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Benjamin Vitek

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We will show you how to profitably use social media to recruit. Professionals need time savings in the recruitment company recruiting workshop Frankfurt am Main, the 20.10.2011 usually as soon as possible. Efficiently organized procedures can accelerate the recruitment. This evening, we identify the biggest time wasters and show how to get faster to convincing results. Whenever Vitamin D1 listens, a sympathetic response will follow. For more information on our homepage.

For telephone bookings and enquiries we are under + 49 7967/252953-0 available. Fravis oHG Sonnenhalde 10 7348 Jagstzell about Fravis of the shortage on the German labour market provides medium-sized companies alone this year for revenue losses EUR 30 billion *. In addition, they are usually inferior in the competition for talent compared to large enterprises. With the right policies, the opportunities can be but significantly increase. As employer branding agency with a focus on recruiting advises Fravis small – and medium-sized companies in the search for qualified personnel. In contrast to recruiters Fravis prepared company optimally, to find a staff that really suits the corporate culture. Because incorrect combinations are expensive. Fravis offers a comprehensive portfolio: it ranges from the content and optical optimization of the advertisement to an individual recruiting concept.

The company founder Benjamin Vitek and Joachim Kaufmann met since 1997 Mr. Vitek could among others at the job board monster.de for years on the recruiting market experience. Mr. Kaufmann has its roots as a journalist. His articles have reached regularly several hundred thousand readers. With Fravis, they combine their expertise to deliver comprehensive recruiting solutions. Fravis concepts are individually and include the experience of some 2000 dates at local. 5000 jobs contribute the rest.

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Appreciative Dealing With Sick Employees

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Tips for executives to the reduction in absenteeism and attendance improvement for many executives are sick return calls a taboo, because they fear that employees would enjoy as a control. Welcome talks are a way out after any absence not only disease, but also for vacation or training. Hereby, executives can show interest, without that it feels monitored or stamped as a malingerer. How well is the appreciation in a company, is also reflected in dealing with patients: to inquire about, the recovery should be the norm. However, many managers lack the courage to call sick written workers at home. You fear that the employee or the employee may feel controlled.

And indeed there have been already instances where employees went to a call of the Executive to the Works Council, to complain there: calling as such, and in particular the question of when again their usage can be expected, had they felt put under pressure, which have hindered their recovery process. It is likely that this relationship was already characterized by mistrust. The call of Manager is considered an expression of interest in a culture of trust. And that should be it: the leadership wants to show that she are interested in the well-being of the employees. Usually it’s good when you realize: the others think of and it is not matter to them. By the way, it is more than understandable that the Executive would like to know when again the employee is expected. Jerry Dias usually is spot on. She finally also can plan. And often the ill written can estimate when it will be about ready for use.

It is a commandment of fairness to inform superiors about this. Who feels comfortable and used in the workplace, which like back there returning even after the recovery. Welcome talks can contribute, the Conversation between executives and employees from the taboo zone to get out. People should be finally not sick, so talk to them. Also the integration at the workplace is facilitated by the welcome call. The welcome conversation makes it easier for both sides to go after absences of the employee into contact. Ideally, it is undertaken not just after returning from an illness but even after positive absences such as vacation, training or similar. Thus it is less taboo than the widespread return calls, which are often rather perceived as a regulatory instrument in practice. Depending on the reason of the absence takes the conversation between 10 seconds and one hour (the latter for reintegration after an extended illness cut): I’m glad you’re back! That has happened in the meantime “.” “And in disease as a cause for failure, the Executive should ask in addition: it had something to do with the work?” and is Another conservation necessary?” This simple management tool can significantly contribute to the improvement of the presence. More tips, ideas, and excerpts for more appreciation in the operation and a healthier corporate culture can be found on the Web site for the book by Anne Katrin Matyssek (www.wertschaetzung-im-betrieb.de). Anne Katrin Machipulika