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A recruitment advertising (also occupation picture) covers the requirements to a place in an enterprise or an authority, which can be occupied again, in the context of the personnel management. It can take place in-plant (internally) or nonly-operational (externally).
Recruitment advertising contains less explicit elements as a job description and serves an external personnel advisor than basis for the alignment with the individual applicant profiles from its acquisition. In particular in an occupation picture no detailed problem descriptions called (Betriebsinterna), co-operation with the other places in the enterprise are not described and it will not become no agency regulations implemented. The emphasis with the occupation picture is appropriate therefore rather in the range of the social and technical authority requirements as well as the rough work goals and for the labour costs, which an occupation may cause maximally. The conditions to the applicant are divided in recruitment advertising into ability and conditions for having.
Made during in-plant recruitment advertising the coworkers a vakante place e.g. by circulars admits. Parallel to it quite external recruitment measures can be transacted. The work council can require even an in-plant recruitment advertising; places of leading coworkers are of it excluded. The basic idea is the equal chances in in-plant job market. This means that employees can apply for another position in the enterprise. In-plant applicant does not have to be preferred thereby whereby after usual practice internal applicants receive priority opposite external applicants with comparable qualification. Information, which should be put to the applicants at the disposal, is:
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