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By Dirk Ohlmeier (More) • Last updated on October 29.09.2023, XNUMX • First published on 15.07.2014/XNUMX/XNUMX • So far 6977 readers, 2675 social media shares Likes & Reviews (5 / 5) • Read & write comments
The job advertisement is the first direct contact with your Company to potential candidates and thus influences the first impression that the candidate gets of your company. This should be as realistic as possible.
Draw an honest and open picture, both of your company and of your expectations and the professional Everyday life. Many candidates keep pointing out that the actual tasks in everyday work differ greatly from those described in the job advertisement.
Prevent candidates from being disappointed shortly after taking up the position through an open and honest picture.
To help you formulate Jobs you should always use the following five W-Ask note:
There is a dispute about the order in which the questions should be answered. We prefer people to stay in the background. The requirements and prospects for candidates should be given priority. On the one hand, this makes the position more attractive for the candidate.
On the other hand, an interested candidate will independently get a detailed picture of the company. So our advice is to keep the company profile part short but specific. Identify all the determining factors for the candidate, such as location, position, Industry and company size clearly.
In order to avoid large scattering losses, you should draw a clear picture of the requirements that you place on the candidate. These should refer not only to professional, but also to personal characteristics. Use the guidelines that you have previously defined and defined together with the department head.
Be realistic with these requirements and demand the characteristics that are really necessary for the successful execution of the position. Especially the personal characteristics decide often about the Success in recruitment. The candidate must fit you and your company.
Qualitative instead of quantitative range
Use the job advertisement as a communication tool increase Your employer brand that goes far beyond addressing potential candidates. Also make a positive impression on candidates who are not suitable for the stated position.
You never know what the Future brings. Therefore carry out the open and honest Communication the job advertisement in which you contact the candidate in a timely manner Feedback give. In particular about the receipt of the application documents.
You can also design the intermediate steps in an application-friendly manner. No matter whether the Application is to be done by email or online, make sure that your System is designed to be user-friendly. Otherwise, qualified candidates can jump off you at this point.
Personally, we prefer the appointment of a direct contact person. Thus, the process is more personal from the outset.
In case of any questions or difficulties, the Candidate themselves without Problems contact you directly. At the same time, a direct contact person suggests that the recruitment process and thus the candidate are taken seriously.
Different messages from different contacts or from anonymous ones Emailaddresses give the impression that nobody feels responsible for the process. Remember that the best branding activities fail when Peoplewho are with you in direct Contact were, negative report about you.
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Dirk Ohlmeier is headhunter, personnel consultant and managing director of Ethos Human Recruitment GmbH. After studying business administration and completing an executive trainee program at Bertelsmann AG, he worked as a consultant and headhunter in both Germany and London for nine years In his role as a consultant at HBQ Partners in London, he looked after board members, shareholders and corporate investors. He then worked in Germany as a personnel consultant EMEA for companies in the real estate industry for Cobalt Consulting Ltd. responsible. By changing as a partner to Personnel Consulting Pentagon AG, he specialized in advising medium-sized and family-run companies across Europe. In 2013 he founded his own company, Ethos Human Recruitment GmbH. In addition, he works as a speaker on topics relating to human resources. More information at www.ethos-hr.de All texts by Dirk Ohlmeier.
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