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By Simone Janson (More) • Last updated on October 25.06.2014, XNUMX • First published on 25.06.2014/XNUMX/XNUMX • So far 4823 readers, 1687 social media shares Likes & Reviews (5 / 5) • Read & write comments
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 Company to win?
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.
On best of HR - Berufebilder.de® we just recently had a nice discussion about ithow to get applicants ideally im job interview appeals.
HR recommendedAdviser Henrik Zaborewski in a detailed commentary to give preference to the non-binding network idea:
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.
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.
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:
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.
Simone Janson is publisher, Consultant and one of the 10 most important German bloggers Blogger Relevance Index. She is also head of the Institute's job pictures Yourweb, with which she donates money for sustainable projects. According to ZEIT owns her trademarked blog Best of HR – Berufebilder.de® to the most important blogs for careers, professions and the world of work. More about her im Career. All texts by Simone Janson.
RT @SimoneJanson: Study shows where companies should place job advertisements: Effectively attract applicants -
Study shows where companies should place job advertisements: Effectively attract applicants: In ... #Profession #Education
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