In particular large companies use the Web 2.0 for the recruitment of new employees. 58 percent of companies with more than 500 employees publish job ads in social networks, while there are only 29 percent of small and medium-sized companies. The human resources departments are often present in the online social networks with their own profiles on career topics. Seekers as well as vacancies there is also event notices, videos with information about the employer, or a bulletin board for questions or discussions. Even if the shorter routes and the contact will be easier, is Web 2.0 everything else as the paradise for recruiters and recruiter, that only after the second or third sight to make a decision.

Because it is the human tendency to simplify despite the headhunter, potential candidates for a specific position with much tact, for example, task to identify and address. To do this, one must be in the curriculum vitae filed on XING is, work, qualifications sift and analyse, to finally find the appropriate words for a speech”reports Udo Nadolski, Managing Director of the consulting firm specialized in technical recruitment and outsourcing services Harvey Nash in Dusseldorf. Previously, it was to develop a comprehensive job description, which is not exhausted in standard text blocks. “Vote the candidate profile with management, a comprehensive understanding of the position to be filled and the questioning of the required soft facts or soft skills must therefore always team, conflict and criticism, discipline and appreciation, a few to call motivation or communication skills – just a few – as the key to success in the focus of the headhunters ‘, so the experience of the human resources experts. The headhunter should therefore be for the candidates, whatever coach and mentor at a stage of readiness for change. To do all the work, persuasion is making”, says Harvey Nash expert. Editing plain text ONLINE on the Hamdan 27 53127 Bonn E-Mail: