Whether on your own corporate homepage, in print media or on different job boards, Companys use a variety of channels to get through Jobs potential Candidates to advertise. But is it really possible to find suitable candidates?

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The litter loss of job advertisements

Although the job advertisement is one of the oldest communication instruments and is still the most popular means of communication today, job advertisements often have a high degree of wastage, which means that there are no or a large number of unsuitable candidates apply.

But how do you search for the right candidates in a targeted manner? The Success of the job advertisement depends not only on the content and design, but also on the distribution media used and the legal framework.

Why job ads are important to the image

Before a job posting is published and published, it should be remembered that a job advertisement is more than just a means of communication for addressing potential candidates.

The job advertisement and its publication is the section in the recruiting process at which you as a company enter the direct for the first time Communication connect with potential candidates. In addition, the job advertisement also represents a general communication tool for external corporate communication, which has an impact on the corporate brand and image.

Targeted to address the right candidates

In order for your job advertisement to lead to the desired success, you should consider the previously named four factors individually and coordinate with each other. These factors are once again under review:

Caution AGG: Caution is better than forbearance

When formulating your job advertisements, observe the current guidelines of the AGG. This also applies to all subsequent communication templates. Be a little too petty in your phrasing as you make a mistake.

Such a mistake can cause a stir, which not only damages your image, but also high Costs entail. In addition to making sure your job ads are spotless, educate everyone Employeeswho attend job interviews to keep potential harm away.

Qualitative instead of quantitative range

Although the wide spread of job advertisements in the most diverse media channels entails a long reach, the quantitative reach does not guarantee the desired quality of the applications.

Especially medium-sized companies are increasingly using regional media or their own career page on the company's website, but this use of the media channels very much limits the potential target group and requires a targeted search by the candidate.

Spread job advertisements - but how?

Such limited distribution only appears useful, if the company has a strong focus on regional employees. However, this specification should be reconsidered in relation to the shortage of skilled workers. However, a wide spread across all media channels does not necessarily make more sense.

Even so, the desired quality is not guaranteed, but there are high costs.

Finding the right channels

As companies have already defined and enforced the desired requirements for potential candidates prior to publication of the job posting, it should be inferred from these requirements which media channels address the desired target group.

The media channels can vary greatly depending on the company level and area. That's why she should Strategy to be reconsidered and planned for distribution with each job advertisement.