyone goes without one Anxiety into an interview.

No wonder, after all, depends on the outcome of the further life planning. You can be as professionally prepared as you are - the direct encounter with the HR specialist and his approach are difficult to assess for applicants. And even if that Application all Regulate of Art and one in Conversation has pulled out all the stops, that is by no means a guarantee for a commitment. Why?

Secret Tricks or Cold Coffee?

In “The Job Interview Cracker Book. Stay cool - Expertise show – know KO criteria. What HR managers would never reveal” Anne Jacoby and Florian Vollmers want to uncover the secret laws of a job interview, decode the codes of the most important questions and show how HR managers really tick.

It will be interesting to see whether the book really contains so much that is new: Anne Jacoby, born in 1969, is a freelance business journalist, author and ghostwriter. Co-author Florian Vollmers is also a freelance business journalist in Bremen. Both have been writing about applications for years, career entry, management etc.

What HR analysts say in an interview

However, you do not have your own practical experience as a HR manager - one would still wish for that as a background for an insider book. After all, Jacoby and Vollmers questioned HR and interview situations in the most diverse Industries analyzed.

And from this we drew a conclusion: Whether applicants score points in the interview often depends on secret KO criteria. With the right one Preparation can, the book promises, this code can be deciphered and treacherous conversations cracked.

Micro Learning: Application to go

Anyone who still sends an application by post today has almost lost. And the marital status actually still belongs in the Curriculum vitae? How does a letter of applicationthat sounds modern and lively, but still serious?

Sandra Gehde delivers with her application guide in micro-learningMethod Answers to the most important questions.

Here comes the application 2.0

Who be cover letter with "I hereby apply for the position ..." and sends his documents in a loose-leaf folder, he reveals himself to be a traditionalist - and nobody needs them anymore. Companies and businesses need employees who are up to date. On the one hand, there are people who work in the media and information sector, for example, and who show in an application that they can communicate confidently and up-to-date and have mastered the common tools.

On the other hand, there are also people who are top in their Job are, but struggle when writing applications because it is simply not one of their key qualifications. "Why should a mathematician excel in literature and why does a car mechatronics technician need to be able to produce a cover letter of epic length?" asks human resources manager Sandra Gehde. Today everyone should submit their application in their own Style allowed to write. The author shows how to do this in her guide.

With Micro Learning for an interesting application

Gehde explains how job opportunities are researched in the digital age and how an application is made appealing. What's special about her approach is that she uses the micro-learning method. The individual chapters are kept short and divided into small units. Visual elements relax the text and show examples. This method of dividing content into "micro" small units comes from the digital education field.

Because we don't focus on content for long and only ever have a limited amount of Background can save, chapters are designed to be short and as practical as possible. This is particularly helpful with an application guide, as every reader can answer the most important questions while skimming through and set their own reading priorities. An entertaining and practice-oriented application guide that shows how individual, attractive and interesting applications can be created in less than 15 minutes.

500 questions for the job interview

Job interviews play a crucial role in recruiting applicants. Accordingly, it is important to offer applicants in the job interview to ask the right questions. Arthur Schneider helps with his book.

With his work “Gaining the best employees with the best interview questions”, Schneider has delivered a practical compendium for personnel managers: The over 500 questions in this book have been formulated in such a way that they can be used directly in interviews.

I find the large selection, the clear structure, the wide range of questions and some really new and interesting approaches to questioning techniques and types of questions convincing. A separate chapter just with questions Executives goes in depth and offers interesting information, especially on social skills and management qualifications.

Comments on any question will help

Also helpful are the concrete interpretations in the form of comments on each question, which help to correctly interpret possible answers and to recognize what they reveal and also say indirectly - about the Personality, the qualification and career on the one hand and the truthfulness, qualities and credibility of the candidate on the other.

These comments reveal psychological issues, reveal backgrounds Sinn and purpose of questions or specify in which situations and with whom the application of a question is particularly recommended.

Successful interview techniques

In addition to this, you will be given practical experience in interview techniques, the behavior of candidates, tips on dealing with difficult candidates and more.

An overview of different types of questions is a further help, with the knowledge of these revealing techniques, even own questions can be asked with more security and formulated.

The CD-ROM with all questions and forms for individual selection allows the easy creation of a Frageliste for use in the interview and offers a useful value-added.

To create individual questions

So you can create a company specific form draw up, shorten, adapt and provide your own questions, all tailored to the individual needs is tailored. A few questions that are contained in a very similar form in several places are annoying.

The book is suitable for both executives and Recruiter. The excellent reviews of the book on Amazon and the fact that the 7th edition has already been published speak for themselves.

The detail that is often forgotten

Good manners and courtesy are out? Are you kidding me? Are you serious when you say that. Unfortunately, they are often forgotten during career planning. A new book shows what you should look out for.

Many to plan their start and subsequent career down to the last detail. What work experience do I have? What additional knowledge would be good? Which hobbies should I rather not list in my CV? Despite all the determination, one aspect is often overlooked: the Significance good manners for one's own Ascent.

How we dress, how we behave, what first impression we leave has a great influence on what we are expected to do and for what positions we seem suitable. Therefore, who knows the applicable rules of conduct in the profession - and confidently implemented in the advantage.

The Business Knigge for jacket and handbag

Clever that Carolin Lüdemann wrote her book “Der kleine Business-Knigge” in pocket format. The little guide fits in the inside pocket of the jacket and of course in the handbag too.

Take the booklet with you on the way to a job interview, a business lunch and maybe even the first date. In the bus or the subway simply read the most important rules for a serious, friendly appearance and then by sovereignty points. That's the promise of the mini-guide.

Decency is a career factor

Lüdemann summarizes the typical blunders that lead to businessEveryday life pave. Job interviews, dress code in the Office and correct greetings are on the program, for example.

It's not boring and certainly not antiquated. Because the “duz mentality” in German offices does not automatically override basic rules of decency. Flirt with the young colleague, too late for a customer meeting, in a World Cup jersey Meeting: Anyone who fills the list of their social deficits too quickly shouldn't complain about a career stop.

Safe through the talk

Particularly valuable is the booklet for applicants, who can even compensate for technical deficiencies if they are confident in their personal conversation. Who would have thought.

Conclusion: “The little business etiquette” is for Young Professionals a valuable style guide. If you want to climb the corporate ladder rung by rung, you have to master the 1×1 of good behavior.

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