Monday, February 28, 2011

Informal Job Ad a trend - Informal Application a taboo

There is a trend in Germany to edit job ads in an informal way. Those job ads utilize informal ways of communication (duzen) and hope to attract "young" and cool candidates as well as display company culture.

There is no research showing how these job ads are received by the candidates. I suppose many candidates are at ease with them as they do send in their applications. Maybe some are rather turned off, but this is the risk the company takes.

What's most interesting for me at this point is whether any HR staff hopes to receive job applications utilizing the same code of communication.

Does Mrs. Elke Schneider, an imaginative recruiter at a company X for the purpose of this blog post, look forward to receiving cover letter starting "Dear Elke" (Liebe Elke)?

Does she appreciate to be called Elke by an applicant calling to find out more about the advertised position?

Does an informal cover letter boost one's application or disqualifies an applicant?

Monday, February 14, 2011

Dating employees

Do you remember the song „All you need is love” by The Beatles. Love can make a person’s life more fulfilling. But companies, couple run companies excluded, are seldom proponents of this maxim. On the contrary, companies are not enthused by staff dating. Restrictions if imposed may refer to bosses dating direct reports, co-workers in the same department or generally any employees. Though most will not put a formal policy to govern this issue, very few are probably really happy about such developments.

Dating employees is a good sign and acknowledgment of HR. The hiring process accomplishes what it intends to do. It brings on board people who are alike, are a fit and have some commonalities. And above all they enjoy working with each other so great that they want to hand out after work as well.

Given Valentine’s Day, I won’t bring up the downside of employees’ dating.

Tuesday, February 1, 2011

Job Titles to attract Career Changers

Talent shortage pushes recruiters to seek talent in other industries then their own. Niche job boards enable them to do it effectively.

With the recent job ads, Enterprise, a car rental company, seeks talent with hospitality background for their management training program. Enterprise looks for qualities associated with hospitality industry such as high service attitude, guest care skills and experience in ensuring customer satisfaction.

What makes the ad different? Well, it is their job title.

A high level of attractiveness of a job title is one rule of thumb when phrasing successful job ads. Candidates are attracted to jobs that have titles they aspire to, present some sort of professional enhancement, possibly are higher in the job hierarchy or simply are associated with a greater status (e.g. personal assistant as opposed to secretary).

Enterprise’s job titles is not a “next role” that candidate might be interested in, but precisely candidate’s “current role” or generally her educational background. Enterprise attracts attention by easy identification among their intended audience (“this is me” instead of “could this be me”). The job ad itself plays on a common note, suggesting a poor satisfaction with the current role, and hopes to motivate the candidate to change their career.