Who is suitable for the job?
Especially with young candidates for a training place, it is often particularly difficult to assess whether they are suitable.
In addition, there is another problem today: In the traditional way, through newspaper ads, young people are often unreachable. Because many of them only communicate and inform each other via the internet.
90 percent of all teenagers are active online
For example, a study by the Medienpädagogische Forschungsverbundes Südwest showed that even today 90 percent of all young people regularly use the Internet. Particularly popular is the so-called Web 2.0 - social networks such as SchülerVZ, StudiVZ or Facebook: 72 percent are here regularly active. So why not use it and kill two birds with one stone: pick up the apprentices in Spe, where you spend their free time and get to know them better?
Some big ones Company They are already doing this: They advertise specifically on the Internet with Web 2.0 offers, such as so-called Facebook pages or their own career pages, for qualified applicants. But of course, the Internet also offers very good opportunities to search for candidates themselves. In job-oriented social networks, the user profiles usually contain detailed information about the education, career, experiences, interests and similar characteristic features of the respective person.
Find people with search capabilities fast and easy
These can be quickly located with the search function. Somewhat more limited are the possibilities with private networks such as Facebook or SchülerVZ. Nevertheless, there is hardly a more efficient way to quickly compare the professional qualifications of different applicants.
But the Internet offers even more: who knows what he is looking for, also has forums, or weblogs the opportunity to find applicants. Jan Kirchner, Managing Director of the Hamburg-based recruitment consultancy Atenta, which specializes in recruiting medical and technical personnel, explains how this works.
This is how people go
"For example, if we are looking for highly skilled applicants, we will systematically search through social networks as well as entries in specialist forums or blog articles." To be successful when searching the web, however, it is important to act in a targeted manner so as not to interfere with the Internet to lose. The best step by step, as Kirchner clarifies: "Of course, the technical qualifications are the first thing we look at. But if we are particularly interested in applicants then we also look at sports, hobbies, social engagement and discussion contributions in groups or forums in order to be able to better assess people. "
Instead of simply looking for applicants, everyone can also become active, for example, by launching their own discussion groups or a blog to a medical theme and thus presenting themselves as an attractive employer. This may be somewhat more complex at first, but it is a big gain for your own image. And, in the long term, one also saves time, because qualified applicants come by themselves to one.
This article appeared on the 23.03.2010 also in the medical newspaper: http://www.aerztezeitung.de/praxis_wirtschaft/praxisfuehrung/article/594559/naechsten-azubis-kommen-web.html
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