vacancy
The job posting and job posting is the human resource tender an organizational point , mainly for employee relations . It can take place in-house (internal) or outside the company (external).
The job advertisement can be used as an impetus for a corresponding recruitment process and as an incentive to apply, both in the initiation phase of an employment relationship under private law and in public service positions. Under civil service law , the job advertisement is required by law in certain cases. According to the Basic Law , every German should have equal access to every public office based on their suitability, qualifications and professional performance. However, this does not result in any legal obligation to advertise public service positions . At scientific universities , for example, there is only the obligation to formally advertise regular professorial positions . By law, all other academic positions do not have to be advertised (but see: Sham adverts ). While some subjects advertise part of the vacancies, other subjects practically always allocate these public service posts without a job posting.
Demarcation
It is not always easy to distinguish it from other HR management tools. For example, a job description is also used here . The job advertisement contains less explicit elements than a job description and serves, for example, as a basis for an external personnel consultant to compare it with the individual applicant profiles from his acquisition . In the job description, no information about the job holder is given. However, the job description is often the basis for the job description in the job advertisement.
In particular, no detailed job descriptions are given in a staffing profile (internal company). The cooperation with the other positions in the company is not described and there are no substitution regulations.
placement
Public job advertisements have been published in job exchanges , traditionally in print media, especially daily newspapers , and on their own website since the mid-1990s .
Until the 1990s, the main medium for job advertisements was the daily newspaper. In contrast to the job offers for executives, which can be found in a few national daily newspapers and in association magazines, the majority of job advertisements are in the local press.
With the spread of the Internet, jobs are increasingly being hired online. This mainly affects internet job exchanges , but also social networks and company websites . Around 70% (as of 2013) of the largest companies in Germany use the Internet for job advertisements. The advantage of online job advertisements is that applicants can find out about vacancies and apply much faster and more clearly. For companies, on the other hand, the advantage is that online job advertisements are much cheaper and can run for a longer period of time.
Elements of a job advertisement
Job advertisements are often formulated in the sense of "ideal candidates" and linked with career information. A well-made job advertisement is like a business card for the company. It should contain at least the following elements:
- Presentation of the company (location, size, number of employees)
- Tasks that new employees expect (e.g. processing contracts, evaluating suppliers)
- Job description (possibly reasons for the advertisement)
- Requirement profile of the applicant
- Working conditions and development opportunities
- Benefits (salary, profit sharing, social benefits e.g. retirement benefits)
- Organizational matters (receiving address, starting date, required application documents)
Vacant positions are made known to the company's own employees via internal job advertisements (e.g. through circulars).
Brief content
The 5 W's summarize the requirements for a job advertisement:
- We are,
- We are looking for,
- We expect,
- We offer,
- We ask for
Dubious job advertisements
Job advertisements with fraudulent intent
In addition to normal, serious advertisements, dubious offers are appearing more and more frequently in print and online media, which in some cases can cause considerable financial and personal damage to job seekers if they get involved. As the distinction is not always easy here, the following points should serve as a guide. Care should be taken though
- the job advertisement is short and concise and contains little or no information about the actual area of activity (e.g. "interesting job", "working from home" etc.),
- is advertised with horrific earning opportunities without requiring appropriate qualifications ("€ 2500 per month, even unskilled"),
- Unqualified people are promised quick promotion to a supposedly high position ("office manager wanted"),
- only a mobile phone number or an email address is given as a contact option,
- chargeable hotlines are to be called (e.g. 0900 area codes),
- money to be paid in advance for materials.
In these cases it is mostly a matter of "offers" from so-called structured sales organizations or similar organizations that pursue the goal of pushing the applicant into bogus self-employment by means of a commercial agency contract remunerated exclusively through commissions . In the worst case, there is even an illegal pyramid scheme behind it.
Push columns
Finally, it is important to identify and bypass so-called push columns . The criteria here are:
- Job offers with vague designations such as “co-driver” or, more recently, work in the “sense of animal or consumer protection” (acquisition of donations; sale of magazine subscriptions) without further descriptions.
- the explicit search for "unbound (young) people"
Sham alerts
Sham advertisements are job advertisements that give the impression that a position is available and that a suitable candidate has not been found; in reality, however, the tender is only issued on the basis of legal obligations.
Job advertisements from academic universities are often sham advertisements . If universities, for example , are forced or stopped to advertise positions by the internal works council or donors such as the German Research Foundation , but according to the top dog principle it has already been determined who should receive the position, a regular application process will still be carried out. Fake advertisements can sometimes be recognized by the fact that a research profile is required that is practically only fulfilled by one person, or that the job advertisement is hidden (no newspaper advertisement, advertisement on the Internet, etc.). However, even sham advertisements are often published without such precautions or, on the contrary, they are deliberately formulated openly and made widely known and an elaborate selection process carried out so that in case of doubt one can refer to the alleged equal opportunities for all applicants in the process.
As a rule, private employers do not post bogus advertisements because they do not have to advertise their positions publicly anyway. Here, however, job advertisements for vacant positions are sometimes used to suggest the image of a flourishing company to the public in order to impress competitors or investors, for example. These job advertisements, which are used for purposes other than advertising, are, like other sham advertisements, at the expense of applicants whose investment of time and money in the preparation of application documents and, if necessary, the journey to the interview, regardless of their qualifications, was hopeless from the outset.
Focuses and variants
The focus of the hiring profile is more in the area of social and professional competence requirements, the rough description of the work goals and the wage costs that a hiring may cause. The requirements for the applicant are divided into optional and mandatory requirements in the job advertisement.
In the internal job posting, employees are given a vacant position, e.g. B. announced by circular or on the intranet. External recruitment measures can be carried out in parallel or afterwards. The basic idea is equal opportunities in the internal labor market. This means that employees can apply for another position in the company. In the case of vacant positions, the works council can request an internal advertisement and refuse to be hired or transferred if this is not done. The internal applicant does not have to be preferred.
Information that should be made available to applicants is:
- Job title
- short job description
- Belonging to department, branch or group
- working time
- required qualification
- intended remuneration
- intended location (s).
Legal (Germany)
The General Equal Treatment Act (AGG) prohibits direct or indirect discrimination against applicants through the formulation of job advertisements or advertisements. The requirements of the position must be described in an ethnically neutral, gender and age-neutral manner, unless the occupation by a person with a certain profile is objectively necessary (e.g. female models for the presentation of women's fashion).
See also
Individual evidence
- ↑ Article 33, Paragraph 2 of the Basic Law
- ^ The staff in the federal service. Retrieved March 21, 2015
- ↑ University laws of the federal states Retrieved on July 27, 2015
- ↑ Job description / job advertisement. ( Memento of the original from April 2, 2015 in the Internet Archive ) Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. Retrieved March 21, 2015
- ↑ Recruiting Trends 2014. Accessed March 21, 2015
- ↑ tender jobs - Definition: Internal vacancy. Retrieved March 21, 2015
- ↑ Effects of the Equal Treatment Act , handout of the IHK Wiesbaden on the AGG.
