In the jungle of job markets, many can Recruiter whole fast get dizzy, but at least he has the agony of Choice: Where and how does he switch his Jobs for the ablest and fittest Candidate to be Companys to win?

Effectively attracting applicants: This is how companies should place job advertisements {Trend! Study}
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The agony of choice

There are approx. 1.8oo Online-Job exchanges – such for all sorts Industries, regions and career levels and those that specifically serve only one of these segments.

There are also print media, ie printed newspapers and magazines with job advertisements. And there are media like the radio that you do not think at first glance, but it can also be very effective.

Is the non-binding network idea better?

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On best of HR - Berufebilder.de® we just recently had a nice discussion about ithow to get applicants ideally im job interview appeals.

HR consultant Henrik Zaborewski recommended in a detailed commentary that preference should be given to non-binding network thinking:

If we understand application not as a process, but as getting to know each other, we come a step further. And getting to know me can mean, as an applicant, I've talked to potential new colleagues (or thought the other way round, of course). In a non-binding exchange without a specific application, openness is much easier.

Are job advertisements out?

Marcus K. Reif, Head, prepared something similar on June 5th Recruiting and Employer Branding at Ernst und Young, said at the Social Media Personnel Marketing Conference (SMPC) in Hamm organized by humancaps media, Westpress and WundV Job-Network.

After Reifs Opinions job advertisements are just as out as recruiters who are only after Curriculum vitae and give testimony. The Future, said Reif in his SMPCLecture, looks different: namely precisely in such a way that employer and employee are in constant exchange with each other. classic Social Recruiting just.

Study shows which job advertisements are particularly effective

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So, in the future, will we leave the job advertisements altogether? For anyone unfamiliar with this Solution can or want to make friends, the media performance test of the personnel marketing agency Westpress, which is also presented at the SMPC, offers a remedy.

Westpress switched a total of 270 job ads, including 46 in print media, and received 4.003 applications. The result was as follows:

What counts is quality rather than quantity

Most applications, namely 1.069, came via stepstone.de. But the test also shows that companies are less interested in the sheer number of applications than in the quality of a job Application is crucial.

Sample job posting manager Marketing and sales: Here at stepstone.de an average of 12,86 applications had to be viewed in order to find a suitable application, at FAZ / FAS / fazjob.net only 2,04. Print and specialist media have achieved better results for companies, especially for positions with higher qualifications.


Top books on the subject

9783965964860

 9783965964389

 9783965961883

 9783965965140

 9783965963641

 9783965965522

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