Companies in search of high potentials: Just no dialogue!


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Many Company supposedly desperately looking for skilled workers. If you take a closer look, you realize that dialogue is a pleasure to avoid! Best of HR – Berufebilder.de®

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Axel Haitzer 63Axel Haitzer is a cross-thinker, an expert in human resources (marketing) and e-business.

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Advertising for the best minds

Many say that companies are desperately looking for skilled workers. "The market has turned," say the companies. "Nowadays you have to apply to the applicant," say some hiring managers. "I can choose my employer," say the top people.

This situation is (yet) unfamiliar to most HR decision-makers: they have to advertise candidates today. This often goes wrong. Reasons for this are often the passive and closed attitude in the personnel departments - the direct and open dialogue is often avoided by many.

Contact Person? Wrong!

If one reads the job advertisements in newspapers or on-line job exchanges one notices: With the majority missing the personal contact, the direct line number or the personal eMailAddress of the contact person.

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This is also confirmed by a comprehensive investigation carried out by my team. In over 55% of the job advertisements, which were switched from January to April in the FAZ and SZ, the personal contact person was missing.

Contact - as easy as possible?

If one adds the ads in which the commissioned advertising agency has simply added this meaningful information, the picture continues to darken. And this despite the fact that nearly every company claims that the human being is the center of attention, open, fair and personally communicated, or that the company is characterized by a direct dialogue.

How does it fit together? Would not it be somehow clever to make contact with the applicants as easy as possible? What should applicants do if no contact is indicated in the vacancy notice? Good question!

Let's talk - or better not?

Most Internet forums and candidate counselors agree and recommend calling the candidate in the company and asking for the appropriate interlocutor. For the job application letter simply to copy the managing director or executive committee from the imprint of the company website, was for a successful Casting just as unsuccessful as opening his letter with “Dear Sir or Madam”.

“Let's talk to each other”, the advert says - so answer the phone! In the absence of the extension number, the head office is called. "I'm sorry," says the lady at the switchboard, "no one is reporting to the HR department right now - please try again later - no, I can't give out the direct extension."

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Locked personnel are not individual cases!

Quite a few applicants, by the way, experience the telephone calls with the HR department of a potential new employer as reserved and not particularly dialog-oriented, let alone appreciative. "Why are you calling? - Everything you need to know is in the job advertisement. ”

Anyone who now believes that dealing with applicants in this way would not come about, or at most in some cases would be wrong. Our agency “Quergeist”, for example, carries out tests on behalf of companies, so-called mystery applications, in order to uncover weaknesses and thus potential for improvement in the application process with the help of test applicants.

The only thing that bothers the applicant?

What the testers who present themselves as applicants experience every day in contact with human resource managers makes us occasionally stand up to our hair. The only thing that bothers you is the applicant? - Despite the alleged shortage of skilled workers, many applicants experience the same.

What experience have you gained as an applicant or personnel decision-maker with the communication and willingness to communicate? Discuss with us!

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    "How HR deal with applicants" by @Quergeist via Simone Janson Unfortunately, that's true ... still!

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