Targeting the Right Candidates: Control Expectations!


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The job advertisement forms the first direct address of your company to potential candidates, thus influencing the first impression that the candidate has of your company Company receives. That should be as realistic as possible.

job-seeking

Here writes for you:

Dirk Ohlmeier photo - Dirk OhlmeierDirk Ohlmeier is Headhunter, Personalberater and Managing Director of Ethos Human Recruitment GmbH.

Profile

Draw an honest picture

Draw a honest and open picture, both of your company as well as of your expectations and the professional life. Many candidates keep reminding themselves that the actual tasks in everyday working life are very different from those described in the job advertisement.

Prevent candidates from being disappointed shortly after taking up the position through an open and honest picture.

Five W questions for correct formulations

As an aid to the formulation of job advertisements, you should always observe the following five W questions:

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  • Who we are
  • Who we are looking for
  • What we expect
  • What do we offer
  • What we ask

In the foreground: requirement and perspective of the candidates

There is a dispute about the order in which the questions should be answered. We prefer people to stay in the background. The requirements and prospects for candidates should be given priority. On the one hand, this makes the position more attractive for the candidate.

On the other hand, an interested candidate will independently form a detailed picture of the company. So we guess, keep the part of the corporate presentation short but concrete. Identify all the key factors for the candidate, such as location, location, industry, and company size.

This avoids scattering losses

In order to avoid large scattering losses, you should draw a clear picture of the requirements that you place on the candidate. These should refer not only to professional, but also to personal characteristics. Use the guidelines that you have previously defined and defined together with the department head.

Be realistic about these requirements as well and ask for the features that are really necessary for the successful execution of the position. In particular, the personal characteristics often decide on the success of the recruitment. The candidate must fit in with you and your business. Qualitative rather than quantitative scope

Sustainable communication

See the job advertisement as a communication tool to increase your employer brand, which goes far beyond the approach of potential candidates. Also leave a positive impression on candidates who are not eligible for this position.

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You never know what the future holds. That is why you continue the open and honest communication of the job posting, in which you give the candidate timely feedback. In particular on the receipt of the application documents.

Design your system to suit your needs

You can also design the intermediate steps in an application-friendly manner. No matter whether the Casting mail, or online, make sure your system is user-friendly. Otherwise, qualified candidates can drop you out at this point.

Personally, we prefer the appointment of a direct contact person. Thus, the process is more personal from the outset.

Please contact us

In the event of any queries or difficulties, the applicant can contact you directly without any problems. At the same time, a direct contact person suggests that the recruitment process and thus the candidate is taken seriously.

Different messages from different contact persons or from anonymous email addresses give the impression that no one is responsible for the process. Keep in mind that the Best Branding activities will not work if people who have been in direct contact with you are reporting negative about you.

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