Coded a blue collar job
It's all a question of communication
Have you ever wondered why your job advertisement hardly received any applications? We do! In the next few paragraphs, we will take up basic knowledge about communication and show at which points in the recruiting process misunderstandings or application dropouts occur. We particularly focus on recruiting via social media channels.
Learn from the insights how they improve your recruitment and strengthen your employer brand.
Communication is everything!
That may sound very dramatic now, but basically it's true. Communication as an exchange of information and interactions between at least two people takes place in almost every process step in recruiting, even if the people do not face each other or talk to each other. Because every sentence, every phrase and every picture conveys a message.
And everyone is aware that there can be obstacles in the transmission of messages and information - if you are urgently waiting for an important reply via a messenger or receive it and understand it completely differently than the sender meant. The search for employees - especially in social recruiting - is of course not spared these hurdles.
But where exactly are these hiding and how can they be dismantled?
Communicative hurdles in ... addressing the candidate
100 years ago Sigmund Freud pointed out that communication is on two different levels - the visible (20%) and the invisible (80%) level - takes place. If you now imagine an iceberg, only a small part of the conveyed message is visible on the small level above water, which often only contains the information. Most of the message to be conveyed is underwater and therefore not visible. This level is perceived as a relationship level rather subconsciously. Nevertheless, both the content and the relationship level are crucial for the acceptance and understanding of a message.
If you have this Levels of a message questioned further, as Schulz von Thun did in 1981 and recorded “4 sides of a message” in his communication model, one can also learn the following.
Every message sent from the sender to the recipient contains:
And if that was too much theory, then the following example from a job advertisement may help you:
"Become part of our colorful team [...]!"
Broken down into the content of the message, this means:
• Factual level: We are looking for new colleagues.
• Self-disclosure: We are open to new team members.
• Appeal: Apply to us.
• Relationship side: We welcome people of different origins, skin color and personality traits.
The hurdle: With just a few words, we convey a message on many levels, above all the content level (conscious level) and relationship level (unconscious level).
How to reduce them: So it is important - if not essential - to understand that a job advertisement or a recruiting campaign communicates a lot more than the content. The question “how is communication carried out?” can not only encourage the application and make you want to take part in the position, but also prevent misunderstandings and misinterpretations from potential candidates.
But before candidates can apply for the ad, they must first find it - which brings us to the next step in the process.
Communicative hurdles in ... the placement of the job advertisement
In addition to the type of communication, the transmission of a message is also decisive and represents both a key task and a challenge in recruiting. Because the job advertisement should reach individual target persons and be understood by them.
So that this part of the recruiting is not hindered by communicative hurdles, it is important to understand that when a message is transmitted, the sender, the recipient, the channel selection and the (de) coding of the message are important (→ see Sender- Receiver model by Claude E. Shannon and Warren Weaver).
The hurdle: If a job advertisement reaches a candidate who is not a specialist, some parts of the message cannot be decoded and understood. Even unspecific information in the job description, which leaves a lot of room for interpretation, can mean that candidates do not know whether they fit the position or not. As a result, you will then receive no or unsuitable applications out of ignorance or incomprehension.
How to dismantle this: It is important to pay attention to the following points:
• Minimize the scope for interpretation
• Know the target group (You can also find out how important the focus on the target group is in our regular webinar.)
• select the appropriate channels
Because not only the content, but also the placement of job advertisements on the right channels or the display of the job advertisement to the appropriate target group is important for recruiting. But it also harbors communication hurdles that need to be prevented.
Communicative hurdles in ... the application process
As the title suggests, there are! Regardless of how exactly the previous hurdles were tried to prevent, success for social recruiting can still fail because of another hurdle: the lack of feedback.
Especially online, the options for queries or comments are not always immediately apparent, but this should not be a reason to prevent this option. Because, as is customary in face-to-face conversations, the sender often receives a reaction and feedback from the recipient online.
The hurdle: In the application process, the recruiter must expect to receive feedback after a job advertisement has been published. Should the Feedback possibility Applicants are not given, this inhibition of communication and the mutual exchange of information can worsen the candidate experience and thus represent a hurdle in the recruiting process.
The experiences that applicants have during the application process at an organization have a great influence not only on the feedback, but also on the reputation of the organization.
How to dismantle this: In order not to lose potential candidates here, your willingness to engage in dialogue should be evident by specifying a contact address or answering messages on portals and platforms.
Avoid hurdles - know how
There are also other hurdles in the job interview, which, however, go beyond the scope of a blog post and take place less on the level of social recruiting.
If you are still interested in this extension, we will be happy to provide you with the scientific work that was the basis for this blog post. Just contact us.
- Has social media crashed today
- What Companies Are Recruiting Fashion Designers In India
- Have you ever been called a fagot?
- What will the next generation be called?
- What if there was only one religion?
- How do the pigs manipulate other animals
- What are film agencies in the UK
- What do you like about your home
- Why did a Chinese woman marry a Japanese man
- Is DisplayPort better than HDMI for 4k
- What do the Irish eat for Christmas
- Subsidized bread is a giffen good
- Have animals ever been arrested?
- Is there a career in architecture
- Why do some parents hire nannies?
- How much do research analysts earn
- Is Donald Trump really interested in someone
- Are doctors paid hourly or as a salary
- Which tech startups are hiring in LA?
- Why is baguette so difficult to chew
- What are some examples of ethnic groups
- How do the British see other Europeans
- What do the Chinese think of Iran
- What do Hispanics think of African Americans
- Do the teachers notice the calm children
- How fish girls flirt
- Is it worth studying in Oxford
- Where should hollow concrete blocks be used
- Who is following or monitoring the prosecutor?
- Mexicans are Aztecs
- How does a motorcycle work
- Is it wrong to love your country