Kommunikationsagenturen als Dienstleister und Berater: Auswahl, Rollen, Normen und Konflikte

Fuhrberg, Reinhold

doi:10.1007/978-3-8349-4543-3_51

Cited by 4 publications

(1 citation statement)

References 8 publications

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“…As roles are process-driven and adapt to situational demand, they may change on short notice (Fuhrberg, 2014(Fuhrberg, , p. 1035). Short-termism, staff turnover and uncertain careers especially mark communication agency life.…”

Section: Working For Consultanciesmentioning

confidence: 99%

Recruiting the competent lobbyist: Career options and employer demands in Germany

Althaus

2015

Int Groups Adv

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Germany likely employs Europe's largest national lobby labor force. This article presents a comprehensive study of German lobbyists' workplaces and employer expectations of competencies. It provides insights into emerging requirements for a qualified workforce in a diversified job market. Drawing on multiple sources of statistics, surveys and cases, the first section examines staffing and entry routes for the main employer types -associations, corporations and consultancies. The job market offers a broad range of career options. This includes an emerging set of junior training programs. German employers have devised fully paid apprenticeship models as structured practical learning schemes where rotating workplace assignments alternate with seminar learning. Some employers partner in training alliances. Traineeships are tailor-made and unregulated, but their existence points to a growing employer interest in formally developing a talent base and professionalism. The second section offers a job market snapshot based on 189 advertisements from 2012 to 2014. Job ads can be assumed to be an objective measure of employers' articulated intentions and expectations for a quality pool of applicants. The survey tabulates preferences for experience, academic degrees, knowledge areas, personal, social and method competencies, and specific political expert skills. Results demonstrate a complex interplay of qualifications and requirements. Ads also show great variety and ambiguity, suggesting that lobbying lacks standardized job classifications and a stable common vocabulary. Findings show that organizational settings influence task and competency combinations expressed in job ads. While all employers appear to follow similar recruiting patterns in regard to some qualifications, they also differ. For example, associations and businesses place more emphasis on policy concepts, organizational participation, coordination, administration and direct representation than do consultancies, while the latter stress advisory roles and strategizing. Corporations get less involved in campaign advocacy. Associations focus on members. Consulting firms tend to recruit younger, less experienced staff, and to less often request domain knowledge. Highlighting commonalities and differences, this article may help stimulate discussion on explicating employers' competency-based human capital management and recruiting practices. The results may help develop

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Section: Working For Consultanciesmentioning

confidence: 99%

Recruiting the competent lobbyist: Career options and employer demands in Germany

Althaus

2015

Int Groups Adv

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Strategische Kommunikation – Zentrale Fragestellungen aus Sicht der Unternehmenskommunikation

Zerfaß

Dühring

2016

Handbuch Strategische Kommunikation

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Strategische Kommunikation – Zentrale Fragestellungen aus Sicht der Unternehmenskommunikation

Zerfaß¹,

Dühring²

2014

Handbuch Strategische Kommunikation

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Kommunikationsagenturen als Dienstleister und Berater: Auswahl, Rollen, Normen und Konflikte

Cited by 4 publications

References 8 publications

Recruiting the competent lobbyist: Career options and employer demands in Germany

Recruiting the competent lobbyist: Career options and employer demands in Germany

Strategische Kommunikation – Zentrale Fragestellungen aus Sicht der Unternehmenskommunikation

Strategische Kommunikation – Zentrale Fragestellungen aus Sicht der Unternehmenskommunikation

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