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Career fanpage as an unannouncement of the year
Career fan page should be chosen as a term of the year's unannouncement. The suggestion that it is
- a) is a Facebook-based measure (fan page) and
- b) opening up a career is misleading.
Ultimately, however, there is more behind this word - and that's another exciting topic to think about on occasion.
Facebook is still medium number 1
In addition to cross references to other activities such as the Azubiblog there is also a colorful mix of informative content and different impressions from the Company.
Missing structures as a problem
The question of poor handling is not only a problem for the HR department, but it is a fundamental problem of responsibilities and competences:
Too many companies are active in the social web and have not stored corresponding internal processes and processes internally. Especially in the service area to which also the activities are separated from each platform, this is always clear.
Lack of Facebook presence as a disadvantage?
However, one has to restrict: lack of Facebookprenzen must be no disadvantage, since the companies may not have their main focus.
Of course, these channels must also be maintained, although it can be shown that a strong shift of activities to other platforms can be observed. Twitter is also strongly in the course here and increasingly Google + as an interaction platform is increasingly in the focus of companies.
280 Career-Fanpages in comparison
But what is the lack of handling of the social media activities? In the Stuttgarter Zeitung I am on one interesting article encountered. He is quoted, among others, as Jan Kirchner, Managing Director of the Hamburg-based digital agency Atenta, who, in his remarks, conducted study from using 280 fanpages.
To this I must say: studies are unfortunately only as good as the methodology behind it allows.
Unthinkable in reality, normal in the network
According to Kirchner, the fear of doing something wrong means that companies are limiting themselves. In reality - as Kirchner explains on the basis of different examples - such behavior would be unthinkable.
In fact, the question of how to be addressed or addressed in the social web is a vexatious issue.
How or why communicate
Where the one thing that you insist on, the other one asks you to do it: Sometimes the decision for the impersonal can be an advantage, so as not to curtail possible goals from the outset.
At the same time, however, Kirchner contends that it is not so much about the question of how to go much more about communicating the war to the outside world.
Do visitors read the Nettiquette?
He is of course right, but ultimately must also be asked if the visitor of a fan page really clicks through a Nettiquette - and what channels channels without the possibility of depositing apps such as: Twitter is: The closure of the occurrence leads Kirchner namely as another Criticism.
The conclusion of the study is crushing, however, many positive developments into a wrong light: job search was from the 23.12.2012 up to the 07.01.2013 the top topic on Twitter and led for days the trend statistics.
The presence of a company in the social network depends strongly on the head behind it
This suggests that applicants are less likely to rely on traditional portals than on social networks for job search. So there were some brilliant ideas for unsolicited application at the beginning of the year: as an example, here is the campaign by Christine Heller aka points woman called.
After all, the presence, the benefits for the company always depend on the mind behind it. In this respect, Kirchner sums up correctly when he states that when changing employees, the appearance also always suffers - at least temporarily.
Set up your company on this market!
Ultimately, however, this neither diminishes the potential for companies nor is this a reason for criticism, since in other performances, a reduction in the number of employees after the employee change.
In the future it will be as in all areas: align your company to this market! Creates structures and processes that work! Distribute competences new!
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