{"id":1186,"date":"2015-02-27T10:52:38","date_gmt":"2015-02-27T09:52:38","guid":{"rendered":"http:\/\/www.munich-business-school.de\/insights\/?p=1186"},"modified":"2016-02-03T08:52:45","modified_gmt":"2016-02-03T07:52:45","slug":"trendthemen-in-der-arbeitswelt-social-media-recruiting","status":"publish","type":"post","link":"https:\/\/www.munich-business-school.de\/insights\/2015\/trendthemen-in-der-arbeitswelt-social-media-recruiting\/","title":{"rendered":"Social Media Recruiting"},"content":{"rendered":"

Social Media Recruiting ist tot. Zu dem Ergebnis kamen zwei j\u00fcngst durchgef\u00fchrte Studien*\u00b0. Alle Hoffnung scheint verloren zu sein. Nicht ganz. Wie bei vielen Innovationen muss man dem Keimling eine gewisse Chance geben.<\/p>\n

Firmen beschweren sich, wie schwierig es ist, an geeignete „High Potentials“ zu kommen. Dabei scheint alles in den letzten 10 Jahren einfacher geworden zu sein: Man w\u00e4hlt sich schnell auf einer ’soziale Plattform‘ ein und hat schon den gew\u00fcnschten Kandidaten.<\/p>\n

Leider sind beide „Seiten“ entt\u00e4uscht: Einerseits werden Bewerber nicht gefunden, andererseits sind Firmen\u00a0\u2012 und die von ihnen beauftragten Headhunter und Personaldienstleister \u2012 bei ihrer Suche erfolglos.<\/p>\n

Was muss ich tun, um gefunden zu werden \u2012 was um den Kandidaten zu finden?<\/p>\n

Das Matching entscheidet<\/strong><\/p>\n

Social Media Recruiting versucht \u00fcber soziale Netzwerke geeignete Kandidaten zu finden. Wie viele andere e-commerce Businesses arbeitet man mit Plattformen, um ein 100%iges ‚Matching“ zu erreichen. Allerdings zeigt sich wie bei Partnervermittlungen im Internet das gleiche Problem: Einerseits m\u00f6chte man als Bewerber m\u00f6glichst viel von einem Preis geben, um sich attraktiv zu machen. Umgekehrt m\u00f6chte man aber auch nicht unkontrolliert private Details im Internet publizieren.<\/p>\n

Die richtige Plattform<\/strong><\/p>\n

Um die Erfolgsquote zu steigern muss das Matching dort erfolgen, wo beide auch offerieren bzw. suchen. Eigentlich sollte man meinen, die ‚communities‘ mit der meisten Besucherquote seien auch die geeignetsten.<\/p>\n

Auch wenn vermehrt Personen (Bewerber) \u00fcber Facebook bez\u00fcglich Jobinteresses angesprochen werden, so sind das oft keine seri\u00f6sen Angebote. Oft existieren die Facebook-Teilnehmer als Pseudonym, so dass eine reale Suche ohnehin f\u00fcr die Recruiter erschwert ist.<\/p>\n

Gro\u00df ist nicht immer gro\u00dfartig<\/strong><\/p>\n

Gro\u00dfe Jobportale wie Monster.de sind nach wie vor eine gute M\u00f6glichkeit f\u00fcr die Jobwahl. Allerdings hat es sich f\u00fcr F\u00fchrungskr\u00e4fte immer mehr von einer wirklichen Fundgrube entfernt: Auch wenn interessante Stellen ausgewiesen wurden, so wurden die Stellenanzeigen weder von den Unternehmen gepflegt noch ausreichend betreut. Manchmal existierten diese noch nicht einmal und die Firma wollte werben, indem sie auf ein tats\u00e4chliches Stellengesuch 20 verschiedene einstellte!\u00a0<\/span><\/p>\n

Die richtige Art sich zu vermarkten<\/strong><\/p>\n

Seri\u00f6ser, da von der Berufswelt als Business-Plattform wahrgenommen, sind f\u00fcr den DACH-Markt XING<\/a> und f\u00fcr den internationalen Markt LinkedIn<\/a>. Beide Netzwerke bieten die M\u00f6glichkeiten, den Lebenslauf als auch Interessen und neue Orientierungen zu demonstrieren. Wichtig ist, dass man stets den Lebenslauf aktuell h\u00e4lt. Dazu geh\u00f6ren auch die Nennung von Auslandsaufenthalten und praktischer Erfahrungen, aus denen die T\u00e4tigkeit und Position sowie m\u00f6glicherweise die Firma hervorgeht.<\/p>\n

Vom Social Media Recruiting zu Social References<\/strong><\/p>\n

Inzwischen werden Beurteilungen und Referenzen auch \u00fcber das Netz abgegeben. So gab der Autor bereits mehrere Referenzen, die entweder direkt \u00fcber LinkedIn oder (indirekt) \u00fcber ein dar\u00fcber angebahntes Telefongespr\u00e4ch gef\u00fchrt wurden. Zuk\u00fcnftig wird sich Social Media Recruiting immer mehr zu einem Social Business Networking weiterentwickeln. Man pflegt nicht nur die Kontakte, sondern man sieht auch, wer zu wem Kontakt hat in der Business-Welt und man gibt sogenannte ‚Testimonials‘ ab, die wiederum f\u00fcr den Karriereerfolg wichtig sind.<\/p>\n

Fazit<\/strong><\/p>\n

Neben dem klassischen e-Markt des Internets werden Businessportale (wie XING oder LinkedIn) h\u00f6here Bedeutung erlangen. Aber auch Plattformen von Berufsverb\u00e4nden werden Absolventen und Young Professionals zum Teil kostenfrei die Internetseiten als Pinnwand dienen. Dabei werden Mitglieder Vorteile genie\u00dfen. Social Media Recruiting bahnt sich so seinen Weg von potenziellen Massenplattformen hin zu mehreren spezifischen und elit\u00e4ren Such-Hot Points, auf denen Kollegen als Business-B\u00fcrgen und Referenzen auftreten k\u00f6nnen. Paradoxerweise wird parallel die Bedeutung des Social Media Recruitings im Sinne der pers\u00f6nlichen Vermittlung (word of mouth) noch st\u00e4rker wachsen.<\/p>\n

* <\/strong>Social Media Recruiting Studie von 2014 von Eva Zils<\/a><\/p>\n

\u00b0 <\/strong>Social Media Personalmarketing Studie von embrander<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Social Media Recruiting ist tot. Zu dem Ergebnis kamen zwei j\u00fcngst durchgef\u00fchrte Studien*\u00b0. Alle Hoffnung scheint verloren zu sein. Nicht ganz. Wie bei vielen Innovationen muss man dem Keimling eine gewisse Chance geben. Firmen beschweren […]<\/a><\/p>\n<\/div>","protected":false},"author":16,"featured_media":1187,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10430,10432],"tags":[458,524,527],"coauthors":[667],"class_list":["post-1186","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-archiv","category-archive","tag-personalmanagement","tag-social-media-de","tag-social-media-recruiting"],"yoast_head":"\nBlog Munich Business School<\/title>\n<meta name=\"description\" content=\"Blog Munich Business School\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.munich-business-school.de\/insights\/2015\/trendthemen-in-der-arbeitswelt-social-media-recruiting\/\" \/>\n<meta property=\"og:locale\" content=\"de_DE\" \/>\n<meta property=\"og:type\" content=\"article\" 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Professor f\u00fcr Human Resource Management und International Management an der Munich Business School. Zudem ist er Programmdirektor des Studiengangs Bachelor International Business. Prof. Dr. Albrecht forscht und ber\u00e4t an der MBS und durch sein Consulting-Unternehmen Industrieprojekte hinsichtlich HRM, Leadership und Change Management. Nach seiner Promotion war er erfolgreich als internationaler Seniormanager in der Pharmaindustrie und als strategischer Berater f\u00fcr den Mittelstand und f\u00fcr Konzerne t\u00e4tig. Prof. Dr. Albrecht ist zertifizierter Business Coach und h\u00e4lt einen MBA des Henley Management College.","url":"https:\/\/www.munich-business-school.de\/insights\/author\/aalbrecht\/"}]}},"_links":{"self":[{"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/posts\/1186","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/users\/16"}],"replies":[{"embeddable":true,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/comments?post=1186"}],"version-history":[{"count":1,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/posts\/1186\/revisions"}],"predecessor-version":[{"id":2055,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/posts\/1186\/revisions\/2055"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/media\/1187"}],"wp:attachment":[{"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/media?parent=1186"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/categories?post=1186"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/tags?post=1186"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.munich-business-school.de\/insights\/wp-json\/wp\/v2\/coauthors?post=1186"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}