Job (role)#Job opening

The vacancy is the personal economic tender an organizational point, primarily for employee relations. It can take place within the company ( internal) or outside the enterprise (external).

The vacancy comes as an impetus for appropriate staffing process and application as an incentive both in the initiation phase of a private employment contract into consideration as well as the civil service. Officials Legally, the vacancy is required by law in certain cases, for example, to ensure the best candidates or to promote the advancement of women.

Accruals

A distinction from other instruments of human resource management is not always easy. Here one uses for example, the cast image or a job description. The vacancy contains less explicit elements as a job description and serves as an external recruitment consultant as a basis for the comparison with individual candidate profiles from its acquisition. Often, however, is the job description based on the job description in the job posting.

In a cast image can be mentioned in particular no detailed task descriptions ( internal company ), the cooperation with the other units of the company is not described and it will be executed no representation provisions.

Job advertisement

Public jobs are published in employment exchanges, traditionally in print media, especially newspapers, since the mid- 1990s, also on their website.

Until the 1990s, the main medium for job was the daily newspaper. In contrast to the career opportunities for leaders who are to be found in a few national newspapers and magazines in association, the majority of the jobs available in the local press. With increasing proliferation of the Internet, more and more sites are also displayed online.

The advantage of online job is the fact that the candidates can inform and advertise much faster and clearer on job vacancies. For companies, in turn, the advantage is that online job ads are much cheaper and run over a longer period of time ( usually four weeks).

Opportunities are often formulated in terms of " ideal candidate ". There are these rare, it may be worthwhile for an applicant already to apply from an agreement of 60 % between requirements and personal profile.

Is becoming more common to observe that jobs are linked with career information in order to offer the job seeker tips and tricks when applying for a job.

Elements of a job ad

A well-crafted job posting is like a business card of the company. It should contain at least the following elements:

• Presentation of the company (location, size, number of employees )
• Tasks that new employees be expected ( eg, perform contract processing, evaluating suppliers)
• Description ( possibly reasons for the tender )
• Requirement profile of the candidate
• Working conditions and development opportunities
• Benefits (salary, profit sharing, employee benefits eg pensions )
• Organizational (reception address, starting date, required application documents )

About internal job postings (eg through circulars) vacancies are announced to its employees.

Synopsis

The 5 Ws

• We are,
• We are looking for
• We expect
• We offer,
• We ask for

Dubious Job

Job with intent to defraud

Besides normal, reputable ads appear in print and online media more frequently dubious offers that could cause the job seekers sometimes considerable financial and personal damage if he commits himself to it. Since the distinction is not covered here always easy, the following points are intended as a guide. Caution should be exercised when

• The job advertisement is kept short and concise and no or little further information on the actual activity contains (eg " interesting activity "; " activity of your home ", etc.)
• Advertised with horrendous earning potential without demand appropriate qualifications ( " € 2,500 per month, even unskilled ' )
• Unqualified the rapid rise ( " office manager wanted " ) is promised in a supposedly high position
• To contact you only a mobile number or e- mail address is being specify.

In these cases it usually is " deals " so-called multi-level marketing or similar organizations that aim to push the candidate by means of an exclusively through commissions tempered agency contract in the false self. In the worst case even plugged an illegal pyramid scheme behind it.

In addition:

• Paid hotlines to be called ( eg 0900 primaries )
• Money in advance to be paid for materials

Handle columns

Finally, it is important to identify so-called oppressors columns and to get around. The criteria are here:

• Careers with diffuse designation such as " passenger " or, more recently, work in the " interests of animal or consumer protection " ( acquisition of donations, sales of magazine subscriptions ) without detailed descriptions.
• The explicit search for " unbound ( young) people "

Bill tenders

Bill tenders are job postings that give the impression that a place was vacant and did not find a suitable candidate; in reality, the tender will be made ​​but only because of the legal obligation.

For job offers of universities is often sham tenders. If universities are forced to tender of places, but already it is clear who should get the point, though a regular application procedure is performed. Bill tenders are sometimes evident from the fact that a research profile is required, which is practically fulfilled by one person, or the job ad is rather hidden ( no newspaper ad, etc.). However, also note tenders are often published without such arrangements or these are on the contrary formulated deliberately open and made ​​widely known, and a sophisticated selection process carried out so that you are in any doubt on the alleged equal opportunities for all applicants may rely in the process.

Private employers usually take no bill tenders, since they already do not have to publicly announce their bodies. Here, however, vacancies for virtually no vacant positions are sometimes used to the public to suggest the image of a thriving company to impress as competitors or investors. This repurposed for advertising vacancies go like other bill tenders at the expense of candidates whose investment regardless of the qualification of time and money in the creation of application documents and possibly also of getting to the interview was hopeless from the outset.

Instrumentation image

The focus of the cast image is, then, rather in the field of social and technical competence requirements and the rough work objectives and the wage costs, which may cause a maximum occupation. The requirements to the applicants are divided into the vacancy in Can and Must - conditions.

The internal vacancy employees a vacancy is made known, for example by means of circulars or on the intranet. In parallel, can be made quite external recruitment measures. The works council may even require an in-house vacancy; with the exception of senior staff positions. The basic idea is the equality in internal labor market. This means that workers can apply for another position within the company. The internal candidate must not be preferred in this case, where priority is given according to common practice, internal candidates over external applicants with comparable qualifications. Information which should be provided to the applicants, are:

• Job Title
• Short job description
• Membership department, branch or group
• Working hours
• Necessary qualifications
• Remuneration provided
• Provided / r of use / e