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Photo - Dirk OhlmeierDirk Ohlmeier is headhunter, personnel consultant and managing director of Ethos Human Recruitment GmbH. After studying business administration and completing an executive trainee program at Bertelsmann AG, he worked as a consultant and headhunter in both Germany and London for nine years In his role as a consultant at HBQ Partners in London, he looked after board members, shareholders and corporate investors. He then worked in Germany as a personnel consultant EMEA for companies in the real estate industry for Cobalt Consulting Ltd. responsible. By changing as a partner to Personnel Consulting Pentagon AG, he specialized in advising medium-sized and family-run companies across Europe. In 2013 he founded his own company, Ethos Human Recruitment GmbH. In addition, he works as a speaker on topics relating to human resources. More information at www.ethos-hr.de All texts by Dirk Ohlmeier.

Targeting the Right Candidates: Control Expectations!

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

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:

  • 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.

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Second, there will be an interested candidate independent get a detailed picture of the company. So our advice is to keep the part of the company presentation brief but specific. Clearly state all the decisive factors for the candidate, such as location, position, 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 with these guidelines and demand the characteristics that are really necessary for the successful execution of the position. In particular, the personal characteristics often determine the success of the recruitment. The candidate must suit you and your company.
Qualitative instead of quantitative range

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.

You never know what the future will bring. Therefore, run the open and honest Communication the job advertisement in which you contact the candidate in a timely manner Feedback give. In particular about 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 contacts or from anonymous ones Emailaddresses create the impression that nobody feels responsible for the process. Remember that the best branding activities will not be successful if people who have been in direct contact with you report negatively about you.

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6 responses to “Targeting the right candidates: Control expectations!”

  1. Arena Executive AG says:

    Addressing the right candidates in a targeted manner - 2/2: Control expectations! | PROFESSIONAL PICTURES -

  2. Pascal Maurer says:

    RT @HelgeWeinberg: Targeted to address the right candidates - Control the expectations! @SimoneJanson # R ...

  3. Helge Weinberg says:

    Targeted to address the right candidates - Control the expectations! @SimoneJanson #Recruiting

  4. Martin Gaedt YOUNECT says:

    RT @SimoneJanson: Targeting the right candidates in a targeted manner - 2/2: Control expectations! -

  5. Martin Gaedt YOUNECT says:

    RT @SimoneJanson: Targeting the right candidates in a targeted manner - 2/2: Control expectations!

  6. Competencepartner says:

    Addressing the right candidates in a targeted manner - 2/2: Control expectations !: Die Ste… #Beruf #Education

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