The 2 pages of a job advertisement
Job advertisements always have two sides: Companies summarize in them all requirements for the applicant and show what they have to offer as employers; with the aim of winning the right candidate.
Applicants are given an important insight into the company, which makes it easier for them to find themselves as the most attractive employer.
Intersection of applicants and companies
At the same time, the job vacancy allows the applicant to compare his / her personal qualifications and strengths with the job advertised and thus to find the right job. This is because, depending on the company, completely different job profiles and working conditions can be hidden behind one and the same job description.
The job advertisement is thus used to determine the greatest possible intersection between the applicant and the employer, so that in the ideal case the appropriate counterparts can be found at the end. For this reason, it is essential for companies like Jobuchende to be able to write and read jobs correctly.
1. The job advertisement from the company's point of view
Job posting is one of the most important pivot points in a company's apprentice marketing. An appealing job display is always clicked - even if you provide additional pictures and videos to pupils. Surprisingly, this is not so much the effect as the content - information content and authenticity are the most important. In order to keep all important content on a small scale, the classic W-questions are the first orientation:
- Who are we and what do we offer?
- Who are we looking for?
- What do we expect?
- How to apply?
Content is king
First of all, it is important that the job ad is visually appealing and clearly arranged. That means it takes a meaningful combination of body text and bullet points. Job advertisements with mostly continuous text and no paragraphs are very difficult to read. The content of the text must be meaningful, with attractive descriptions of the company (values, philosophy ...) and the training content.
Because not only professionals, but also students want to read information about salary, training opportunities or possible incentives. And a personal address appeals to students better than a too formal salutation: "You have just graduated from high school?" Is better than "We expect a high school diploma". Specific information on training should also be mentioned: How high is the remuneration or what is the chance to take over after the training?
The 6 most common mistakes to avoid
- too much flow text
- place too high demands on the applicant
- Use of internal terminology
- wrongly chosen titles - for example, without the term "education"
- Too short job advertisements - that is not meaningful and seems uninteresting
- Company services and services for the employee
2. The job advertisement from applicant view
After a company has published the job advertisement, the "work" begins for all job seekers - because even when reading a job advertisement, there are a few things to keep in mind. Especially young applicants are quickly overwhelmed with the compressed information and requirements.
This is because companies always describe their wish candidates and qualification profiles are quickly utopian. So, if you have a real interest in the company and the company, you should not be deterred by the requirements in the job posting.
The distinction between "must" and "may"
The most important point in advance: No candidate must match 100 percent on the criteria mentioned! An example: Soft skills are often very subjective and can be quickly learned and improved in everyday working life. Therefore, applicants should distinguish important from unimportant requirements. This succeeds if you make yourself aware of the "must and can criteria":
They are compulsory for an appointment, applicants should bring these requirements in any case. This usually includes graduation or professional skills. They are often described as follows:
They are desires that companies place on their potential candidates. These are requirements which are conducive to the job, but need not necessarily exist, such as practical experience. Applicants recognize "can criteria", for example, on the following phrases:
Ultimately, it is important for applicants to realistically compare their strengths and abilities with the claims listed in the job advertisement. Anyone who meets the must-have requirements and in addition has one or the other optional criterion, should definitely use one Casting try.
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