Employer Branding, Personalers Secret KO Criteria & Application2go: 3 Books for Applicants {Review}

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There is a lot of talk about employer branding and the candidate experience, but it is terribly often past the candidates. 3 books show how it works and what it does HR really pay attention.

By the way: You can find many more hand-picked reading recommendations in our section Editorial book tips.

Here writes for you:

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


More than just quotes

“Oh no” is what you think when you hold it in your hands for the first time: “A collection of quotes.” It's usually not very inspiring.

In addition, the introduction seems a bit too long before it finally starts. And so should the top ideas that attracts top people in companies look like?

Really innovative ideas

But then you read ideas like these:

“When the weather is good, I want to work outside. Offer flexible workplaces that can be changed several times a day! Sometimes working standing, sometimes sitting, sometimes on the floor when it has to be particularly creative! ”

“Special offices for young mothers - with children's play areas - where young mothers can work hourly and the children can be close to their mother.”

Creative crowdsourcing

And think: Probably this book with the 365 Ideas quotes from very different people is more creative and innovative than if an author had pulled out his shoe and / or given a frame to it.

Some ideas are simply brilliant and extraordinarily innovative. Others simply banal, profile neurotic (“applicants should be picked up by the driver”) or even small-minded “For example: career pages of companies should have a .job domain. Who cares?

Employer Branding: More than lips

However, one thing quickly becomes clear: as diverse as the ideas are the people behind them.

And if companies want to attract top people in the future, they will do well to look into the individuality of their employees. On lip service can waive namely. Or to say it with the cabaret artist Erwin Pelzig:

"An image is what you need, that the others think that you are what you would like to be."

12 heads, 12 opinions

For, as the author of the book, Axel Haitzer, writes so aptly: When choosing which of the ideas submitted via 1200 would ultimately make it into the book, there was none to which the two-person selection panel was unanimous.

And it's just as individual with companies, employees and the selection of applicants. Scheme F simply does not work there.

How does Open Innovation work?

For this reason, one should not reject any ideas, but at first glance they should be so impracticable, but rethink a second time: Perhaps, precisely in this innovation, is the strength that sets the company apart from other companies?

The extraordinary strength of this book lies in its creation - by Open Innovation, also called crowdsourcing. The ideas were collected in an idea lounge on brainfloor.com, the best 365 was selected and collected in this book. 842 more are available for download - the password will be revealed in the book!

The secret KO -.- criteria of the personnel?

"There is no second chance for a first impression," it says. This also applies to job interviews that make many people tremble - even though there are countless advisors on the market.

A new book by two business journalists now promises to reveal the secret KO -.- criteria of the personnel. And you can win three copies of the book and discuss with the authors here!

All tabs drawn, but only cancellations?

In fact, many candidates are perfectly prepared for their job interview, know the most common questions and know how to present their strengths optimally. Nevertheless, hardly anybody can go into an interview without fear.

No wonder, after all, depends on the outcome of the further life planning. You can be as professionally prepared as you are - the direct encounter with the HR specialist and his approach are difficult to assess for applicants. And even if that Casting For all the rules of the art and you have pulled all the stops in the conversation, this is no guarantee for a commitment. Why?

Secret Tricks or Cold Coffee?

In “The Job Interview Cracker Book. Stay cool - show competence - know knockout criteria. What HR staff would never reveal ”, Anne Jacoby and Florian Vollmers want to uncover the secret laws of a job interview, decipher the codes of the most important questions and show how HR staff really tick.

It will be interesting to see if the book really contains so many new things: Because author Anne Jacoby, born in 1969, is a freelance business journalist, author and ghostwriter. Co-author Florian Vollmers is also a freelance business journalist in Bremen. Both have been writing for years about job application, career entry, management, etc.

What HR analysts say in an interview

However, you do not bring with you the personal experience you have gained as a personaler - you would probably like to see that as the background for an insider book. After all, Jacoby and Vollmers interviewed HR professionals and analyzed interview situations in a wide range of industries.

And from this a conclusion drawn: Whether candidates score in the talk often depends on secret KO criteria. With the right preparation, promises the book, this code can be decrypted and even tricky conversations.

Micro Learning: Application to go

Anyone who sends an application by mail today has almost lost. And is the marital status actually still in the CV? How does a letter of application work that is modern and lively, but still sounded respectable?

Sandra Gehde provides answers to the most important questions with her application guide in micro-learning method.

Here comes the application 2.0

Anyone who opens his job application letter with "I am applying for the position ..." and sends his documents in a folder, reveals that he is a traditionalist - and nobody needs them anymore. Companies and companies need employees at the height of time. On the one hand, these are, for example, people who work in the media and information sector and who show in an application that they can communicate in a sovereign and up-to-date manner and master common tools.

On the other hand, these are also people who, while top in their job, are distressed when writing applications because it is simply not one of their key skills. "Why should a mathematician shine literary and what does a motor vehicle mechatronics engineer need to be able to produce an epic cover letter?" Asks HR manager Sandra Gehde. Today everyone should be allowed to write their application in their own style. The author shows how this works in her guidebook.

With Micro Learning for an interesting application

Gehde explains how job opportunities are researched in the digital age and how an application is made appealing. What's special about her approach is that she uses the micro-learning method. The individual chapters are kept short and divided into small units. Visual elements relax the text and show examples. This method of dividing content into "micro" small units comes from the digital education field.

Since we can not concentrate on content for a long time and can only store a limited amount of knowledge, chapters are made short and practical. This is particularly helpful for a job application advisor, as each reader can already answer the most important questions while reading aloud and can set their own reading priorities. An entertaining and practice-oriented application guide that shows how to create individual, appealing and interesting applications in less than 15 minutes.

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  1. To follow debate on this post
  2. All debates follow
  1. Morten

    Dear Simone,

    I have now received the “Job Interview Cracker Book” I won. Thank you so much! I am very happy and immediately put it on my handset.

    • Simone Janson

      Hello Morton,
      Handset I've heard for the last time in my university proseminar ;-)
      We have already begun a lively discussion with the author Florian Vollmers on the General Equal Treatment Act:

      Have fun while reading!

  2. Simone Janson

    Dear Readers,
    we have three winners: Claudia, Morten & Judith. The winners will be informed via E-mail. Thank you for participating!
    I would like to organize more raffles in the future - I always have to find a sponsor and 7 TN is not much ;-) For suggestions, I would therefore grateful!

  3. Judith

    Job interviews are always a very exciting business. I've already rummaged through so many books, but I have not yet managed to find the recipe for a patent. Maybe this new edition will help - the title is already promising.

  4. René Robert Stejskal

    To-morrow's book for discussion talks & m.Autors ü. secret COO criteria of staff

  5. Monika Paitl

    To-morrow's book for discussion talks & m.Autors ü. secret COO criteria of staff

  6. Simone Janson

    To-morrow's book for discussion talks & m.Autors ü. secret COO criteria of staff

  7. Morten

    I like to go to talks. For me this is a combination of courage and theater performance. The book would surely help to refine my skills.

  8. Michael Moesslang

    RT @simonejanson: Discuss the secret KO criteria of the personnel with the authors and win a book

  9. Andrea W.

    I inform myself in advance as well as possible about the company (word of mouth, Internet, brochures) Meanwhile, I'm just 50 and have only cancellations :-( there it does not help: to be myself or to pretend I have no idea what I'm doing wrong. LG

    • Simone Janson

      Hello Andrea,
      what helps is perhaps the combination of being yourself and knowing the right people. Unfortunately, there are obviously many recruiters who sort out the same, if something in the resume at first glance does not fit. Only the paper, not the person behind it, is seen. What can help is a kind of alternative job search through personal contacts, voluntary work - here's an example 50 +.

      Or ever thought of an application coaching?
      Alternative: Just do your own thing and start your own business - maybe an idea as well.
      Regarding the difficulties in getting back into the job, I liked the last episode of Sandra Maischberger, which I happened to see - eg the fashion manager, who became homeless with nearly 50 and then found another job:

      Good luck continues!

    • Simone Janson

      Hello Andrea, maybe you have seen that we have picked up the topic of job search via 50 here:

      And interesting for you is of course also the contribution of Mr. Vollmers AGG and the discussion about it - you are welcome to ask questions!

  10. Monika Paitl

    Discuss with the authors the secret KO criteria of the personnel and win a book

  11. Claudia

    It is best to first think about which questions the employer might ask and practice before - it is always good to be able to answer specialist questions from the field of work, otherwise you should feel well, look visually appealing, keep eye contact and look interested and bring a certain serenity, see the job interview rather than exercise situation as the all-important situation - and then just hope for the little bit of luck ...

  12. Andrea Korn

    So in my experience, authenticity is the best. Whether human or HR, the other one feels the intentions of the applicant. Unfortunately, many people have forgotten how to be themselves and now have to learn it again with difficulty.

  13. personalmarketing2null.de

    Incredible. It is sometimes so easy to position yourself as an attractive employer. Often it helps to use the healthy human understanding. Then you would not need this book. But in many cases the forest is no longer seen in the trees. In this respect, this is with the best 29,90 Euro, which you can currently invest. Clear purchase recommendation from me. With one restriction: For certain companies, such measures can not be drawn when one takes a look behind the scenes and sees how they generate their profit:

  14. Simone Janson

    Discuss with the authors the secret KO criteria of the personnel and win a book

  15. Stephanie Losert

    I'm really excited to see how “secret” these knockout criteria actually are.

  16. Simone Janson

    Write a (short) comment on the interview and win a book on the subject - until 16. February!

  17. Holger Froese

    Raffle "Job interview crackerbook" up to the 16. February: Secret KO -.- criteria of the personnel know #Business

  18. O. Berlehrer

    The secret KO criteria already apply to the written application: age, experience, qualification - everything can be reinterpreted. In addition, details are over-interpreted in applications, think of the almost perverse testimonial language.

    Job interviews are fun, but m. E. often ineffective, because some employers are poorly prepared.

  19. Simone Janson

    #Blogpost raffle "Jobinterviewknackerbuch" until the 16. February: Know the secret KO -.- criteria of the personnel

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