More success stories?
Shop & Newsletter offer you:
For their successful, good life Information you really need: Government-funded publisher, awarded the Global Business Award as Publisher of the Year: Books, Shops, eCourses, data-driven AI-Services. Print and online publications as well as the latest technology go hand in hand - with over 20 years of experience, partners like this Federal Ministry of Education, customers like Samsung, DELL, Telekom or universities. behind it Simone Janson, German Top 10 blogger, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia.
Disclosure & Copyright: Our articles are written and edited by humans, and in some cases like this, we use the assistance of artificial intelligence to optimize texts. Image material created as part of a free cooperation with Shutterstock.
By Simone Janson (More) • Last updated on October 26.01.2024, XNUMX • First published on 25.02.2016/XNUMX/XNUMX • So far 6376 readers, 2679 social media shares Likes & Reviews (5 / 5) • Read & write comments
When Candidate when they look for jobs in the job markets, they are often frustrated. Despite a growing number of vacancies, the selection in need of really good jobs. But that is mainly due to the nature of the positions.
The most searched are consultants with often 100% traveling, 2.500 such places there alone at Monster.de. Many positions are limited. Others have requirements that hardly anyone can meet. Dreamjobs are rare.
And for the reason: The jobs in the job boards are usually jobs for which no one else has found. In other words, these are jobs with small or larger stigma. Unlimited willingness to travel is one such, at least for anyone who has spent two years in hotels - but also poor pay, time limit or bad working environment.
There are good reasons why many job exchanges only sell off the remainder of the job selection. We present the 5 most important reasons.
One of the main reasons why job boards often only offer jobs that nobody wants is unsatisfactory compensation packages. CompanysCompanies looking to recruit may not offer competitive salaries or benefits, which can make it difficult to attract top talent.
When job seekers review potential employment opportunities, they look not only at the type of work, but also at the compensation and benefits they will receive. If a company doesn't offer a competitive package, it can be difficult to find highly qualified Candidates to attract people who may have more attractive job options elsewhere. Employers must consider these factors and develop compensation packages that are consistent with industry standards and employee expectations Employees to attract the desired talent.
In each Industry Job descriptions play a crucial role in attracting and retaining talent. However, many companies fail to recognize the importance of writing an attractive job description, and instead rely on generic, uninspiring language that doesn't resonate with potential candidates.
Unattractive job descriptions that are riddled with technical jargon or lack detail not only result in the right talent not being found, but also contribute to a host of others Problems in recruitment, such as B. longer waiting times and higher turnover rates. As a result, companies that continue to rely on these ineffective job descriptions often end up with a pool of unenthusiastic candidates who will leave the company at the first opportunity. It's important that companies recognize the importance of compelling job descriptions draw up, which capture the interest of top talent and highlight the unique aspects of each position to attract the right candidates.
One reason why job boards often offer jobs that are difficult to fill is the problem of unclear career paths. In some industries there is a lack of defined career paths, so that for Young Professionals it is more difficult to navigate the field and understand what opportunities for growth and advancement exist. This uncertainty can lead to a lack of interest in certain positions, leading to the position being advertised on job boards for a long time.
Employers need to work to create clearer career paths for their employees and ways to effectively match potential candidates. Not only will this attract talent, but it will also improve loyalty to the company and a stronger sense of professionalism Ascent support financially. It is important that employers prioritize creating a supportive and clear career development plan for employees as this can increase job satisfaction and ultimately benefit the company as a whole.
When it comes to job boards, the quality of those available can be Jobs be very different. A common problem is that they often offer uncompetitive services. Often perceived as poorly paid or undesirable, these jobs are often the result of a lack of demand and oversupply in the market. As a result, job boards may struggle to attract more desirable vacancies, leaving a surplus of unattractive options.
This can give the impression that job boards are just leftover offers merchandise, ultimately damaging their reputation and making them less attractive to job seekers. To combat this problem, job boards must work to partner with and attract more competitive employers. At the same time, they must provide support to improve the quality and attractiveness of the offers they offer.
An unattractive work environment can have a significant impact on employee job satisfaction and Workplace make it less attractive. The quality of the job can affect productivity creativity and affect the general well-being of employees, and a negative Working environment can result in a high turnover rate. There are various reasons why an office space cannot be inviting, e.g. B. a lack of natural light or inadequate facilities.
An unattractive and discouraging work environment can create an aura of disinterest and displeasure, which often results in suboptimal work performance or a lack of enthusiasm for work tasks. When hiring new employees, employers should ensure that the work environment is attractive and provides the necessary facilities to promote productivity and well-being, as this is critical to the company's overall morale Significance at a hunt.
The fact that two-thirds of all jobs are never advertised has been known for years, including from a survey by the Institute for Labor Market Research (IAB). However, according to experts, this number will continue to increase. In addition, two tendencies are emerging: in addition to the unpopular jobs, more and more highly specialized jobs are ending up on job markets.
Generalistic jobs, which clearly represent the majority of the entire job offer, are found less and less in the form of an advertisement. Even smaller companies very rarely search with an advertisement. Instead, business owners and recruiters are activating recruiting managers instead of the Headhunter increasingly your own Network.
Michael Silberberger, managing director of the seminar provider Semigator AG in Berlin, provides an example of this. Instead of switching to job boards, he recently sent an email to his Xing contacts. In it he advertised open positions in sales, including a description of the good working environment. “There is a chance of getting suitable candidates this way clear higher than via a normal display,” says Silberberger from experience.
The logic behind it: Anyone who recommends someone from their network usually knows this person and not only has specialist knowledge, but also that Personality assess - and this is often the most important foundation outside of the specialist world. In addition, employees who have proven to be good employees usually have friends and acquaintances who are just as good. Last but not least, friends would often work much better together than strangers – even in the Team. For employers, this form of Job Search not only the cheapest, but also the most successful variant.
What does this mean for job seekers? Who is socially isolated and also that Internet avoids, gets more and more of a problem. Because the trend shown will continue to intensify.
In summary, the labor market is a complex ecosystem where supply and demand determine the availability and desirability of jobs. Even if job boards occasionally have "leftovers" or unwanted posts merchandise, that doesn't mean all job seekers should give up or take a mediocre job.
Instead, job seekers should focus on building their skills, networking, and exploring the job market to find and pursue opportunities that match their career goals and interests. The best way to avoid ending up with "leftovers" is to take an active role in your job search and career development.
Acquire this text as a PDF (only for own use without passing it on according to Terms and conditions): Please send us one after purchase eMail with the desired title supportberufebilder.de, we will then send the PDF to you immediately. You can also purchase text series.
4,99€Buy
You have Ask about career, Recruiting, personal development or increasing reach? Our AIAdviser helps you for 5 euros a month – free for book buyers. We offer special ones for other topics IT services
5,00€ / per month Book
Up to 30 lessons with 4 learning tasks each + final lesson as a PDF download. Please send us one after purchase eMail with the desired title supportberufebilder.de. Alternatively, we would be happy to put your course together for you or offer you a personal, regular one eMail-Course - all further information!
29,99€Buy
If our store does not offer you your desired topic: We will be happy to put together a book according to your wishes and deliver it in a format of yours Choice. Please sign us after purchase supportberufebilder.de
79,99€Buy
Simone Janson is publisher, Consultant and one of the 10 most important German bloggers Blogger Relevance Index. She is also head of the Institute's job pictures Yourweb, with which she donates money for sustainable projects. According to ZEIT owns her trademarked blog Best of HR – Berufebilder.de® to the most important blogs for careers, professions and the world of work. More about her im Career. All texts by Simone Janson.
[...] one of my commentators drew my attention to a new job exchange, the job ambassador. The concept here: a job exchange that is held on the [...]
[…] It is an open-ended business that often only the leftovers are sold on job exchanges, that is, the jobs that otherwise cannot be filled. The really good jobs have always been clandestinely through personal contacts [...]
That's SMSuperHero-like! Thanks for the interesting tip and the effort! Will be equal to gebookmarket and took a closer look at the opportunity!
I found the topic of referral marketing in the area of jobs and careers very interesting and I once google'lt whether there are job portals that are based on this mediation principle. I came across www.jobbotschafter.de. Everyone who is interested is worth a look.
RT @Birgit_Dondorff: Jobs that nobody wants! Why only the leftovers are often sold on job boards ... - Recommended!94lOYh #Career ...
RT @Birgit_Dondorff Jobs that no one wants! Why often only the remains are trapped in stock exchanges. - Recommended!94lOYh #Career
Jobs that nobody wants! Why only the leftovers are often sold on job boards ... - Recommended!94lOYh #Career #Jobs #Bewering
Hello Mr. Wiesner,
you see how well the two articles matched, I had not noticed at all! Unfortunately, there is no feedback on the study so far.
Why in # job boards often only the leftovers are sold: #Jobs nobody wants #Career # Profession #Social Media
Hello Mrs. Janson,
since I did not know to whom I should address the comment, I had decided for you. ;-)
The first part of my statement was directed towards the guest contribution by Svenja Hofert. She talks about referring friends in the “Referral Marketing Trending” section - my thought here was that referring good friends involves risks.
That at the same time an interview with you and a similar topic Zeit Online has been published: Happy coincidence - and I would use my comment for that too.
Thanks for forwarding the IAB question. It's interesting: I've found several articles on the net that refer to the number “two thirds” - but none of them cited the specific source. I look forward to the answer!
Many greetings, JW
Hello Mrs. Janson,
interesting contribution and train of thought. Overall, I can agree - with one caveat: In my experience, friends can be divided into two categories. 1. Those with whom one goes well together privately and professionally and 2. those with whom it is best not to work together, one does not want to endanger the friendship.
I still have one question: You refer to IAB examinations, according to which around 2/3 of the positions are not advertised. can you please send me the title or links - I could not find anything on the IAB website despite searching. Many Thanks!
JW
Hello Mr. Wiesner,
short for clarification for other readers: Apparently, the first part of your comment refers to the interview with me in ZEIT ONLINE on the subject of “friendships in the workplace”, which can be found here:
The second part on the guest contribution by Mrs. Hoffert.
I would like to agree with you on the topic of friends, there are certainly also differences in that you can work with some friends and not with others. Basically, I'm a little skeptical ...
As far as the IAB study is concerned, I have forwarded your inquiry to Mrs Hoffert and I hope for an early reply.
gruß
Simone Janson
RT @SimoneJanson: Fresh Reblogged: Why in Jobbörsen often only the remains are rasped: Jobs, which none Will!
RT @jobcollege: Why only the leftovers are sold on job boards: Jobs that nobody wants !: When applicants i ...
Why only the leftovers are sold on job boards: Jobs that nobody wants !: When applicants i ...
Post a Comment