Applicants look for jobs, Corporate looking good Employees. It could be that simple, but unfortunately it often isn't. One reason: It is simply often communicated incorrectly. 12 tips on how to do it better.

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Expert deficit is controversial

Not just our ARD report ”The fairy tale of skilled labor”Has shown that the often propagated high demand for skilled workers is controversial. For years before the show, readers were right to ask: "How can it be that companies constantly complain about an alleged lack of skilled workers, but many well-trained people simply cannot find a job?"

The answer: In reality they are lying Problems often somewhere else: companies that complain about a lack of qualified applicants often have to look into their own noses first: because these very employers often think in terms of strictly hierarchical structures and offer unattractive jobs in remote locations.

Wanted: The perfect employee

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In return, however, it is precisely these companies that are looking for the “perfect” employee who already has 110 percent mastery of the necessary specialist knowledge, because in training and Further Training they don't want their employees invest - the Anxiety, the employees could immediately hire with the competition with the most painstakingly conveyed specialist knowledge is too deep in their bones.

In the end, they then communicate these half-baked ideas in vague, barely comprehensible terms Jobs, in which applicants who are capable of working in a team, but please assertive, are not found thanks to such bullshit bingo. After all, who feels addressed by this? Of course, there are other examples as well – but they usually don't complain about a shortage of skilled workers, but are already actively doing something about it.

The applicants are also to blame

But I don't just want to bash employers here: The job seekers are also not entirely innocent in their misery - especially if they lack the necessary experience. I also experience the occasional request from young graduates, fresh on the job but full of lofty ideals Head, how things should work in companies and how it could be done differently; at the same time, of such volatility that even I, as a more creative type, can understand employers who do not want to hire them.

But anyone who thinks that everything should be done differently in companies is fast frustrated by the reality on the job market, because so many seemingly nonsensical routines and Structure has its justification. However, what is often missing is an awareness of pragmatically presenting yourself to potential employers as a problem solver. Because that's exactly why people are hired - but many job seekers do that too rarely, in my opinion clear.

Applicants: How far can you get with frustration?

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One of our readers, for example, expressed his ironic displeasure at his hitherto unsuccessful job search as a graduate industrial engineer (manufacturing technology, university of applied sciences) and gave his displeasure free rein.

“I was promised the blue from heaven with great reports about the alleged engineering emergency. After four years of hard Study and three years of "transitional unemployment", I have to admit that the few warning voices about the shortage of skilled workers greatly understate the situation. As a graduate industrial engineer (manufacturing technology, FH) I have no chance of getting hired, even with these exploiters! So when I look at the relevant reports today, I feel like…”

Please improve the communication

Even if the comment seems a bit frustrated, which is understandable, the applicant shows that he is seriously willing to change something about his situation. However, he is simply not given the opportunity to do so.

What can help here: The Communication between applicants and employers urgently needs to be improved. Companies need a basic understanding of what makes their own attractiveness in the eyes of qualified specialists. Conversely, applicants would do a little more empathy when empathizing with the fears and needs of their future bosses.

Better creative than frustrated

Applicants, on the other hand, do well with ingenuity and qualifications to convince instead of frustration. By the way, our reader has a Coaching and actually found a job. That shows the importance of the right one Presentation at a hunt.

And the first step should be one thing: noticeable. One must be conspicuous Application so that it stands out from the crowd of competitors and is of interest to potential employers. But negative it must not attract attention, eg through formal errors or overly private matters. A balancing act that ingenuity, Courage but it also requires a sure instinct.

Assess target person correctly

The recipe for success for a good application is therefore: First find out in detail about the target person and the target company - with social media you have an excellent tool in the Hand. And then hit the right note. This way you can at least estimate in advance whether a creative application will arrive in the respective company - or whether the environment is too conservative. As, for example, in the case of a manager in a DAX30 company who received an extremely creative application - and describes his reaction:

I wasn't really "shocked". On the contrary: I laughed tears first. Then I thought about what might be behind it; Fake application or serious. In retrospect, I have to admit that such an application appeals to me more than standard formulations such as "I am confident that my skills and experience can prove to be a benefit for Soundso AG".

Innovative, communicative applications: 12 tips for copying

But how do you create a corresponding application that not only goes into Eye but also significantly improves communication? 12 tips to keep in mind.

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