Business networks: duty ...
Nice topic: Because social networks such as Xing and LinkedIn, when used correctly, offer enormous opportunities for career planning. It is a duty for job seekers to have a meaningful, professional photo and an equally meaningful, clear profile. It also happens to me time and again that people prefer to find out about the most important facts at a glance in my Xing or LinkedIn profile than in the blog.
While Facebook, Twitter or Instagram are perceived more as hobby networks, the demands on profile design, photos, but also other appearances, e.g. in discussion groups, in business networks are significantly higher.
For example, hobbies and interests can be written here, but for most HR personnel personal extravaganzas belong more in the “private” networks. And you can, for example, specify what you are looking for and what you offer yourself at Xing. In this way, profiles can also be easily searched for specific keywords - a feature that especially human resources appreciate very much.
But the duty is followed by the courtesy: it is not just a matter of creating a profile and waiting to see what is coming; more important is to engage oneself, eg in discussion groups and topic forums is announced, yes there are even network master tables, on which one can meet its network also live.
Many jobs are created by the fact that people talk about topics and then have ideas for new jobs in the conversation Regine Heidorn- including activities that she herself would never have dreamed of.
Exactly the advantage of networks is compared to the traditional, seemingly convenient and universally popular job search via job advertisement. That is because it has its pitfalls and these are also made clear by the example of Regine Heidorn: The requirements for professions are changing rapidly today and traditional job titles are hardly able to do justice to them.
Therefore, people do not know how to name the job advertisement and applicants have no idea what they are looking for or what they can imagine under the title of a job advertisement. Since the job search is fast to a Search in the terms forest.
The real problem of job advertisements
Lateral thinker and Berufebilder author Axel Haitzer, shows what a job advertisement could look like, with which absolutely suitable applicants are searched: Namely using the example of the Antarctic researcher Sir Ernest Henry Shackleton, who was looking for 1900 men for a dangerous journey for a low pay with an uncertain outcome - and also found: Allegedly, he should 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.
The problem with the AGG
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.
Like the journalists and Best of HR – Berufebilder.de® Authors Florian Vollmers and Anne Jacoby found that for many jobs a man or woman or applicant of a certain age is actually clearly sought and ultimately selected. Only nobody can say that beforehand.
So are Xing and LinkedIn better than job ads? Is it really better to find a job on social networks?
In my experience and opinion the clear answer is: Yes. Because only in exchange with others, without the annoying competition of the concept forest, applicants find a job that is directly tailored to their personality and ability, and personnel the ideal candidate with the exact profile of job requirements.
Significant industry differences
Perhaps both would never have found each other through job advertisements. In other words: it just fits! Social media could therefore become the job search engine of the future: fast, efficient, clear. However, whether you can find your dream job with social media also depends on your own skill.
To do this, it helps to first think about who you want to reach in social media and what strategy you can use to build an employee brand. You must also note: Who is the medium of your choice interesting for? There are more opportunities for creative and technical professions, less for bankers. So there are industry differences!
- What are potential employers doing? are Company you would like to work for on Twitter? Follow these and try to establish a contact.
- Use social media for information gathering: You can collect a lot of information about potential employers, eg how open is the company, how do you deal with criticism, how do people think?
- Use social media to draw attention to yourself: who only consumes is not noticed. Therefore, you have to stay active in order to draw attention to yourself: spread interesting information, link to your own blog posts, ask questions, enter into dialogue with companies.
- Authenticity is key: it is about showing others who you are: So always be authentic and personal.
- Caution Image loss: Even when it comes to authenticity: Always look at your statements from the point of view of potential employers - corporate gossip or anger over the former boss have lost nothing in the network.
- Follow interesting people and network with them: not only follow your dream company but also interesting people and find out who they are following. So you may come across potential employers whose existence you didn't know about.
- Use the short bio: Use the possibilities of the short biography to write down the most important information about yourself and your job application so that every old and new follower can read it.
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German edition: ISBN 9783965963900
English version: ISBN 9783965963917 (Translation notice)
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