Page 146 - Company Excellence

Part III: Chapter 5 ‐ It's all about the people

The aim is to set impulses to counteract the habits of the mostly young
and Internet-savvy target group that is to be addressed and to reach
them. Companies should use the appropriate formats for this, such as
short videos. A landing page allows interested people to contact the
company quickly and easily. In this way, potential applicants can be
reached who are not specifically looking for a new job, but are
dissatisfied with their current job. Short and concise information and
emotional stimuli, for example in the form of videos, encourage them
to do something about their dissatisfaction and to exchange ideas with
the company. It is important to address all potential people:

• the candidates willing to change,
• the passive candidates, but who are open to attractive job
alternatives, and also
• Inactive candidates who are not looking for a job at all, i.e.
they are not visible as job seekers, but are latently
dissatisfied at their current workplace and "only" need to be
addressed properly - on the rational and emotional level.

It is worthwhile to invest in social recruiting and digital advertising. It
is particularly attractive to take advantage of the opportunities offered
by online and digital advertising, for example by integrating the videos
mentioned above and including emotional and emotive photo stories
that give the company an authentic image of the vacant position.

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