{Replica} Why social media cannot work in online job boards: What do we actually need you for?


Work well, plant 500 trees! About us make the Working World more Human and Ecological, so we donate Revenue for Certified Afforestation. As Publisher Best of HR - Berufebilder .de® you can unique Book Concept, on Demand eCourses and News Service we share 15 years of Experience with our Customers (Samsung, Otto, State Institutions). By the Top 20-Blogger Simone Janson, referenced in ARD, ZEIT, WELT, Wikipedia .
Copyright: Artwork created by Simone Janson | Best of HR Berufebilder.de®

Job boards and social media are two different pairs of shoes. Of course, many HR put somehow on social media - but rather in personnel marketing. Because really, the interaction can not work. Remains are being sold off in job boards and recommenders are becoming blood-poor extras.

Evaluation by smartphone: hands tap on star systems


More knowledge - PDF download, eCourses or personal advice

Important note: This entry contains content and information that may be out of date, eg due to legal or statistical changes. Because it can still be helpful to get an overview of the topic, you can still find it here.


Here writes for you:

Simone Janson Simone JansonSimone Janson is publisher, German Top20 blogger and Consultant for HR communication.

Profile

This is how Jobbotschafter works

Recently one of my commentators drew my attention to a new job exchange, the Jobbotschafter. The concept: A job exchange based on the social media concept of the recommendation marketing.

Applicants register as normal and can then apply for jobs. Everything for free of course. Companies publish job offers. Only when she Casting check and be considered qualified, they pay for it.

What's New

And now comes what is new: Everyone can also register as a job ambassador. And then recommend jobs to his network. If an applicant joins the network, applying for a job posting at Jobbotschafter.de and being deemed qualified by the examining employer, you will receive a premium as a job ambassador per qualified application.

Tip: Text as PDF (please read the instructions!) or to this text complete eCourse Download. Actions or news via Newsletter!

In any case, money flows regardless of whether the applicant is now being recruited or not.

The problem with that ...

... has Markus Tandler in his readable posts (along with readable comments) already torn: "Self "more”Twitter accounts hardly manage to generate significant clicks (and probably even less qualified applicants) on the job advertisement…. In reality, hardly anyone will get rich, or even close to it…”

... is the offer

There are reasons for this, and they are practically inherent in the system. For one thing, it is the job of the job itself - quality as well as quality: every job market is a closed system and only has its own pool of vacancies. This is logical, but limits the choice for the applicant but arg.

And often in Jobbörsen just the remains are trampled, as Svenja Hofert has so beautifully written, thus the jobs, which internally no one wants to have. This restricts the qualified offer even further.

High potentials are not looking for job exchanges

The problem is that job exchanges for certain target groups such as high potentials no: This is also the way Eva Zils realized - and this is exactly where social media comes into play:

Tip: Text as PDF (please read the instructions!) or to this text complete eCourse Download. Actions or news via Newsletter!

“However, other ways are necessary for passively searching top people. For this difficult-to-reach target group, it makes sense, for example, to find the high potentials in your own company, to find out more about their personal offline or online network and to ask them to act as job ambassadors. Good idea and actually logical, because who can "sell" a vacancy and an employer better than your own employee.

Recommendation marketing lives from matching

But, and this too is inherent in the system, this only works on a voluntary basis: If an employee recommends a job, then it is because he knows the job and the potential candidate well and is convinced that both fit together. Therefore, this system is so successful.

And: Whoever recommends also uses his or her own reputation. I personally do not want to recommend anyone who I think "well, I am not so convinced of, but ..." To create a monetary incentive is the wrong way in my opinion, because one recommends rather without thinking about whether it could fit.

Absurd model

And that leads the whole model ad absurdum: Because the recommendation is then carried out only mechanically, without heart and soul. And the recommender is, to put it bluntly to say, to lifeless, blood-poor extras.

However, this matching does not work as often as people sometimes want it, and it can not be the same at all, as it is in the life of an ideal employee.

Tip: Text as PDF (please read the instructions!) or to this text complete eCourse Download. Actions or news via Newsletter!

Why do you need job exchanges?

And just in cases where it does not work, then you need job boards.

Or how Marcus makes a point in the commentary on the above article: “Vitamin B is still the best thing when it comes to getting a new job! And everyone is happy to recommend good joys to everyone, and even without monetary incentives - why a platform like job ambassador is needed is not entirely clear to me, because Facebook, XING, LinkedIn, and also the good old one eMail, or the phone is enough… ”

Why job exchanges and social media can not work

This is because it is simply two different systems: To a closed, the job exchanges, and an open, social media.

What can work, on the other hand, is when social media complements the closed sysem only: the employers' platform http://www.kununu.com/ makes the ME quite clever: It offers workers an independent platform in which they can quench whistleblows and their need for transparency in the company - just what Wikileaks has made so successful.

At the same time, they also cooperate with closed systems such as job chairs or, most recently, Xing, where members can call up employer ratings directly on the company profiles “PLUS” and “STANDARD”, which were submitted by current and former company members and applicants on kununu. Here social media brings an additional benefit, which is also accepted by the user.

Tip: Text as PDF (please read the instructions!) or to this text complete eCourse Download. Actions or news via Newsletter!


More knowledge - PDF download, eCourses or personal advice


Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save).

3,99 Book now


Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

19,99 Book now


Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

179,99 Book now


occupations pictures

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Data protection declaration / Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  1. Pingback: What career trends do we really need? Part 2: And again a new job market! | Berufebilder by Simone Janson

  2. Pingback: What career trends do we really need? Part 2: And again a new job market! | Berufebilder by Simone Janson

  3. Pingback: If job boards want to make a small competitor muzzling: Abgemahnt because of too much success | Berufebilder by Simone Janson

  4. lucky subjugate

    Why social media can not work in online journals Why ...: job boards and social media are two of the most popular ...

  5. GOLDEN ALLIGATOR INT

    Why social media can not work in online jacks For what ... Job Boards and Social Media ... #Socialmedia

  6. Advertisement

    Job exchanges superfluous? Why #Socialmedia in online job boards can not work / via @SimoneJanson @smarthopper

  7. Helge Weinberg

    RT @SimoneJanson Why Social Media Can not Work in Online Job Boards

  8. Pierre Witthus

    Many thanks for the great article and the confirmation of our business model. @SimoneJanson

  9. Marcus Fischer

    Why Socialmedia in online job exchanges can not work via @Simone Janson:

  10. Stefan Haase

    RT @SimoneJanson: Why Socialmedia can not work in online job exchanges: Why do we really need ...

  11. Christoph Athanas

    RT @SimoneJanson: Why Socialmedia can not work in online job exchanges: Why do we really need ...

  12. Simone Janson

    Why Socialmedia in online job exchanges can not work: Why do we really need ...

  13. Competencepartner

    Why Socialmedia can not work in online job exchanges: Why do we actually need job ... Commented on Twitter

Post a Comment

Your email address will not be published. Required fields are marked with * .

JaI would like to be regularly informed about the latest promotions & offers Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.