How companies find the right employees: Reinhold Messner on personnel marketing



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That's what everyone wants Company: Employees who exactly fit the requirements and advertised job profile like a fist on the eye. What helps against it explains, among other extreme mountain climber Reinhold Messner.

How companies find exactly the right employees: Reinhold Messner for personnel marketing LEAD-digital1

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Here writes for you: Simone Janson is a publisher, German Top20 blogger and HR communication consultant. Profile

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Reinhold Messner gives tips for HR managers in the interview

Overview

A common problem with many job advertisements: Although the have Company actually a precise picture of the perfect candidate or the perfect candidate, but this is not communicated openly and clearly.

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Rather, just job advertisements sponging around the bush, are not understood and convey an unclear picture of the job profile. It is enormously important to find exactly the right employees for a company. Why, the extreme mountaineer Reinhold Messner told me in one Interview:

Always be able to rely on his team

Overview

I have basically only started with people who have the same motivation as myself. Example of an Antarctic crossing: If my competitors were motivated only by money, they would probably have given up after a week. That would have been impossible.

Messner must always be able to rely on his team. His quote summarizes what is necessary for many companies to survive: without the right, motivated employees it can end badly. For many companies, especially the more unknown, but highly specialized SMEs, the question arises: How do you find employees who match their abilities exactly to the requirements?

Bye-bye to rigid recruiting processes

Overview

According to a study by the University of Bamberg's Center for Human Resources Information Systems (CHRIS) and the online job board Monster, the top selection criteria for hiring applicants are personality, soft skills and practical experience. By contrast, the straightforward, uninterrupted curriculum vitae will, according to the study, become less important. For companies, this also means saying goodbye to rigid recruiting processes and reacting flexibly to applicants, as Michael Baumgärtner, Operations Manager of the Rilano Hotel in the center of Munich, makes it clear: "I look more closely at how someone fits in with the team and with them It is important for people to recognize the hidden abilities of their employees and to make the best possible use of them for the company.

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However, to make it that far, applicants and companies must find each other. This is mostly done via job advertisements - good 66 Percentage of applicants are looking for new jobs according to the CHRIS study. That's significantly more than other channels such as corporate websites (37,9 percent) and career networks (36,5 percent). But there are significant differences depending on the target audience: a study published in the April 2015 by Universum shows that 55 percent of economists take into account job search job advertisements - but just under 47 percent of scientists. For 62, percent of computer science students in social networks are looking for jobs, and for engineering and economists, the career websites of companies are the most important.

Please inform exactly!

Overview

So, companies that want to find the right candidates are well advised to find out where and how it works best. For in addition to the choice of the right medium, it also depends on the formulation. With the wording "Men Wanted for Dangerous Journey", 1900 sir Ernest Henry Shackleton was recruiting participants for a South Pole Expedition and promised low pay, freezing cold and darkness.

He allegedly received 4.000 applications. For Axel Haitzer, Personnel Marketing Specialist and author of the book "Applicant Magnet" is clear: "If Shackleton had written his ad, as companies often do today, would have reported too many inappropriate candidates." Because many job offers are incomprehensible and often even untrustworthy Haitzer explains: "Candidates read anglicisms, phrases and phrases and at best can only guess what is meant. Companies then have to sort out many unsuitable applicants. Greater clarity and transparency in job advertisements would therefore help applicants and employers. "

A realistic job profile

Overview

For Mike Heyden, Head of Text and Concept at the human resources marketing agency Westpress, a realistic job profile is the most important aspect when creating a job advertisement. For him, this includes a self-explanatory job title and a clear job description. "It has to be clear what the KO criteria look like. How important the right choice of words is is not clear to many, "says the advertising specialist.

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There are several reasons why job advertisements tend to sound watered down and meaningless: it is not unusual for a specialist department to have precise ideas and create a broad profile of requirements for the position. However, until the job advertisement is published, it passes through several hands and is reduced to a list of keywords, meaning important points lose their meaning or disappear altogether. However, the General Equal Treatment Act (AGG), which aims to protect applicants against discrimination, poses challenges for companies: "A human resources manager told me that it was clear to her, of course, that only one man or one woman could do the job. But she would never admit that publicly, "explains journalist Florian Vollmers, author of the" Job Interview Cracker Book ". The fear of legal action leads in many companies to regular AGG white lies. "The decision then often falls by gender or the age of an applicant," said Vollmers.

KO criterion job profile

Overview

After all, many companies are unaware of how important a meaningful job title is to the success of their job ad. In online tenders, the right job title even decides on success. Because if a job offer is not listed at search queries via Google, job search engines and job boards at all or very low, the number of applicants is correspondingly low: "The findability correlates directly with the application return.

The job title should therefore be selected in such a way that it corresponds to the general language usage of the applicants in particular, "explains Jan Kirchner, Managing Director of the personnel marketing agency Wollmilchsau, and recommends that the title be checked for popularity and dissemination before publication with the help of eg Google Keyword Tools : "Many companies have not yet implemented a framework for HR marketing analysis and invest a lot of budget in the wrong place every year due to bad job advertisements and unsuitable media circuits. Here, it would be possible to raise a great deal of efficiency potential with little effort, "says Kirchner.

How companies find exactly the right employees: Reinhold Messner for personnel marketing LEAD-digital2

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3 questions to Mike Heyden, agency Westpress

Overview

What should be the goal of a job advertisement?

Overview

It should arouse the honest interest of the applicant, inspire him and lead to further information. And it is about target groups and their demands. Wording, expression and style must fit - also to the medium and the way to consume the contents.

How do you formulate job advertisements?

Overview

Businesses should stand out from their competitors, avoid arbitrariness and communicate: what does the company do? What exactly does the job offer? And what does the applicant have to work here? The tasks should be described understandably and realistically, with an accurate picture of the future workplace. It should become clear which the KO criteria and which requirements are "nice to have".

Why do you often find other examples?

Overview

Often, the word choice is not respected - an example is the difference between "desirable" and "desirable." Or the view through the glasses of the applicants is missing. Also, phrases that occur in almost every ad should be avoided. Which company does not claim to be innovative and to offer a pleasant working atmosphere?

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