This is how Jobbotschafter works
Recently one of my commentators drew my attention to a new job exchange, the Jobbotschafter. The concept: A job exchange based on the social media concept of the recommendation marketing.
Applicants register as normal and can then apply for jobs. Everything for free of course. Companies publish job offers. Only when she Casting check and be considered qualified, they pay for it.
And now comes what is new: Everyone can also register as a job ambassador. And then recommend jobs to his network. If an applicant joins the network, applying for a job posting at Jobbotschafter.de and being deemed qualified by the examining employer, you will receive a premium as a job ambassador per qualified application.
In any case, money flows regardless of whether the applicant is now being recruited or not.
The problem here ...
... has Markus Tandler in his readable posts (along with readable comments) already torn: "Even "more"Twitter accounts are barely able to generate significant clicks (and probably less qualified candidates) on the job ad ... in reality, hardly anyone will get rich, or even close ..."
... is the offer
There are reasons for this, and they are practically inherent in the system. For one thing, it is the job of the job itself - quality as well as quality: every job market is a closed system and only has its own pool of vacancies. This is logical, but limits the choice for the applicant but arg.
And often in Jobbörsen just the remains are trampled, as Svenja Hofert has so beautifully written, thus the jobs, which internally no one wants to have. This restricts the qualified offer even further.
High potentials are not looking for job exchanges
The problem is that job exchanges for certain target groups such as high potentials no: This is also the way Eva Zils realized - and this is exactly where social media comes into play: "For passively seeking top people, however, other ways are necessary. For this hard-to-reach target group, it makes sense to find the high potentials in your own company, for example, to find out more about their personal offline or online network and to ask them to act as job ambassadors. Good idea and actually logical, because who can "sell" a vacancy and an employer better than the own staff. "
Recommendation marketing lives from matching
But, and this too is inherent in the system, this only works on a voluntary basis: If an employee recommends a job, then it is because he knows the job and the potential candidate well and is convinced that both fit together. Therefore, this system is so successful.
And: who recommends, so also uses its own reputation. Personally, I do not want to recommend anyone that I think "Well, I'm not so convinced of that, but ..." Creating a monetary incentive is the wrong way to go, because it's more advisable to think without thinking if it would work.
And that leads the whole model ad absurdum: Because the recommendation is then carried out only mechanically, without heart and soul. And the recommender is, to put it bluntly to say, to lifeless, blood-poor extras.
However, this matching does not work as often as people sometimes want it, and it can not be the same at all, as it is in the life of an ideal employee.
Why do you need job exchanges?
And just in cases where it does not work, then you need job boards.
Or how Marcus makes a point in the commentary on the above article: "Vitamin B is still the best thing when it comes to getting a new job! And good friends everyone but everyone recommends a good job offer, and that without monetary incentives - why, however, it needs a platform such as Job Ambassadors, opens up to me not quite, because Facebook, XING, LinkedIn, and the good old eMail, or or the handle to the phone are quite sufficient ... "
This is because it is simply two different systems: To a closed, the job exchanges, and an open, social media.
What can work, on the other hand, is when social media complements the closed sysem only: the employers' platform http://www.kununu.com/ makes the ME quite clever: It offers workers an independent platform in which they can quench whistleblows and their need for transparency in the company - just what Wikileaks has made so successful.
At the same time, however, they also cooperate with closed systems such as Jobstairs or, more recently, Xing, where members can directly access company ratings "PLUS" and "STANDARD" that have been submitted to kununu by current and former employees and applicants. Here Social Media brings an added benefit, which is also accepted by the user.
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