1. Are you a market leader?
That doesnt interest applicants as fiercely as many companies mean. It bores even more because these "chief jewelry" claim too many for themselves.
Ensuring Employer Banding Facts: What distinguishes you as an attractive and modern employer and what you offer, perhaps even as a unique selling point. Or point out your Facebook likes and quote your fanbanks.
2. To activities please concretes
Activities and tasks - the core, the essence of a job - are too often too poorly listed. Illustrate and substantiate tasks with current examples, differentiate main and secondary activities and inform with the percentage of time shares, is much better.
Even a circular graphic with activity shares or even a Wordcloud as a special Eycatcher would be informative. Current tasks and projects on the career website are almost perfect ...
3. Social competencies yes, but which?
This is what everyone is expecting and is not censuring. Ask your team what the new boss is expecting, and tell them exactly what you are looking for when you are looking for leadership skills - authentic and concrete. And prove authenticity and tell them that these desires are from your team.
Example: "Your future team - we asked it - appreciates his new boss's enthusiasm for goals, inclusion in decisions and ideas, promotion of talents with a lot of freedom and the focus on a strong team spirit".
4. Do you offer prospects?
Nice and good. But which? In three to four sentences, tell a little story, which employees recently realized and how this changed his job.
Or mention at least two keywords, such as: career opportunities, stays abroad, subsidy programs. If the space is not enough, you can put a reference or link on the career website.
5. Are you team-capable and resilient?
Resilience is just as much an idiom as team spirit. On the latter: "In our team, humor is never too short, helpfulness is a top priority, critical ability is a sign of maturity, respect and respect for achievement and people and a good dose of enthusiasm for goals and tasks is a must, which characterizes the team and so does it expected from you ". Or: In a video on the career website, the team introduces itself briefly.
6. Do you expect geniuses?
You expect an all-rounder genius or shock with top requirements that even Steve Jobs could not have fulfilled? Then your mailbox will probably remain empty. Explain exactly what is important, what is a sideline and what is a must and, most importantly, that you can learn many of the requirements.
Limit yourself to a few, but precisely formulated and success and job-relevant requirements! Or you encourage: "If you meet only two to three of these requirements, you should contact us. You can learn a lot ".
We also have to incorporate into our position display. So: We are also on Facebook. That's it? Say what applicants are expecting interesting things:
To present a team with a video, a blog in which the team reports about a project, postings on important questions or tweets from apprentices who have just completed their apprenticeship and reveal what they have learned in the company.
8. Logo and company buildings
Many job advertisements have them (still). But nobody cares about it. How about the newest product in the hands of a customer, a current test winner award, original judgments from customers from the Facebook fan page or the diploma transfer to an apprentice?
Emotions and people - whether customers or employees - are also allowed in job advertisements and not only successful in advertising!
9. They offer challenges
Well, that's something. However, if you call up current projects, a continuing education, two to three possible concrete career levels or a particularly exciting goal, you will bring up the term challenges to life.
And motivate the ad reader to Casting, Example: "A website with exciting and new ideas is up for grabs - they will be there from the beginning and will be able to contribute their knowledge".
10. Are you looking for robots or people?
Rather, people. Then you speak to them in the same way, you want their emotions. Storytelling, original quotes, photos and exciting team characterizations are some examples.
More opportunities offer a career website or a social media presence for reasons of space and because of the greater variety of usable media forms. Look for authenticity!
11. Speak important motifs
Marketing knows many customers' motifs and appeals to them. Job applicants have these as well.
Motivation to work and to be able to apply for career and status, workplace security, development, success, use of talents and skills, salary and more, often depending on position, function and company culture. A few more are added to executives.
12. You can expect a well-prepared team
Alright. After all, grumpy applicants feel discouraged. But it is also possible: "The team consists of all age groups. Each one of them is an established, energetic, helpful and ambitious personality. They work with a lot of dedication, appreciate humor and value a harmonious coexistence - and a teammate who appreciates everything and brings a lot of it ".
Admittedly, some of these suggestions can sometimes be a little too extensive or complex. But social media, online job advertisements and career websites are not a problem. And in print ads one can refer to this. Exciting and informative job advertisements are also read when there are extensive texts.
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