Innovation social recruiting: playful looking for a job?


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Social recruiting stands for a new type of personnel search, which takes place in social networks and on the basis of personal relationships. A fun way to find a job. Innovation social recruiting: playful looking for a job?


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Simone Janson Simone JansonSimone Janson is publisher, German Top20 blogger and Consultant for HR communication.

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Before the social recruiting innovation

It used to be easy: If you were looking for a job, you had a look at the job advertisements, mostly the local newspaper. And companies knew exactly where to place your job ads to get the attention they needed.

But the picture has changed: Today there are numerous job exchanges and many other possibilities to place vacancies: Online job exchanges shoot like mushrooms from the ground and also Social networks are increasingly also to the job brokerage.

Are job advertisements still timely?

But is the way of job advertisements at all still effective and up-to-date? The job search in job advertisements is not like one Search in the terms forest, And can a company in any position show what it is looking for? In fact, many studies, according to studies, are looking for more meaningful job advertisements.

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Lateral thinker and Berufebilder-Author Axel Haitzer, shows what a job advertisement could look like, with the perfect candidate are sought: namely the example of the Antarctic explorer Sir Ernest Henry Shackleton, the 1900 men looking for a dangerous trip for a low pay with an uncertain outcome - and also found:

Why are the formulations often so spongy?

He is said to have received more than 4000 applications. If Shackleton had formulated a spongy advertisement according to the current pattern, Haitzer concludes, but certainly a lot of unsuitable candidates would have applied - and Sir Ernest Shackleton would have wasted time and money in recruiting or even jeopardized the success of his expedition.

But the problem is not simply the expression. For the often inaccurately spongy formulations, there are usually several reasons:

  • Not all the people who advertise jobs know exactly what the company's department is looking for.
  • Not everyone is clear what they are looking for.
  • The General Equal Treatment Act (AGG) is responsible for all other inaccuracies.

The problem with the AGG

As the journalists Florian Vollmers and Anne Jacoby noted, many people are actually looking for a man or a woman or an applicant of a certain age, and in the end they are selected. Only nobody can say that before.

No wonder that social recruiting and other innovative recruiting methods are on the rise. Most jobs are assigned through contacts.

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Jobs that are tailored to the personality

For example, in the many forums and groups, contrary to all prejudices, you can not only pass the time wonderfully with senseless conversations, but actually establish interpersonal relationships. Actually, the ideal form of job search: a job that is tailored to people and their personality and ability - and not the other way around.

The extent to which personality matters when looking for a job or selling was made clear to me by potential interview partners who would rather remain undetected: "You have the topic - doesn't it matter what my name is?" Not at all - because it's about authenticity!

Authenticity decides

Only the reason for this does not seem to be clear to many: Every good text wants to sell a message. Every person who wants to achieve something, for example a job, also wants to sell a message. And with companies as well. The only problem is: the message sells better if the content is credible

For your own personal standing in the job, in the media, in general, to stand by your opinion and conviction. In the media this sometimes leads to the somewhat absurd practice, the expertise, their Sense one is welcome to discuss: The experts should convey the credibility and trust that many media apparently did not believe themselves:

It doesn't work without courage

Because everyone who wants to achieve something can only do it in my opinion: by remaining authentic, so that others trust him, believe his words - and follow him. For me, authenticity is ultimately the key to successful self-marketing, not just in Web 2.0.

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Therefore, for me, success, regardless of how it should look, also depends on courage and the willingness to take risks, namely the courage to stand up for your own, uncomfortable opinion. Self-marketing and rhetoric training will no longer help if there is something wrong behind the facade.

Always stay authentic

Because the credibility comes from the fact that the person in question is willing to take responsibility for what they do and what they say, and does not creep away when needed. Therefore, for example, your own photo is important on the social web! And that is exactly why it is important, for example, to be on the Internet with your own name: To give your statements strength and credibility.

Some jobs are created practically by people talking about topics and then developing ideas for new jobs in conversation - this is what happens, for example, at Regine Heidornwho finds 75% of her jobs on Twitter - including jobs that she would never have thought of herself.

If you want to be taken seriously, you have to say your opinion

Another example: There has been a lot of discussion recently about the shortage of skilled workers. And, as is often the case with such discussions, there is a lot of grumbling - but everything in the protection of the supposed anonymity of the Internet.

Some statements were good and important - but those who are not willing to address the topic openly will not achieve anything. Because just to draw attention to the abuses is not enough in my opinion: In order to generate a willingness to discuss, you also have to know who is behind a statement and how he comes to his opinion. Only then will you be noticed at all. Or?

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The borders are blurring

Finally, there is another aspect to consider: The boundaries between the various online services are becoming increasingly blurred: Many networks are no longer just mere communication platforms, but also offer value-added services, such as job hunting or dating services.

When communicating in such networks, the following applies in principle: Searching for contacts and networking via the Internet works more directly than in “real life”. You look for the people concerned according to certain of these predetermined criteria - and at the same time sort them out.

Playful looking for a job and more space for serendipity

Unfortunately, with a focused approach, things that you would take with you in a normal conversation “along the way” often fall by the wayside, which saves time but also gives us a lot of opportunity. Just think of the many games, bulletin board entries, cards, invitations, etc. that you get every day from such networks - not all of it is unnecessary advertising waste, some are even suitable for finding a new job in a playful way.

Data protection is a completely different problem with social networking, as social networks are increasingly being criticized for disclosing personal data to companies for targeted advertising purposes. Therefore, you should take a close look at the data protection conditions when registering.

Social recruiting - not limited to technology

However, this topic should not be limited to tools and technology. Social media is far from the be-all and end-all when it comes to social recruiting. Because the central aspect is that applicants and companies should get to know each other directly.

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Our cooperation partner of the Students on Snow have therefore continued to think about the concept: Here, twice a year, sporting events get to know personal and students without obligation and in relaxed, sporty atmosphere. Subsequent job placement not excluded.

For me, social recruiting is clearly one of the innovative recruiting and job-seeking methods with a future. A development that was long overdue.


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  1. Elisha Woltjer

    Great post, keep it up.

  2. Bernd

    Social recruiting is a trend that no company can ignore. Certainly, the topic is more in the focus of large companies. But small businesses and small and medium-sized companies are also increasingly facing applicants of generation Y. Starting with the apprentice. This applicant group acts exclusively with Smartphone & Co.

    • Simone Janson

      I agree with you, thank you for this comment.

  3. Ray

    On the whole, social media recruiting probably affects the corporations, which are obviously the favorite topic in this blog anyway. Many “normal” companies have little idea of ​​such things. Social media only play a role in that you can “advertise” for free. Incidentally, with far less success than with job advertisements. The use of online job boards is not exactly a centuries-old procedure.

    • Simone Janson

      Hello Ray,
      I do not see where the corporations in this blog are favorite - we often report on small innovative business ideas, eg as a founder reporter and now and then about corporate groups. As you can see, however, they have, of course, more experience in the field of social media strategy.

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