Employee search: This is how companies find new employees

The employee search is becoming increasingly difficult for companies. Especially in the so-called MINT subjects and scientific-technical occupations are barely enough applicants. An innovative employee search that does not work according to Scheme F is required. On the other hand, the search methodology tells the applicant something about the company and can help him find out about his potential employer before applying ...

Companies use these methods to find new employees
How companies look for employees reveals something about their corporate philosophy . Companies that only use job advertisements in newspapers will not have much of a problem with digitization . Conversely, one may assume that the company is more Internet affine in a job advertisement in the social media.

In other words, where you as an employee look for your new employer is an important decision. Anyone who knows how and especially where companies are looking for new employees can position themselves accordingly. Our overview:

The classic ways of employee search

Some ways have been successful for many years, when companies are looking for employees. Therefore they are still used by companies. Some limit themselves to the classics alone, others use them as a complement to newer methods.

Job advertisement in newspapers
In newspapers, a very specific clientele can be reached. Anyone looking for skilled workers will advertise in the relevant industry journals .

For applicants, this also means finding out about new offers in national journals .

Employment Agency
Even with the help of the employment office, companies are looking for new employees. Applicants should therefore also create a CV and maintain the profile here .

Employees who have a fixed-term employment contract have to register for employment with the employment office three months before the deadline anyway. Employees who have not been dismissed can use the job portal of the employment office as a free advertisement .

Temporary employment agency
Even the journey via a personnel service provider can lead to a new company. In the field of skilled workers , companies often take advantage of temporary work .

Although the employee is employed in their company, he remains an employee of the personnel service provider. So they can make a non-binding impression of the way they work and whether he or she could fit in with the company and the rest of the workforce.

If this is so, the employee can in most employment agencies in over the operation be. As a rule, a kind of transfer fee is due.

For some workers, the search for employees via a HR service provider can be successful .

Headhunters or recruiters
The companies also use an external service provider for this type of employee search. As a rule, headhunters and recruiter or consultants search on request. This means that the searching employer must place an order to search.

But that does not mean that job seekers willing to change or workers not initiative could apply to a headhunter. Most recruitment consultants are very happy to have well qualified professionals and executives sign up to join them in their pool of applicants.

If a company has a specific need, the headhunter already has the profile ready. You can contact headhunters or a personnel consultant via the professional networks such as Xing or Linkedin or directly via the personnel consultancy.

The newer ways of employee search
In addition to the classics, companies are increasingly looking for new ways of looking for employees to counteract the shortage of skilled workers . Among the new ways companies go to include:

Employees Recruit Employees
The route via the classical vitamin B . Employees who want to work for a particular company should carefully search their contacts. Maybe someone is found who is employed by the desired employer?

Incidentally, it does not have to be direct contact either. If you believe the small-world phenomenon , which is also known as everyone-knows-every-law , every human is known over six corners (ie contacts) with each other on the globe.

For people looking for a job, the following applies: Maintain personal and professional networks .

Admittedly, having your own homepage already has quite a few companies. Nevertheless, there are still some who resist stubbornly against it. For all other companies it is part of the employee search as a matter of course that the job advertisements are also displayed on their own website .

How many employees are reached is quite different. Large corporations and popular employers have job sites that are very well frequented . By contrast, smaller and rather unknown companies will not reach a large readership with their ad.

However, this does not have to be a bad thing: Employees who are looking for a job on the side of a rather unknown employer express great interest in the company as an employer - and that is precisely what the applicants can use in their cover letter or job interview .

If you can prove conclusively that the search on the company's homepage was not coincidence, but full intention, this shows the employer his motivation to work for his company .

Online portals
Online portals and job boards are what used to be the job ad in a major newspaper. Thus, the employer reaches a large readership .

Applicants benefit from the mostly simple application process with this type of employee search. As a rule, the application documents can be submitted online . Anyone who has made a good template, has to adapt only the cover letter to the respective employer. This saves time and money and opens the possibility to provide many potential employers with their own documents.

Active Sourcing
When it comes to active sourcing , companies are looking specifically for employees and are not waiting for them to apply to them. The search often works first through the business networks Xing and Linkedin.

This is why Active Sourcing under Tipp also states that the profiles should be maintained in the social media and kept up to date at all times. A post office now and then in the appropriate groups certainly does not hurt to attract staffing attention.

Social networks
Social networks are also used the other way round: Either employers sell themselves in certain groups and thus attract attention, or they directly place job advertisements .

This includes the social media, which are not limited to professional contacts. On Facebook you can find job advertisements of companies in corresponding groups. All those who do not want to look for new jobs or are not looking for new employees have the chance to present their company .

Trade fairs and hackathons
This type of employee search is for companies that want to hire young applicants and graduates .

At a trade fair, they can present their company with a stand. Interested parties can make contact directly with the employer and receive important information:

Which employees will be searched for in the future? What should they pay attention to and which kind of application is the best for the staff?

Can be some of the questions they can ask there.

In hackathons are more programmers and other people who are interested in software development. What used to be just an internal event for the scene has become a sort of showcase for applicants. Because the companies have discovered the hackathon for themselves .

IT-savvy applicants should therefore be prepared for a recruiter at such an event and be prepared. A business card is required if you want to combine the job search with a hackathon .

Campus Recruiting
Campus recruiting and university marketing are popular ways to make students aware of the business . Companies choose different methods: flyers, posters or even special magazines are intended to arouse the interest of the young students.

In addition, job fairs or social media are popular channels. For students, this means keeping an open eye on whether or not there is an interesting employer during their studies. There is nothing wrong with getting in touch early and recommending yourself for a later appointment.

Ads in unusual places
With this type of employee search, there are no limits to the imagination of the HR department in companies. It is conceivable, for example, imprints on T-shirts or ads on buses or in the catering trade.

Reverse recruiting
No longer the applicant applies to the company, but vice versa : The company praises itself and its advantages.

On special reverse recruiting portals , people willing to change their profile and leave more information about them and their career needs.

The companies click through the profiles and are looking for the most promising candidates for the job. The trick: You then contact the applicant.


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