Employer Branding For Dummies

 
 
Standards Information Network (Verlag)
  • erschienen am 19. Januar 2017
  • |
  • 360 Seiten
 
E-Book | PDF mit Adobe-DRM | Systemvoraussetzungen
978-1-119-07178-5 (ISBN)
 
Attract the very best talent with a compelling employer brand!
Employer Branding For Dummies is the clear, no-nonsense guide to attracting and retaining top talent. Written by two of the most recognized leaders in employer brand, Richard Mosley and Lars Schmidt, this book gives you actionable advice and expert insight you need to build, scale, and measure a compelling brand. You'll learn how to research what makes your company stand out, the best ways to reach the people you need, and how to convince those people that your company is the ideal place to exercise and develop their skills. The book includes ways to identify the specific traits of your company that aligns with specific talent, and how to translate those traits into employer brand tactic that help you draw the right talent, while repelling the wrong ones. You'll learn how to build and maintain your own distinctive, credible employer brand; and develop a set of relevant, informative success metrics to help you measure ROI. This book shows you how to discover and develop your employer brand to draw the quality talent you need.
* Perfect your recruitment marketing
* Develop a compelling employer value proposition (EVP)
* Demonstrate your employer brand ROI
Face it: the very best employees are the ones with the most options. Why should they choose your company? A strong employer brand makes the decision a no-brainer. It's good for engagement, good for retention, and good for the bottom line. Employer Branding For Dummies helps you hone in on your unique, compelling brand, and get the people you need today.
1. Auflage
  • Englisch
  • Somerset
  • |
  • USA
John Wiley & Sons Inc
  • 6,44 MB
978-1-119-07178-5 (9781119071785)
weitere Ausgaben werden ermittelt
Richard Mosley, Universum's Global Head of Strategy, is widely recognized as a leading global authority on the subject of employer branding. He regularly chairs or delivers keynote presentations at many of the world's leading employer brand events.
Lars Schmidt, Founder of Amplify Talent and Cofounder of HR Open Source, is a leading strategy consultant, speaker, and writer in the fields of employer branding and recruiting.
1 - Title Page [Seite 3]
2 - Copyright Page [Seite 4]
3 - Table of Contents [Seite 7]
4 - Introduction [Seite 17]
4.1 - About This Book [Seite 17]
4.2 - Foolish Assumptions [Seite 18]
4.3 - Icons Used in This Book [Seite 19]
4.4 - Beyond the Book [Seite 19]
4.5 - Where to Go from Here [Seite 19]
5 - Part 1 Getting Started with Employer Branding [Seite 21]
5.1 - Chapter 1 Building a Strong Employer Brand [Seite 23]
5.1.1 - What Is Employer Branding? [Seite 24]
5.1.1.1 - Recognizing the benefits of employer branding [Seite 24]
5.1.1.2 - Stepping through the employer branding process/cycle [Seite 25]
5.1.2 - Laying the Foundation for Your Employer Brand [Seite 27]
5.1.2.1 - Aligning with business goals and objectives [Seite 27]
5.1.2.2 - Fitting in with your other brands [Seite 28]
5.1.2.3 - Rallying the troops (and leaders) [Seite 28]
5.1.3 - Taking an Honest Look at Your Employer Brand [Seite 29]
5.1.4 - Putting the Pieces in Place [Seite 30]
5.1.4.1 - Defining the give and get of the employment deal [Seite 31]
5.1.4.2 - Establishing employer brand guidelines [Seite 32]
5.1.4.3 - Giving your target talent a reason to tune in [Seite 33]
5.1.5 - Spreading the Word through Various Channels [Seite 35]
5.1.6 - Staying True to the Promise of Your Employer Brand [Seite 36]
5.1.7 - Monitoring Your Employer Branding Success [Seite 37]
5.2 - Chapter 2 Preparing for the Journey [Seite 39]
5.2.1 - Finding Your Fit within the Overall Company Strategy [Seite 40]
5.2.1.1 - Aligning with the corporate brand [Seite 41]
5.2.1.2 - Aligning with the customer brand [Seite 43]
5.2.1.3 - Supporting the business strategy [Seite 45]
5.2.1.4 - Getting the right talent onboard [Seite 45]
5.2.1.5 - Aligning with human resources [Seite 50]
5.2.2 - Building Your Business Case for Employer Branding [Seite 50]
5.2.2.1 - Considering cost-cutting benefits [Seite 51]
5.2.2.2 - Checking out possible performance benefits [Seite 52]
5.2.3 - Making Friends and Influencing People [Seite 54]
5.2.3.1 - Getting senior leadership onboard [Seite 54]
5.2.3.2 - Convincing marketing and communications to go along with the idea [Seite 55]
5.2.3.3 - Getting HR comfortable with the language and thinking of brand management [Seite 56]
5.3 - Chapter 3 Conducting an Employer Brand Health Check [Seite 57]
5.3.1 - Taking a Look in the Mirror [Seite 58]
5.3.1.1 - Finding out what you already know [Seite 58]
5.3.1.2 - Conducting employee surveys and focus groups [Seite 59]
5.3.2 - Taking a Look from the Outside In [Seite 63]
5.3.2.1 - Gauging employer brand awareness, consideration, and preference [Seite 63]
5.3.2.2 - Identifying your key talent competitors [Seite 65]
5.3.2.3 - Evaluating the strength of your organization's employer brand image [Seite 66]
5.3.2.4 - Evaluating the factors that shape your organization's brand image [Seite 69]
5.3.3 - Weighing Your Competition [Seite 70]
5.3.3.1 - Benchmarking your competitors' media presence [Seite 71]
5.3.3.2 - Mapping your competitors' brand positioning [Seite 72]
5.3.3.3 - Spotting generic plays and opportunities to be different [Seite 73]
6 - Part 2 Developing an Effective Employer Brand Strategy [Seite 77]
6.1 - Chapter 4 Defining Your Employer Value Proposition [Seite 79]
6.1.1 - Setting Your Sights on the Goal: A Sample Employer Value Proposition [Seite 80]
6.1.2 - Brainstorming to Generate Ideas and Content [Seite 82]
6.1.2.1 - Gathering the right people [Seite 83]
6.1.2.2 - Drawing insights from your data [Seite 83]
6.1.2.3 - Conducting a productive employer value proposition development workshop [Seite 85]
6.1.3 - Balancing Competing Perspectives [Seite 89]
6.1.3.1 - Clarifying the give and get of the employment deal [Seite 89]
6.1.3.2 - Weighing current strengths and future aspirations [Seite 90]
6.1.3.3 - Balancing global and local considerations [Seite 91]
6.1.4 - Differentiating Your Organization from the Competition [Seite 92]
6.1.5 - Choosing Your Core Positioning [Seite 93]
6.1.6 - Writing Your Employer Value Proposition [Seite 94]
6.1.7 - Sense Checking and Stress Testing [Seite 95]
6.1.7.1 - Identifying tangible claims and proof points [Seite 95]
6.1.7.2 - Field-testing your draft employer value proposition [Seite 96]
6.2 - Chapter 5 Building Your Employer Brand Framework [Seite 99]
6.2.1 - Aligning Your Employer Branding with Your Corporate and Customer Branding [Seite 100]
6.2.1.1 - Working with a monolithic brand [Seite 100]
6.2.1.2 - Navigating within a house of brands [Seite 102]
6.2.1.3 - Optimizing the parent-subsidiary house of brands framework [Seite 103]
6.2.2 - Creating a Visual Brand Identity with Impact [Seite 104]
6.2.3 - Developing Overarching Recruitment Campaigns [Seite 106]
6.2.3.1 - Setting campaign objectives [Seite 106]
6.2.3.2 - Writing a creative creative brief [Seite 107]
6.2.3.3 - Choosing the right creatives to work with [Seite 108]
6.2.4 - Testing Creative Solutions [Seite 111]
6.2.4.1 - Checking whether a creative solution works across different target groups [Seite 111]
6.2.4.2 - Choosing the best creative solutions [Seite 113]
6.3 - Chapter 6 Generating Engaging Content [Seite 117]
6.3.1 - Grasping the Need to Go Beyond Recruitment Advertising [Seite 118]
6.3.2 - Mastering the Principles of Content Marketing [Seite 119]
6.3.2.1 - Balancing immediate engagement with long-term brand building [Seite 120]
6.3.2.2 - Local engagement hooks [Seite 121]
6.3.3 - Exploring Different Ways to Pitch Your Story [Seite 121]
6.3.3.1 - Showcasing existing talent: Employee profiles and stories [Seite 122]
6.3.3.2 - Be bold: Cutting through the corporate speak [Seite 126]
6.3.3.3 - Delivering facts, figures, and infographics [Seite 128]
6.3.3.4 - Making the most of video [Seite 129]
6.3.3.5 - Gaming your system [Seite 130]
6.3.4 - Promoting Employee-Generated Content [Seite 130]
6.3.4.1 - Facilitating employee-generated content with the right technology [Seite 132]
6.3.4.2 - Developing policies to prevent misbehavior and mishaps [Seite 132]
6.3.5 - Managing Your Content [Seite 133]
6.3.5.1 - Assembling a content marketing and management team [Seite 133]
6.3.5.2 - Conducting a content audit [Seite 134]
6.3.5.3 - Tagging and categorizing content to facilitate indexing and raise its search engine ranking [Seite 135]
6.3.5.4 - Building a content marketing editorial calendar [Seite 135]
6.4 - Chapter 7 Rolling Out Your Employer Brand Strategy [Seite 137]
6.4.1 - Winning Internal Hearts and Minds [Seite 137]
6.4.2 - Briefing Managers before Engaging Employees [Seite 139]
6.4.3 - Briefing Key Management Stakeholders [Seite 140]
6.4.3.1 - Engaging leadership [Seite 140]
6.4.3.2 - Pitching your plan to the HR/talent community [Seite 141]
6.4.3.3 - Ensuring alignment with corporate communications and marketing [Seite 142]
6.4.4 - Briefing Your Recruitment Teams [Seite 143]
6.4.4.1 - Developing your employer brand toolkit [Seite 143]
6.4.4.2 - Creating content playbooks [Seite 144]
6.4.4.3 - Providing guidance on localization [Seite 145]
6.4.4.4 - Getting team managers onboard [Seite 146]
6.4.5 - Engaging Employees [Seite 148]
6.4.5.1 - Think: Taking a rational, measured approach [Seite 150]
6.4.5.2 - Feel: Nurturing emotional engagement [Seite 151]
6.4.5.3 - Do: Inspiring employee commitment and behavior change [Seite 152]
6.4.5.4 - Maintaining consistency and continuity [Seite 153]
7 - Part 3 Reaching Out through the Right Channels [Seite 155]
7.1 - Chapter 8 Constructing Your Recruitment Marketing Plan [Seite 157]
7.1.1 - Sizing Up Your Audience [Seite 158]
7.1.1.1 - Segmenting your audience [Seite 158]
7.1.1.2 - Prioritizing your audience segments [Seite 159]
7.1.1.3 - Creating talent personas [Seite 160]
7.1.2 - Evaluating Target Talent Media Preferences [Seite 162]
7.1.2.1 - Mapping out your media options [Seite 162]
7.1.2.2 - Reaching people on the move (mobile) [Seite 163]
7.1.2.3 - Connecting with active and passive job seekers [Seite 164]
7.1.3 - Setting Out Your Plan [Seite 165]
7.1.3.1 - Balancing inbound and outbound marketing activities [Seite 166]
7.1.3.2 - Putting a recruitment marketing system in place [Seite 167]
7.2 - Chapter 9 Creating a Winning Career Site [Seite 169]
7.2.1 - Making a Great First Impression [Seite 170]
7.2.1.1 - Checking off landing page essentials [Seite 170]
7.2.1.2 - Integrating with your social properties [Seite 171]
7.2.1.3 - Optimizing for mobile [Seite 173]
7.2.1.4 - Staying a step ahead of the Joneses [Seite 173]
7.2.2 - Delivering the Goods: Content [Seite 174]
7.2.2.1 - Aligning your website with your employer value proposition [Seite 175]
7.2.2.2 - Tailoring content to target groups [Seite 175]
7.2.2.3 - Writing effective job descriptions [Seite 176]
7.2.2.4 - Making it easy to apply [Seite 178]
7.2.2.5 - Personalizing your response letters [Seite 179]
7.2.3 - Creating Job Microsites [Seite 180]
7.3 - Chapter 10 Developing Your Talent Network [Seite 181]
7.3.1 - Leveraging the Networking Power of Current and Former Employees [Seite 182]
7.3.1.1 - Understanding why referrals make great hires [Seite 182]
7.3.1.2 - Setting up an employee referral program [Seite 183]
7.3.1.3 - Building an alumni talent network [Seite 187]
7.3.2 - Boosting Your Rejected Candidate Referral Rate [Seite 189]
7.3.3 - Creating Your Own Talent Communities [Seite 190]
7.4 - Chapter 11 Engaging Talent through Social Media [Seite 193]
7.4.1 - Getting Your Head in the Game [Seite 194]
7.4.1.1 - Where to show up: Choosing social channels [Seite 194]
7.4.1.2 - How to engage potential candidates [Seite 194]
7.4.2 - Laying the Groundwork [Seite 196]
7.4.2.1 - Choosing a social dashboard [Seite 196]
7.4.2.2 - Budgeting for ads and sponsored content [Seite 197]
7.4.2.3 - Making time for social media [Seite 197]
7.4.3 - Recruiting on LinkedIn [Seite 198]
7.4.3.1 - Building your Company and Career pages [Seite 198]
7.4.3.2 - Posting regular status updates [Seite 199]
7.4.3.3 - Measuring and optimizing engagement [Seite 199]
7.4.3.4 - Having employees update their profiles [Seite 200]
7.4.4 - Giving Job Seekers a Backstage Pass with Glassdoor [Seite 200]
7.4.5 - Making a Splash on Facebook [Seite 203]
7.4.5.1 - Creating a Facebook Page [Seite 203]
7.4.5.2 - Hosting Facebook Groups [Seite 205]
7.4.5.3 - Broadcasting via Facebook Live [Seite 205]
7.4.6 - Attracting Top Talent on Twitter [Seite 206]
7.4.6.1 - Picking up strategies by observing others [Seite 206]
7.4.6.2 - Using hashtags to source candidates [Seite 206]
7.4.6.3 - Engaging prospects [Seite 207]
7.4.6.4 - Getting your employees involved [Seite 208]
7.4.6.5 - Gauging your Twitter impact [Seite 208]
7.4.7 - Adapting to a New Model: Snapchat [Seite 208]
7.4.8 - Leveraging Video [Seite 209]
7.4.8.1 - Exploring ways to use video in recruitment marketing [Seite 210]
7.4.8.2 - Recognizing the importance of YouTube [Seite 210]
7.4.9 - Exploring Chat Platforms and Regional Channels [Seite 211]
7.4.10 - Building a Social Media Calendar [Seite 212]
7.5 - Chapter 12 Making the Most of Recruitment Advertising [Seite 215]
7.5.1 - Raising Your Employer Brand Profile in Search Engine Results [Seite 216]
7.5.1.1 - Using search engine optimization to improve your site's search engine ranking [Seite 217]
7.5.1.2 - Gaining traction with search engine marketing [Seite 218]
7.5.2 - Sizing Up Paid Media Channels [Seite 219]
7.5.2.1 - Evaluating your potential media mix [Seite 220]
7.5.2.2 - Programmatic media buying [Seite 222]
7.5.3 - Getting the Best out of Job Boards [Seite 223]
7.5.4 - Adding a Personal Touch with Direct Engagement [Seite 224]
7.5.4.1 - Personalizing your message [Seite 224]
7.5.4.2 - Cutting through the spam [Seite 225]
7.6 - Chapter 13 Making a Splash on Campus [Seite 227]
7.6.1 - Marketing to College Students [Seite 228]
7.6.1.1 - Understanding the student/graduate mind-set [Seite 228]
7.6.1.2 - Attending to key touch points [Seite 229]
7.6.1.3 - Evaluating regional differences [Seite 231]
7.6.1.4 - Converting interns [Seite 231]
7.6.1.5 - Designing an attractive graduate program [Seite 232]
7.6.1.6 - Balancing targeting with diversity [Seite 233]
7.6.2 - Choosing Schools Wisely [Seite 234]
7.6.3 - Supporting College Career and Job Placement Services [Seite 235]
7.6.4 - Reaching Out to Less Prominent Institutions [Seite 236]
8 - Part 4 Delivering on Your Employer Brand Promises [Seite 239]
8.1 - Chapter 14 Shaping a Positive Brand Experience [Seite 241]
8.1.1 - Applying Customer Experience Thinking to HR Processes [Seite 242]
8.1.1.1 - Thinking differently about HR [Seite 242]
8.1.1.2 - Reviewing your current employment experience [Seite 243]
8.1.2 - Engaging in Touch-Point Planning [Seite 246]
8.1.2.1 - Conducting a touch-point review [Seite 246]
8.1.2.2 - Touch-point action planning [Seite 248]
8.1.2.3 - Designing signature experiences [Seite 249]
8.2 - Chapter 15 Making a Positive Impression on Candidates [Seite 253]
8.2.1 - Building Candidate-Friendly Application and Selection Processes [Seite 254]
8.2.1.1 - Designing a professional and courteous application and selection funnel [Seite 254]
8.2.1.2 - Tailoring your application, screening, and selection process to your EVP [Seite 258]
8.2.2 - Ensuring a Positive Brand Experience through Induction and Orientation [Seite 259]
8.2.2.1 - Focusing on the fundamentals [Seite 260]
8.2.2.2 - Preboarding new hires [Seite 262]
8.2.2.3 - Providing a warm welcome [Seite 263]
8.2.2.4 - Designing an extensive orientation process [Seite 264]
8.3 - Chapter 16 Engaging and Retaining Your Talent [Seite 265]
8.3.1 - Conducting Engagement Survey Action Planning [Seite 265]
8.3.1.1 - Considering the conventional approach to engagement action planning [Seite 266]
8.3.1.2 - Leading with your EVP [Seite 267]
8.3.1.3 - Leading from the top [Seite 270]
8.3.2 - Ongoing Engagement and Retention Processes [Seite 271]
8.3.2.1 - Conducting team briefings [Seite 271]
8.3.2.2 - Engaging in key people-management conversations [Seite 272]
8.3.2.3 - Identifying and responding to retention risks [Seite 273]
8.3.2.4 - Establishing an early-warning system [Seite 274]
8.3.3 - Maintaining Attraction and Engagement in the Midst of Organizational Change [Seite 276]
8.3.3.1 - Navigating a reorganization [Seite 276]
8.3.3.2 - Smoothing the transition during an acquisition [Seite 277]
8.3.3.3 - Rebranding a merger of equals [Seite 277]
9 - Part 5 Measuring the Success of Your Employer Branding Strategy [Seite 279]
9.1 - Chapter 17 Gauging Your Immediate Impact on Audience Engagement and Hiring [Seite 281]
9.1.1 - Linking Recruitment Marketing Activities to Objectives [Seite 282]
9.1.2 - Measuring the Effectiveness of Recruitment Advertising [Seite 283]
9.1.2.1 - Advertising costs [Seite 283]
9.1.2.2 - Audience exposure [Seite 284]
9.1.2.3 - Engagement [Seite 284]
9.1.2.4 - Source of application and source of hire [Seite 284]
9.1.2.5 - Analyzing the effectiveness of recruitment advertising [Seite 285]
9.1.3 - Measuring the Effectiveness of Social Campaigns [Seite 285]
9.1.3.1 - Social media costs [Seite 286]
9.1.3.2 - Audience exposure [Seite 286]
9.1.3.3 - Engagement [Seite 286]
9.1.3.4 - Source of application, source of hire, and source of influence [Seite 287]
9.1.3.5 - Using the results of your analysis to enhance your recruitment marketing [Seite 288]
9.1.4 - Measuring the Effectiveness of Career Site Content [Seite 288]
9.1.4.1 - Career site costs [Seite 289]
9.1.4.2 - Audience exposure [Seite 289]
9.1.4.3 - Engagement [Seite 290]
9.1.4.4 - Source of application and source of hire [Seite 290]
9.1.4.5 - Improving career site effectiveness through analysis [Seite 291]
9.1.5 - Measuring Referral Effectiveness [Seite 291]
9.1.5.1 - Referral costs [Seite 291]
9.1.5.2 - Audience exposure [Seite 292]
9.1.5.3 - Engagement [Seite 292]
9.1.5.4 - Source of application and source of hire [Seite 292]
9.1.5.5 - Improving referral effectiveness through analysis [Seite 293]
9.1.6 - Analyzing Your Overall Recruitment Marketing Strategy Success [Seite 293]
9.1.6.1 - Calculating cost-per-hire [Seite 294]
9.1.6.2 - Measuring success in terms of quality applicants and hires [Seite 295]
9.1.6.3 - Comparing your results to external benchmarks [Seite 296]
9.2 - Chapter 18 Monitoring and Maintaining Long-Term Impact on Employer Brand Value [Seite 297]
9.2.1 - Tracking Employer Brand Awareness and Reputation [Seite 298]
9.2.1.1 - Measuring improvements in brand awareness, consideration, and preference [Seite 298]
9.2.1.2 - Examining conversion ratios [Seite 301]
9.2.1.3 - Conducting employer brand image surveys [Seite 301]
9.2.1.4 - Drawing conclusions from external brand tracking [Seite 303]
9.2.2 - Tracking the Internal Impact of Your Employer Brand Strategy [Seite 305]
9.2.2.1 - Evaluating employee engagement [Seite 305]
9.2.2.2 - Tracking your employer brand experience [Seite 306]
9.2.2.3 - Evaluating the candidate experience [Seite 308]
9.2.2.4 - Assessing the onboarding experience [Seite 310]
9.2.2.5 - Evaluating employer branding's impact on employee performance [Seite 310]
9.2.3 - Analyzing Your Employer Brand Index [Seite 312]
9.2.4 - Keeping Pace with Talent Market Trends [Seite 313]
10 - Part 6 The Part of Tens [Seite 317]
10.1 - Chapter 19 Ten Success Factors to Embrace [Seite 319]
10.1.1 - Getting Your Leadership Team's Buy-In [Seite 319]
10.1.2 - Bridging the Gap between HR and Marketing [Seite 320]
10.1.3 - Sizing Up Your Company's Talent Needs [Seite 321]
10.1.4 - Defining a Clear and Compelling Employer Value Proposition [Seite 321]
10.1.5 - Building Flexibility into the Framework [Seite 322]
10.1.6 - Getting Current Employees Onboard First [Seite 322]
10.1.7 - Making the Most of Social Media [Seite 323]
10.1.8 - Keeping an Eye on Your Competition [Seite 323]
10.1.9 - Getting into the Right Shape for Talent [Seite 324]
10.1.10 - Investing in Metrics [Seite 324]
10.2 - Chapter 20 Ten Common Mistakes to Avoid [Seite 327]
10.2.1 - Treating Employer Branding as a Project [Seite 327]
10.2.2 - Failing to Focus [Seite 328]
10.2.3 - Promising the Sun, the Moon, and the Stars [Seite 328]
10.2.4 - Playing It Too Safe: Corporate Bland or Industry Generic [Seite 329]
10.2.5 - Getting Obsessed with the Tagline [Seite 330]
10.2.6 - Over-Policing Your Local Teams [Seite 330]
10.2.7 - Underestimating the Resources Required to Create Quality Content [Seite 331]
10.2.8 - Forgetting to Connect Communication with Experience [Seite 331]
10.2.9 - Turning Off Your Brand Investment When the Going Gets Tough [Seite 332]
10.2.10 - Failing to Learn from Experience [Seite 333]
10.3 - Chapter 21 Ten Ways to Minimize Cost and Maximize Impact [Seite 335]
10.3.1 - Building More Talent Than You Buy [Seite 336]
10.3.2 - Maximizing Referrals [Seite 336]
10.3.3 - Hiring Above-Average Talent for an Average Wage [Seite 336]
10.3.4 - Targeting Efforts to Attract Fewer, But Higher-Quality Candidates [Seite 337]
10.3.5 - Focusing Your Creative Spend [Seite 337]
10.3.6 - Shifting from Paid to Owned and Earned Media [Seite 338]
10.3.7 - Localizing Content Creation [Seite 338]
10.3.8 - Encouraging Employee-Generated Content [Seite 339]
10.3.9 - Creating Your Own Talent Pools [Seite 339]
10.3.10 - Learning from Failure and Building on Success [Seite 340]
11 - Index [Seite 341]
12 - EULA [Seite 363]

Dateiformat: PDF
Kopierschutz: Adobe-DRM (Digital Rights Management)

Systemvoraussetzungen:

Computer (Windows; MacOS X; Linux): Installieren Sie bereits vor dem Download die kostenlose Software Adobe Digital Editions (siehe E-Book Hilfe).

Tablet/Smartphone (Android; iOS): Installieren Sie bereits vor dem Download die kostenlose App Adobe Digital Editions (siehe E-Book Hilfe).

E-Book-Reader: Bookeen, Kobo, Pocketbook, Sony, Tolino u.v.a.m. (nicht Kindle)

Das Dateiformat PDF zeigt auf jeder Hardware eine Buchseite stets identisch an. Daher ist eine PDF auch für ein komplexes Layout geeignet, wie es bei Lehr- und Fachbüchern verwendet wird (Bilder, Tabellen, Spalten, Fußnoten). Bei kleinen Displays von E-Readern oder Smartphones sind PDF leider eher nervig, weil zu viel Scrollen notwendig ist. Mit Adobe-DRM wird hier ein "harter" Kopierschutz verwendet. Wenn die notwendigen Voraussetzungen nicht vorliegen, können Sie das E-Book leider nicht öffnen. Daher müssen Sie bereits vor dem Download Ihre Lese-Hardware vorbereiten.

Bitte beachten Sie bei der Verwendung der Lese-Software Adobe Digital Editions: wir empfehlen Ihnen unbedingt nach Installation der Lese-Software diese mit Ihrer persönlichen Adobe-ID zu autorisieren!

Weitere Informationen finden Sie in unserer E-Book Hilfe.


Download (sofort verfügbar)

18,99 €
inkl. 7% MwSt.
Download / Einzel-Lizenz
PDF mit Adobe-DRM
siehe Systemvoraussetzungen
E-Book bestellen