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

This is how Jobbotschafter works

Recently one of my commenters put me on a new job board I aufmerksam made, the job ambassador. The Concept included: A job exchange that is based on the social media concept of recommendation marketing.

The Candidate register as normal and can then apply for jobs. All free of course. Companys publish job offers. Only when they Application check and be considered qualified, they pay for it.

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And now comes what's new: anyone can also register as a job ambassador. And then be on jobs Network recommend. If an applicant registers from the network, i.e. applies for a job message at Jobbotschafter.de and is found to be qualified by the examining employer, you as a job ambassador will receive a bonus for each qualified application.

Money flows in any case, by the way, regardless of whether the applicant is hired 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

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There are reasons for this, and they are practically inherent in the system: on the one hand, it is due to the vacancies themselves - quantity and quality: Because every job exchange is a closed one System and now only has its own pool of job offers. This is logical, but restricts the applicant selection but badly.

And often just the leftovers are sold off in job exchanges, as Svenja Hofert wrote so beautifully, i.e. the jobs that per product nobody wants internally. This limits the qualified offer even further.

High potentials don't look to job boards

The Problemthat job exchanges for specific 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:

“However, with passively searching top people there are others ways necessary. For that hard-to-reach demographic, it is useful, for example to find the high potentials in your own company, find out more about their personal offline or online network and ask them to act as job ambassadors. Good Idea and actually logical, because who can better a vacancy and an employer “merchandise” than your own Employees. "

Recommendation marketing lives from matching

But, and this is also inherent in the system, it only works on a voluntary basis: if an employee recommends a job, it is because they know the job and the potential applicant well and are convinced that both are a good match. That's why this system is like this successfully.

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.

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 of all when it comes to getting a new job! And with good friends, everyone is happy to recommend a good job offer, and that without monetary incentives - why a platform like job ambassadors is needed for this 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.


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