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2.0: Das ganze Web ein Stellenmarkt",{"__typename":83,"timestamp":84,"timezone":85,"offset":86,"time":87},"DateTime",1273472622,"UTC","+00:00","2010-05-10T06:23:42+00:00",{"__typename":83,"timestamp":84,"timezone":85,"offset":86,"time":87},{"__typename":16,"id":17,"name":18,"direction":19},"/blog/hr-2-0-das-ganze-web-ein-stellenmarkt",[92,99,106],{"__typename":93,"tag":94,"attributes":95},"MetaTagValue","meta",{"__typename":96,"name":97,"content":98},"MetaTagValueAttributes","title","HR 2.0: Das ganze Web ein Stellenmarkt | Liechtenecker UX Design 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Wer in Google nicht zu finden ist, lebt nicht in dieser Welt, schrieb Helmut Spudich. Einer aktuellen Studie zu Recruiting-Trends googeln allerdings nur 13,7 Prozent der befragten Personaler österreichischer Unternehmen ihre Bewerber, nur 22 Prozent suchen Infos über sie auf Xing. Ist  HR 2.0, Social Recruiting – die Personalsuche über soziale Medien – also nur ein Hype?\u003C/p>\n\u003Ch3>Recruiting-Tools\u003C/h3>\n\u003Cp>In der zitierten \u003Ca href=\"http://derstandard.at/1269448778299/Spuren-im-Netz-Traue-keinem-Bewerber-ohne-Online-Spur\">Monster-Studie\u003C/a> geht hervor, dass soziale Online-Netzwerke noch wenig Bedeutung haben. Der deutsche Social Media Report HR 2010 von \u003Ca href=\"http://www.jacobsmuehlen.de/studie/\">Jacobsmuehlen\u003C/a> , bei dem 852 Personalmanager, auch aus Österreich, befragt wurden, beleuchtet das Thema genauer – und kommt zu einem ganz anderem Ergebnis: 77 Prozent der Befragten aus Österreich und 74 Prozent aus Deutschland sehen in Social Media in erster Linie ein Recruiting-Werkzeug. An zweiter Stelle steht mit 65 bzw. 71 Prozent das Employer-Branding. Und 57 Prozent der österreichischen und 54 Prozent der deutschen Personaler überprüfen in Online-Communities ihre Bewerber. Die wichtigsten Netzwerke sind Xing und Facebook.\u003Cbr>\nDas Social Recruiting scheint bereits Realität zu sein. 39 Prozent der deutschen und 27 Prozent der österreichischen Unternehmen haben Social Media bereits in die Personalarbeit eingebunden. Und jedes dritte Unternehmen, über ihre Social Media-Aktivitäten auch schon rekrutiert. Eigentlich schon überraschend hoch. Allerdings zeigt das auch, wie viel Potenzial hier noch liegt.\u003Cbr>\nUnd natürlich suchen die HR-Manager nach Infos zu Bewerbern im Internet, sobald sie für die ausgeschriebene Stelle interessant sind. Dabei werden nicht nur potenzielle Führungskräfte gegoogelt, sondern auch Praktikanten.  Aktuelle Mitarbeiter werden dafür kaum überprüft. Wegen „schlechter“ Online-Reputation wurden bisher noch kaum Bewerber abgelehnt.\u003Cbr>\nInteressant ist, dass nur 17 Prozent der österreichischen Unternehmen überprüfen,  was über sie im Netz geschrieben wird. Dabei ist HR 2.0 meiner Meinung nach keine einseitige Sache: Wer einen Job sucht, findet heute mehr als je zu vor Infos über potenzielle Arbeitgeber. Auf Kununu bewerten ehemalige und aktuelle Mitarbeiter Firmen. Das Portal ist spannend –aber für mich hat es einen bitteren Beigeschmack: Lassen hier gekündigte Mitarbeiter ihren Frust aus? Fälschen aktuelle Mitarbeiter die Bewertungen?\u003C/p>\n\u003Ch3>Reputation Management für Unternehmen\u003C/h3>\n\u003Cp>Ein Echtzeit-Tool, um zu lesen, was über mein Unternehmen in den sozialen Netzwerken geschrieben wird, ist \u003Ca href=\"http://www.embrander.de/\">embrander\u003C/a>. Bisher sind hier allerdings nur deutsche Arbeitgeber gelistet und die Ergebnisse sind nicht sehr zufriedenstellen. Über Monitoring werden Personaler, die das Internet ernst nehmen, allerdings nicht mehr herumkommen. Eine Katastrophenbeispiel: Bewerber und Ex-Mitarbeiter des Medienbeobachters (!) Meltwater berichten auf Anti-Meltwater-News über ihre negativen Erfahrungen im Unternehmen. Die schrecken schon nach den ersten Zeilen Interessierte ab.\u003Cbr>\nWer Recruiting über Social Media langfristig betreiben will, braucht dafür eine gut durchdachte Strategie. Was das kosten kann, zeigt ein Rechenbeispiel im \u003Ca href=\"http://blog.kununu.com/2010/04/was-kostet-hr-social-media-fur-recruiting-zahlensalat-zutaten-facebook-twitter-kununu-co-ein-rechenbeispiel-von-bis\">Kununu-Blog\u003C/a>\u003C/p>\n\u003Ch3>Fazit\u003C/h3>\n\u003Cp>Die Bewerbersuche über soziale Netzwerke ist bereits Realität, steckt aber im deutschsprachigen Raum noch in den Kinderschuhen. Außerdem sollte HR 2.0 nicht einseitig gesehen werden. Alle reden von Online-Reputation, die meisten meinen das jedoch nur personenbezogen. In naher Zukunft müssen sich Unternehmen ebenso mit ihrem Ruf im Netz beschäftigen. Immerhin sind die in der Studie Befragten sich über die Rolle von Social Media in den nächsten Jahren bewusst (siehe Grafik).  Berufseinsteiger sollten sich nicht davor fürchten, über Google gefunden zu werden und sollten aktiv an ihrem Online-Profil arbeiten. Denn wer weiß, der nächste Headhunter könnte nur einen Klick entfernt sein.\u003C/p>\n\u003Ch3>Frage\u003C/h3>\n\u003Cp>Wer von euch hat schon mal über ein Social Network einen Job gefunden, oder einen neuen Mitarbeiter rekrutiert?\u003C/p>\n        \u003C/div>\n    \u003C/div>\n\u003C/div>\n\n\n","\u003C!-- This site is optimized with the Yoast SEO plugin v15.7 - https://yoast.com/wordpress/plugins/seo/ -->\n\u003Cmeta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Clink rel=\"canonical\" href=\"https://liechtenecker.at/blog/hr-2-0-das-ganze-web-ein-stellenmarkt/\" />\n\u003Cmeta property=\"og:locale\" content=\"de_DE\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"HR 2.0: Das ganze Web ein Stellenmarkt - Liechtenecker\" />\n\u003Cmeta property=\"og:description\" content=\"„Trau keinem Bewerber ohne Online-Spur“, hieß es kürzlich im Standard. 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