Which websites hire candidates without a degree

Finding new employees: 5 underestimated alternatives to job advertisements

You hardly get any applications for your job advertisements? Then try these ways.

The search for new employees is becoming an ever greater problem for many medium-sized companies. Declining birth rates, longer training and study periods, increasing demands of applicants on future employers - these are just some of the challenges. The “customer candidate” has become a scarce commodity in many industries.

What to do? With these alternatives to the classic job advertisement, you can address candidates who you would not be able to reach in the traditional way.

Tip 1: Active Sourcing via Xing and LinkedIn

On platforms such as Xing and LinkedIn you can access around 30 million applicant profiles in German-speaking countries in one fell swoop - from simple clerks to top executives at the first and second management level.

Advantage: You do not have to check and process a large number of external applications that do not meet your requirements, but only address candidates with potential. Even if Active Sourcing naturally takes up working time, the processing effort is much lower afterwards, because with the help of filter functions you get exactly the profiles that match your search.

By the way: You can also post job advertisements on Xing and LinkedIn. These have the great advantage that you can define exactly which target group (age, gender, educational background, current position, region, etc.) your ad should be displayed in advance. In this way you minimize wastage and reduce advertising costs.

Tip 2: Mobile recruiting solutions like Truffls

For both job seekers and companies, matching portals such as Truffls or Jobilla are a good option to find the right job or candidate. Here you state your requirements and you will then be included in a list with many other employers.

The applicant then takes a test in which qualifications and other important data must be given on his part. Aspects such as motivation or previous experience also play a role.

advantage: With the help of these or similar mobile recruiting solutions, companies can get mainly specialists presented much faster. The recruiting effort is minimal, as suitable profiles are sent to you. In addition, you can quickly get in touch with the applicant without having to rely on your own recruiting software. At the same time, the applicant receives suitable job offers and can take further steps himself.

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Tip 3: The Federal Employment Agency's CV database

The Federal Employment Agency's curriculum vitae database is another option that gives you access to a large number of interesting applicant profiles. In advance, you specify in a search mask which requirements an applicant should have, such as a specific school leaving certificate, a degree or other skills and knowledge. People who meet these requirements will be listed for you. You can then contact them directly.

Advantage: As with active sourcing on Xing or LinkedIn, the following applies here: You no longer have to deal with unsuitable applications, as you only address candidates who at least meet the formal requirements.

advantage: If staff are made redundant in other companies, the released employee is obliged to report to the employment agency as looking for work (usually several weeks before the end of the old employment). Especially in times of crisis, you can get top candidates presented in the Federal Employment Agency's résumé database.

advantage: Unlike Xing or LinkedIn, where paid memberships or advertisements may be required to search for applicants, you can access the Federal Employment Agency's résumé database free of charge.

Tip 4: Employees recruit employees

Do you already have many satisfied employees in your ranks? Great, then you have one of the best interfaces to new staff. Your employees are also privately in networks and are usually in contact with people with a similar education.

Advantage: With an employee recruitment program, you get candidates with whom there is a certain relationship of trust right from the start. Because if your employees recommend you as an employer to their friends, this is often very important when applying.

Advantage: Well-made job advertisements often generate a large number of incoming applications - but in many cases these are not ideally suited for the advertised position. But your employees know who they are looking for. Suggested candidates often fit well into the team. This reduces the recruiting effort and the recruiting costs.

Tip 5: Facebook Ads

You can create so-called Facebook job ads on Facebook. These ads will only be shown to users who match the profile you previously specified. You set a budget, the display ends automatically when the budget is used up. Costs only arise when someone clicks on your ad.

The success of such a campaign depends in most cases on the presentation. For this reason, you should ensure that the display is as interesting as possible in order to encourage the user to click on Facebook. The interested parties then receive information about the requirements you have and how they can apply.

advantage: Facebook advertisements are - especially now in the Corona crisis - significantly cheaper than online job advertisements on job exchanges. In addition, unlike advertisements on job boards, Facebook ads can be planned very well and focused on specific users down to the last detail (gender, age, level of education, region, interests of the target applicants, etc.). This ensures that you are addressing the right target group right from the start.

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A guest contribution by Ziko Jovic

About the author


Zico Jovic works as a recruiting expert and management consultant. With his company Jovic Consult, he advises companies that want to grow sustainably with the "right" employees. His clients include start-ups as well as medium-sized companies and corporations. He is the author of numerous specialist articles on the topics of recruiting, employer branding and talent management.