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.
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More than just quotes
"Oh no," you think, when you hold it for the first time in your hands: "A collection of quotes." Normally, this is 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:
"In good weather I want to work outside. Offer flexible workplaces that can be changed several times a day! Working while standing, sometimes while sitting, sometimes on the floor, when it has to be especially creative! "
"Special offices for young mothers - with children's play areas - where young mothers can work by the hour and children can be close to their mothers."
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 ingenious and exceptionally innovative. Others plain banal, profilneurotic ("Applicants should be picked up by Chaufeur") or even petty-minded "About: Career sites of companies should have ein.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 others think you are the way 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 the first impression," they say. This is especially true for job interviews, which many people tremble - and that, although there are countless advices 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 interviewer book. Stay cool - show competence - know KO criteria. What personal agents would never betray ", Anne Jacoby and Florian Vollmers want to uncover the secret laws of an exercise interview, decode the codes of the most important questions and show how personnel 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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