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By Catherine Antonia Heder (More) • Last updated on October 18.03.2013, XNUMX • First published on 18.03.2013/XNUMX/XNUMX • So far 4926 readers, 1140 social media shares Likes & Reviews (5 / 5) • Read & write comments
Which possibilities actually seize Company for recruiting and how can Employees of large companies effectively about vacancies beyond their own area of activity? This Article takes a very critical look at this Perspektive on and illuminates the Implementation of these offers.
Career-Fanpage should be as Term be voted silly word of the year. The suggestion that this is the case
Ultimately, however, there is more behind this word - and that's another exciting topic to think about on occasion.
In this case, first of all, the well maintained Twitter channels of Otto and Technician health insurance referenced, which is also at Facebook maintain a good presence.
In addition to cross-references to other activities such as the trainee blog, there is also a colorful mix of informative content and different impressions from the company.
The question of poor handling is not just for the HR department Problem, but this is a fundamental problem of responsibilities and Competencies:
Too many companies are active in the social web and have not stored any corresponding structures and processes internally. This happens again and again, especially in the service area, which also includes activities that are independent of any platform clear.
However, you have to restrict: Missing FacebookPresence does not have to be a disadvantage at all, as the companies may not have their focus there.
Of course, these channels must also be maintained, although it can be shown that a strong shift of activities to other platforms can be observed. Twitter is also strongly in the course here and increasingly Google + as an interaction platform is increasingly in the focus of companies.
But what is the reason for this poor handling of social media activities? In the Stuttgarter, Jan Kirchner, managing director of the Hamburg digital agency Atenta, is quoted, who bases his statements on a study he carried out on over 280 fan pages.
To this I must say: studies are unfortunately only as good as the methodology behind it allows.
Accordingly, according to Kirchner, the Anxiety from doing something wrong, that companies limit themselves. In reality - as Kirchner explains using various examples - such a thing would be Behavior unthinkable.
In fact, the question of how to be addressed or addressed in the social web is a vexatious issue.
Where one insists on the you, the other demands the you: so sometimes the can too decision for the impersonality to be beneficial to possible Set not to be pruned from the start.
At the same time, however, Kirchner limits the fact that it is less about the question of how and more about how Communication why go out.
He is of course right, but ultimately must also be asked if the visitor of a fan page really clicks through a Nettiquette - and what channels channels without the possibility of depositing apps such as: Twitter is: The closure of the occurrence leads Kirchner namely as another Criticism.
The conclusion of the study is devastating, but moves many positive Developments in a wrong light: Job Search was the top topic on Twitter from December 23.12.2012, 07.01.2013 to January XNUMX, XNUMX and led the trend statistics for days.
This suggests that Candidate are increasingly relying less on traditional job search portals than on social networks. There were also some brilliant ones ideas Regarding the unsolicited application at the beginning of the year: The campaign by Christine Heller, aka Punktenfrau, is an example.
After all, the presence, the benefit for the company always depends on that Head behind it. In this respect, Kirchner sums it up correctly when he explains that when there is a change in the employee, the appearance always suffers – at least temporarily.
Ultimately, however, this neither diminishes the potential for companies nor is it a reason for Criticism, as there is a reduction in other appearances after the employee change.
In the future it will be as in all areas: align your company to this market! Creates structures and processes that work! Distribute competences new!
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Katharina Heder is a digital media manager and consultant. After studying German, Heder trained as a new media manager with a focus on sports and completed a degree in business administration with a specialization in online communication. She advises companies on strategic communication in social networks as an expression of part to understand one's own business model. At the same time, she uses social media strategies to develop new business models. Katharina is interested in the subject of training and further education for social media managers when she is not following various sports. You can also find more articles from her on the SocialMedia blog. Her portfolio can also be found on Torial. More information at frauheder.de All texts by Katharina Antonia Heder.
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