Press Release

27.11.2012

Advertising via the new media?

Today, internet presence and the associated sales and communication channels on the internet are becoming increasingly important. In connection with the shortage of specialists and managers  , companies are not only faced with the question of where and how to find the right employees, but also how?

This raises the question for companies as to whether an application sent by post does not entail too much bureaucratic work and costs or whether an online tool for applications does not deter applicants? There are also the exotic applications with their own applicant homepage or in the form of an application video and, last but not least, the application flyer, which often raises more questions than it answers for the HR manager. The simple alternative is to apply by e-mail, but here too certain guidelines must be observed.

The classic or the discontinued model: application by post

An application by post makes a good impression if it is well prepared. With the help of creative means and a good choice of design, the applicant can set accents and stand out from the many other applications. The aim is not just to send a loose-leaf binder with 5 pages, but to make a positive impression. Here the applicant must consider whether the company wants a written application, because it is not only the applicant who incurs costs and effort when sending an application by post. Sending back the application and the administrative effort are greater in comparison to an application by e-mail or using the online tool, which is why more and more companies are categorically ruling out applications by post.

The future or just a solution for corporations: the online tool

The online tool as an applicant management system is a tempting way for companies to obtain applications. HR departments appreciate it when applicants enter their applications directly into the database themselves and enter all the necessary information. As the application form can be searched for keywords using software, it makes it easier to select applicants. However, many applicants shy away from the lengthy procedure of entering all the information. With a large number of applications to different companies, it is tedious to spend up to an hour on each application and to enter the same information over and over again. In addition, the purchase of an online tool in combination with the appropriate database is also a cost-intensive investment and takes time to function correctly. Perhaps not absolutely necessary for a small company or a small medium-sized enterprise and too cost-intensive.

The middle way: applying by e-mail

Today, applying by e-mail is always an alternative to other forms of application. It is important for the applicant to find a contact person and thus an addressee in advance so that the application does not end up in the "centre" at an info@ address and is not forwarded correctly. Applying by e-mail saves the company the administrative effort and enables simple forwarding to the specialist department. Applicants should be familiar with the basic rules of applying by e-mail:

• The e-mail and attachment must not be too large. Company e-mail accounts are often limited to a certain size. As a rule, 3 MB is sufficient and will be received everywhere.
• The attachment should ideally consist of one, but no more than three files. Combining the cover letter, CV and attachment makes the application clear and structured.
• The correct job title should be used in the subject line, together with the advert number, as this makes it easier to identify the position. In addition, all of the applicant's contact information should already be included in the e-mail.

There is no one-size-fits-all solution that companies use to determine the right way to apply. However, there is a noticeable trend away from paper applications. It is doubtful whether the implementation of an online tool is a good choice for every company. If there are several job advertisements and a frequent search for applicants, it is worthwhile organising applicant management with the help of an online tool. Whether by post, e-mail or online tool depends on the preferences of the company and its HR department. What counts is finding the right applicant.