The 5 Best Books for HR Recruiting Employer Branding Marketing in Times of Social Media {Reading Tip}

Many books are now on the subject HR and Recruiting appeared in the age of digitization. 5 books read and selected for you.

The problem lies in the target group

The books on the subject

First of all there is Frank Bärmann's “Social Media in Personnel Management” and secondly “Recruiting in the Social Web”, edited by Bernd H. Rath and Sonja Salmen. The hard part of books like this is targeting them. Because generally such are IT-Books in guide format intended as an introduction to people who have not yet dealt with the subject very much.

And that's exactly where the dilemma begins: In the human resources area, these potential buyers are exactly the ones who actually don't have any Lust have to deal with the topic. On the other hand, those who read such a book are the people who are already familiar with it - and therefore expect something more than just an overview-type introduction. So did I.

Two books, one price

Both books are at the same price, both of them deal with the same topic and yet there are some fundamental differences: not only does the collection of Bernd H. Rath and Sonja Salmen cover almost 200 pages more than Frank Bärmann's book also far more opinions.

That makes the comparison almost a bit unfair, but Bärmann and the MITP publishing house have to put up with it because of the same price.

Smart examples, hardly any strategy

To Bärmann's book, Jannis Tsalikis has written a very readable review and discussed in his blog also with the author. The observations of Tsalikis coincide with mine:

The book covers the technical aspects of the topic, shows numerous practical examples with screenshots and explains the basic concepts of social media and personnel management.

What is missing, however, are more far-reaching strategic considerations, which of course are becoming more and more difficult to give, as the author himself says in his comment: You don't even know where to start. A Problemthat I know only too well from the seminar work.

20 authors, 20 opinions

Discounts for your success (advertising)!

After all, the collection “Recruiting in the Social Web” by Bernd H. Rath and Sonja Salmann also takes this aspect into account: In addition to the editors, 20 authors have contributed to considering the topic from different perspectives.

These include, for example Dr. Nico Rose, responsible for employer branding at Bertelsmann, or Martin Reti, social media manager at BRERA AG, with whom I recently discussed in the blog. And it is precisely from these practical experiences that comprehensive strategic considerations then find their way into the book:

Management models and Generation Y

This includes comprehensive explanations, for example on Generation Y and the War for Talents, as well as the basic ones Strategies based on the St. Gallen Management Model.

Aspects such as employer branding, talent relationship management, e-recruiting systems, but also legal aspects and social media guidlines are addressed. Each chapter is scientifically provided with detailed source information, which invite you to browse further.

Theory or practice?

There is no doubt that the book of Rath and Salmen has a quite different, more scientific claim, which is more suited to the more educated, more specialized target group.

However, the topic is rather on a theoretical level: I would like to get more personal insights into the daily recruiting-2.0 work from the authors, who come partly from the HR practice.

In the end, everyone has to decide for themselves what one can ultimately gain more from, whether from Frank Bärmann's highlights, practical examples or the systematic but theoretical treatises by Rath and Salmen decide. Personally I would prefer the volume by Rath and Salmen.

All Business is People Business

Despite Facebook and Co there is no way around a substantial network. And as is the case with nets, they have to be manufactured in detail. knot by knot. Peer Arne Böttcher has written good instructions for this. Relationship management is the ability to build long-term, trusting relationships. To customers, partners and, of course, to our own employees.

It's not primarily about Harmony, like Peer-Arne Böttcher in his management book “Hand on it” makes it clear right away, but about the Basics economic activity: “Marriages should be happy, but partnerships successfully, that's a big difference".

Good relationships are no coincidence

On the basis of his relationship pyramid, the author illustrates that good relationships in business are not mere coincidences, but are based on regularities. Ten chronological stages lead you from the foundation to the top.

Before the first friendly phone call, there is reflection and research: You forms first your businessSet and outline the profile of your fellow players (“Sometimes achieving success together simply means finding partners who share your own Projects support.").

Good preparation is everything

Then prepare yourself sufficiently for your counterpart. Xing, Google and maybe Facebook give you valuable clues as to who you will be dealing with in the future - even before you have exchanged a word with each other (“the zeroth impression”).

And then? Go purposefully, kindly to the People to (“A relationship must be built up analogously and then also maintained, otherwise it virtualizes itself”) with whom you work and, above all, personally.

Good contact brings 10 others

Of course you want something from them, but that's why you should be willing to give something. In advance. Not as a thank you. This is the basis of sustainable relationships and negotiation based on partnership. "If you let each other win, not just once, but on principle, then long-lasting and successful relationships can result."

Conclusion: “A good one Contact in the network adds ten others. On the other hand, a bad one drives away ten good ones – writes Peer-Arne Böttcher in his book “Hand it on” and explains to you in detail that there are none Art is to establish “good” contacts on a regular basis.

200 important key figures for human resources: just do not lose control!

Where have we achieved our educational goals and where have we missed them? What are the effects of demographic change on us? Let's measure social mediaCosts and successes accurate and transparent enough?

These are just a few Ask, which HR and managing directors again and again. Roger Polansky and André Hafner answer these and many more questions in their “Key Figures Manual for Human Resources”.

Purpose and goal of the HR key figure works

Key figures are rightly a popular control tool - also in human resources. They point to undesirable developments and make things easier Control and Planning, create a basis for decision-making with facts and figures, specify analyzes and are an indispensable instrument for cost control.

This book is based on the relevant HR key figures including analyzes, interpretations, code selection, reporting, data sources, key figure goals, application purposes and much more. Important key figures are illustrated with practical examples and often also provide for possible measures and analysis aids.

Compact and clear preparation

The book is suitable as a reference book for the fast reader as well as for HR practitioners, who would like to deepen themselves with the matter practice-oriented. The information is extremely compact, limited to the essentials, and has been specially prepared for action.

Numerous display boards summarize the essentials for HR practice on one page and thus make implementation in practice particularly easy. Illustration of the personnel reality in Companys, Tasks and focal points of controlling and prerequisites for efficient performance indicator systems are examples of background information that is also helpful.

200 Key figures for selection

from one selection From almost 200 key figures, the reader can put together his own individual "HR key figure menu" using a predefined criteria and selection grid.

A case example for the key figure introduction in companies, the overview boards and checklists and text modules for HR key figure reports have given me particular credit. Very true and too much of a belief in numbers, the authors are correct:

“They only fulfill their purpose if measures follow, key figures trigger actions and use of opportunities, stop undesirable developments and initiate corrections. If there is no willingness to act, key figures degenerate into an ineffective end in itself ”.

With many additional services as added value

The down-linkable additional services offer attractive additional services. These are all the work aids and templates from the book (decision aids, analysis sheets, test aids, code selection, text building blocks for reports and much more). An HR key figure sheet with several dozen key figures is a compact tool for automatically calculating and updating the most important key figures at all times.

Including HR cockpit as Excel tool

An HR controlling tool that has been worked out down to the last detail and can be used immediatelyVorlage for reporting serves as a template or suggestion as to how reporting can be structured, designed and constructed.

It is a detailed and layouted template with summaries of numbers, conclusions, overviews of measures and much more. The attractive and clear structured template enables successful presentations and reports that are well received and understood

The Excel files on the CD-ROM

To many of the key figures discussed in the book, there are also individual Excel files as a supplement, often with graphics, further evaluation possibilities, statistical additional information and more. Examples are the development fluctuation rate, presentation and adjustment efficiency, analysis of personnel search channels, development of wage costs on an annual basis, age structure in the company, personnel development by departments and many more.

This book convinced me in every respect. It offers what is really relevant and essential for practice, has a clear and reader-friendly structure, is up to date and together offers the reporting templates and Excel tools a convincing and high-quality added value that is second to none. The positive reader comments on Amazon speak for the book. An undoubtedly worthwhile one Investment!

Personal marketing in times of social media

Today it's about how companies have to position themselves to use Web 2.0. Not the thousandth book that explains how Web 2.0 is Communication changes. But the first that shows how companies have to change. So not one of the usual web 2.0 explanatory books, but one that is a decisive step further:

Because that much is already evident. Beyond the requirement for all companies to use the new communication channels, the challenge is to make the company receptive to the diverse signals of its customers. This requires “Heros”, say the really well-studded authors Josh Bernoff and Ted Schadler in their new book “Empowered”.

Heros asked

“Heros” are Highly Empowered and Resourceful Operatives. As inflated as the word monster is, behind it lies the correct insight that the Employees of a company must be encouraged to romp around in Web 2.0 and - that's the point - be put in a position, when it matters fast and act effectively.

Web 2.0 also means venting your anger. For complaints, until not too long ago, there was the Choice between an annoying hotline and the possibility of sending an e-mail (or a letter) to nirvana, angry customers today pull out their smartphones or laptops and trumpet their displeasure to everyone Welt out.

Drain steam with serious consequences

This has serious consequences for internal company processes. Because it is no longer the complaints department or the service that is the addressee, but the average 150 Facebookfriends of the customer (and friends of friends, etc.) and everyone who has ever used the product or the Company googles.

The two experts Josh Bernoff and Ted Schadler are therefore asking companies to extend their antennas. That means training employees and sending them online to look for possible negative to respond to posts quickly. And to speed up and spread positive posts further.

Influencer

There are Heros in every company. But they can't be heroes in every company. That is why in the first chapter of “Empowered” there is a short guide to the hero company (which processes are necessary, who are the right people for it, how to leave a long line without losing control ...).

But Bernoff and Schadler, who are very familiar with their work at Forrester Research and have good data available, go further. They show the heroes as they are among the millions of Facebookmembers and bloggers to find out what is relevant. And they show how to leave and generate positive impressions.

2.0 marketing begins after the purchase

For example, by realizing that customer service is an essential pillar of marketing and not a department in which you can become a world champion in saving money. Anyone who has ever strayed into a telecom waiting loop knows that even the most expensive TV spots do not help over this trauma.

Or by realizing that you don't just have to woo customers before they buy, but also after they make a purchase. For many companies, Facebook on the other hand, a troublemaker who can be removed from your neck with the help of a profile page.

Responsibility

Encouraging employees to roam the Internet in the interests of the company and to act quickly and independently when necessary naturally also involves dangers. That is why Josh Bernoff and Ted Schadler dedicate the third part of their book “Empowered” to this topic. This is also about a new understanding of working with the IT department.

Away from “safety first” towards “customer first”. And it's about developing a corporate culture in which employees dare, for example, to react quickly and unconventionally to a complaint. Or even start a new one Technology or trying out new processes.

There is another way

Conclusion: “Empowered” was written in 2010, which is why some numbers have long been out of date (for example, the number of apps has multiplied since then). Nevertheless, the book by Bernoff and Schadler is highly recommended!

Because companies still all too often see the new media as a disruption that can be addressed by setting up a Facebook-Activating the profile again. But “Empowered” shows that it's about something completely different. Namely about integrating the new media into the value creation process. And this not only requires new processes, but also a new culture.

Top books on the subject

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