Companies looking for high potential: just no dialogue!

Work better, information as desired! We give you the information you really need and are committed to a better and more ecological working environment. When Book Publisher Best of HR –® with Unique Book Concept and eCourses we offer over 20 years of experience in Corporate Publishing - with Clients like Samsung, Otto, Governmental Institutions. Publisher Simone Janson also heads the Institute Berufebilder Yourweb, which awards scholarships, for example, and belongs one of the top 10 female German bloggers, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia .
Copyright:  Images by Axel Haitzer.

Many Company supposedly desperately looking for skilled workers. If you take a closer look, you realize that dialogue is a pleasure to avoid! Best of HR –®

Here writes for you:


Axel Haitzer 63Axel Haitzer is a cross-thinker, an expert in human resources (marketing) and e-business.


From the author:


Advertising for the best minds

Many say that companies are desperately looking for skilled workers. "The market has turned," say the companies. "Nowadays you have to apply to the applicant," say some hiring managers. "I can choose my employer," say the top people.

This situation is (yet) unfamiliar to most HR decision-makers: they have to advertise candidates today. This often goes wrong. Reasons for this are often the passive and closed attitude in the personnel departments - the direct and open dialogue is often avoided by many.

Contact Person? Wrong!

If one reads the job advertisements in newspapers or on-line job exchanges one notices: With the majority missing the personal contact, the direct line number or the personal eMailAddress of the contact person.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

This is also confirmed by a comprehensive investigation carried out by my team. In over 55% of the job advertisements, which were switched from January to April in the FAZ and SZ, the personal contact person was missing.

Contact - as easy as possible?

If one adds the ads in which the commissioned advertising agency has simply added this meaningful information, the picture continues to darken. And this despite the fact that nearly every company claims that the human being is the center of attention, open, fair and personally communicated, or that the company is characterized by a direct dialogue.

How does it fit together? Would not it be somehow clever to make contact with the applicants as easy as possible? What should applicants do if no contact is indicated in the vacancy notice? Good question!

Let's talk - or better not?

Most Internet forums and candidate counselors agree and recommend calling the candidate in the company and asking for the appropriate interlocutor. For the job application letter simply to copy the managing director or executive committee from the imprint of the company website, was for a successful Casting just as unsuccessful as opening his letter with “Dear Sir or Madam”.

“Let's talk to each other”, the advert says - so answer the phone! In the absence of the extension number, the head office is called. "I'm sorry," says the lady at the switchboard, "no one is reporting to the HR department right now - please try again later - no, I can't give out the direct extension."

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Locked personnel are not individual cases!

Quite a few applicants, by the way, experience the telephone calls with the HR department of a potential new employer as reserved and not particularly dialog-oriented, let alone appreciative. "Why are you calling? - Everything you need to know is in the job advertisement. ”

Anyone who now believes that dealing with applicants in this way would not come about, or at most in some cases would be wrong. Our agency “Quergeist”, for example, carries out tests on behalf of companies, so-called mystery applications, in order to uncover weaknesses and thus potential for improvement in the application process with the help of test applicants.

The only thing that bothers the applicant?

What the testers who present themselves as applicants experience every day in contact with human resource managers makes us occasionally stand up to our hair. The only thing that bothers you is the applicant? - Despite the alleged shortage of skilled workers, many applicants experience the same.

What experience have you gained as an applicant or personnel decision-maker with the communication and willingness to communicate? Discuss with us!

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

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.

3,99 Book now

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 9783965962422

7,47  Buy directly

English version: ISBN 9783965962439 (Translation notice)

7,47  Buy directly

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!

19,99 Book now

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).

179,99 Book now

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  1. The dilemma with dialogue in personnel marketing

    [...] the HR manager about the poor quality of the applications, in many companies the dialogue is unfortunately avoided. Axel Haitzer proves this with an interesting number in his post on job pictures: In [...]

  2. Holger Froese

    How companies and HR managers deal with applicants: “Don't talk to me!” #Application

  3. Susanne Plaumann

    The only thing that bothers is the #bayer? Dealing with applicants: Do not talk to me! #hr #recruiting

  4. Marcus Fischer

    "How HR managers deal with applicants" by @Quergeist via Simone Janson Unfortunately something of a truth ... still!

  5. How applicants' no-go experiences can be turned into good resolutions for recruiting -

    [...] I had aha experience in seminars. But also exemplary blog posts on career bible, job descriptions or applicants front or press articles indicate this. Therefore, as the last good [...]

Post a Comment

Your email address will not be published. Required fields are marked with * .

Ja, I would like to be informed about the latest promotions and offers via Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.