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Job Search with Social Media: Time Savings or Waste of Time?

Networking on social media channels such as Twitter or Facebook is seen by many as a waste of time - leisure time perhaps, but job search? Certainly not. But are the traditional ways of finding a job more efficient these days?

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Job Search on the Web: Infidel Amazement

I always like to write about job hunting with social media or give lectures. And quite often the reaction is incredulous to horrified: that, many say, is too time-consuming and cumbersome.

At a lecture at a German university, economics students sat in front of me with their arms crossed and said that blogging is certainly a nice tool for journalists, but for them it is a pure waste of time. And the editor of a large German newspaper recently asked me during an interview: "Isn't it a bit like looking from behind with your chest in the eye?"

Which job search method really saves time?

And what do I say? Always the same: Of course it's time-consuming. But are traditional job search methods more efficient and beneficial? To understand that, you may have to go further. Traditional job search methods work this way: You see a job advertisement that you think would fit and compete with you in terms of skills, soft skills, and so on. At first glance, it also looks like a purposeful act.

On the other hand, looking for a job using social media or referral marketing is much less goal-oriented and at first sight seems to have more to do with luck and chance. Although you can also look for Twitter, Xing or LinkedIn for job offers, but real networking works this way: You know someone who knows someone who knows someone - and who has a job. After much stress, keep the whole contacts running and in the end still terribly vague - because you never know, which one of the many contacts that one cultivates so, then also leads to the desired result.

Job Search in Social Media: Poor planable, but works

And that's where the mistake of thinking lies: If you're networking properly, you do not have to worry about something like that. Then things happen more or less by themselves. I regularly experience blogging, where people come to me, for example, via Google or via a recommendation, because they have been looking for something specific. Or when I meet someone who appeals to me for a blog post he recently read - and turns it into an interesting dialogue and, ultimately, good cooperation.

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Of course, this is difficult to plan, even if social media prophets and search engine optimizers would like to lead you to believe. Well, I can make sure that my own blog is as high up on Google as possible, or I can make it as big as possible Network have. I can't plan who is looking for exactly what the next day. However, it is precisely this randomness that often leads to surprising results - serendipity. In fact, my economics students also had to admit to detailed inquiries: Most jobs are given through contacts. And what's more: Some jobs are practically created when people talk about topics and then have ideas for new jobs during a conversation - this is what happened at, for example Regine Heidornwho finds 75% of her jobs on Twitter - including jobs she would never have dreamed of. Actually, the ideal form of looking for a job: A job that is tailored directly to the people and their personality and ability - and not vice versa.

Job Search with Job Advertisements: Pseudo-planning that works badly

So why do people no longer dare to rely on these coincidences? Because they still believe that Company Those who advertise their positions would have thought carefully about what they were looking for and you just had to apply - that's it. And then wonder why they get 50 rejections and more, which makes the whole application process ineffective and nerve-wracking. Because in fact, many companies are not at all clearwhat exactly they are looking for - that is exactly why there are often incomprehensible phrases in job advertisements into which one can interpret everything and nothing.

Lateral thinker and best of HR -® author Axel Haitzer shows what a job advertisement could look like, with which absolutely suitable applicants are found: Namely the example of the Antarctic explorer Sir Ernest Henry Shackleton, of 1900 men for a dangerous journey against low Payment searched with an uncertain outcome - and also found: Allegedly, he is said to have received more than 4000 applications. If Shackleton had formulated a vague advertisement based on today's model, Haitzer concludes, a number of unsuitable candidates would certainly have applied - and Sir Ernest Shackleton would have wasted time and money in recruiting or even endangered the success of his expedition.

Modern application error vs. Networking

But unfortunately plain text is not that easy - that's what they have Best of HR –®Authors and journalists Florian Vollmers and Anne Jacoby found out about the secret KO criteria of personnel when researching their job interviewer's book: Many who are looking for a job actually a man or a woman or applicants in a certain age (and in the end also do not say that before, let alone write it in the job ad.

Reason for that, according to Vollmers that General Equal Treatment Act, which is supposed to protect applicants from discrimination, but at the end often ensures that only vague information about what you are actually looking for exactly. And those who do not belong in the right target group, waste their time with the free of charge Casting, And the company also wastes a lot of time because it first has to sort out the many unsuitable applicants.

Is it not much more sensible to build up a suitable network and then to look for exactly the right job with precisely matching contacts?

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4 responses to "Job search with social media: time savings or waste of time? I"

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