From the author:
Operating instructions instead of plain text
The majority of the advertisements also seems unbelievable, somehow spurious so simply not authentic. The many worthworms and community places do not contribute to a better understanding of the job advertisements.
And if there is even specialist literature for applicants with titles such as “Understanding job advertisements correctly” or “Reading job advertisements correctly”, the texts in job advertisements obviously offer considerable optimization potential, because the target group should actually understand the advertisements without operating instructions.
The following job advertisement caused - so they say - great sensation and at the same time caused a high response, so many applicants:
Men for dangerous travel wanted: Low payment. Iciness. Long months of complete darkness. Permanent hazards. Return uncertain. Success: honor and recognition.
Ideal: openness, emotions and polarization
The Antarctic explorer Sir Ernest Henry Shackleton, depicted above, is said to have published the ad around the year 1900 in the London Times to find participants for his expedition to the South Pole. The existence of the advertisement is not proven. But that is not important either.
Rather, I am concerned with the outstanding example of openness, honesty, emotion and not least the overall high degree of polarization potential. It is through this mixture that the wrong candidates are deterred and the right ones put on.
The “typical” job advertisement: one is like the other!
Let us now assume that Sir Ernest Shackleton would be personallee in a German company. Then his ad might have looked like this:
We are a leading international company in the event and research industry. Our products and services set standards. We are already planning tomorrow, because success is no coincidence. We grow - this is your chance! Shape the future with us! For a trip to the south, we are looking for employees as soon as possible [m / w]. Experience pure nature! If you are team-oriented and flexible, you think analytically, are creative, responsible, assertive and service-oriented, then you fit perfectly into our team. Interested? Then we look forward to your meaningful Casting indicating your salary expectations.
Plain text in job advertisements, that would be something!
Whether Sir Shackleton with this type of display would have received more or less backflows, was set. Certainly, however, completely different candidates had applied to him. Probably many loafers would have reported themselves in short pants.
But at the latest when these applicants had found out that “south” meant not 30 degrees in the shade by the pool, but minus 30 degrees in heavy snow, that “experiencing nature” was not a luxury resort in the countryside, but a tent, which also has to be assembled and disassembled every day - yes, at the latest then these people would have looked for space.
Matching text for matching participants
And Sir Ernest Shackleton would have wasted time and money in recruiting, or even compromising the success of his expedition.
However, since Sir Shackleton was looking for suitable participants, he formulated his ad accordingly - nevertheless, he should have received more than 4.000 applications. So it does not hurt to speak in plain language. Instead of making promises, as many companies do, that they can not keep.
Flosks are not arguments
In job advertisements applicants often read anglicisms, phrases and phrases. In the best case, the candidates guess what this could mean. This does not provide clarity, but stirs up half-knowledge and prejudice. Creating successful job advertisements is difficult and a thing for professionals.
What should be the result of a personal advertisement, which, broken by interested laymen, is only a thin, emotionless job description, and those self-explanations and phrases that are currently on hand (or copied from other job advertisements)?
More transparency would help everyone!
More clarity and transparency in job advertisements would help applicants and employers to the same extent. Until it is up to the applicants, it is only up to the applicants to know exactly what is expected of them and to try to find out what they are expecting.
More knowledge - PDF download, eCourse on demand or personal advice
Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.
Read customer feedback and buy a book on this topic at a discount: Do you like this text and want to read more information about it? Buy the right book including this text, buy it here in two languages, as a member even with a 20 percent discount. Would you like to take a look at the book first? You can do this by previewing the book look at and then purchase on the book page.
German edition: ISBN 9783965962361
English version: ISBN 9783965962378 (Translation notice)
Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!
Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).