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By Simone Janson (More) • Last updated on October 02.02.2024, XNUMX • First published on 05.03.2019/XNUMX/XNUMX • So far 8036 readers, 4637 social media shares Likes & Reviews (5 / 5) • Read & write comments
Cover letters are always a topic of discussion: Many find them too long, too inefficient, simply superfluous HR-Experts. Companies like Deutsche Bahn have long since abolished it. And many too Candidate would love to give each other the warm effusions.
"Dear Sir or Madam…. blah blah… work with your publisher ”was one Applicationthat I had recently on the screen - and in the same time I noticed several errors that only resulted from one: The applicant had simply given too little effort!
Bad applications usually go straight to the wastebasket. Again, this one: the impersonal salutation that suggested the same eMail to umpteen editorial offices had passed. On the other hand, the applicant did not seem to have bothered to tell them what I'm doing and how he can get involved. So away with it!
Like me in this case, it happens to many HR and potential employers: And it's amazing that the same simple mistakes are made over and over again in spite of countless application counselors. Recently a colleague told me that he had an application per eMail which apparently was addressed to another editorial staff - and an hour later one eMail: "Oh, sorry, it wasn't meant for you ..."
It is actually always the same thing HR want: Find someone who fits the job profile as well as possible and not just anyone. And someone who is really serious about their application, who really cares about the Company wants to use and who is reliable.
An astonishing fact is: Apparently most finance and HR managers in Germany, Austria and Switzerland assume that the information in the Curriculum vitae cheated. says at least one study for which recruitment agency Robert Half surveyed over 2.525 HR and finance professionals in 11 countries.
The study examined career trends and developments in eleven countries: Belgium, Brazil, Germany, Dubai, France, Italy, Luxembourg, the Netherlands, Austria, Switzerland and the Czech Republic. And leads to the question: If the majority of HR staff is so skeptical, then what chances do you have with a candid application - assuming 50% is deducted from every claim you make as a candidate?
In any case, the temptation for many applicants is great to exaggerate a bit in their résumé - for example, to state perfect English skills if you can only talk to one another or to view your last vacation as an impressive international experience merchandise. “They don't even notice it,” many think. But what is the truth?
Personnel managers are skeptical, especially with regard to language and software knowledge and the reasons for changing jobs. Even when it comes to the management skills of applicants, HR managers are on guard.
39 percent of the Germans, 40 percent of the Austrians and 36 percent of the Swiss Recruiter assume that applicants in the old job had less responsibility than they claim. About half of the finance and HR managers in Austria and a third in Germany and Switzerland are just as suspicious when Candidates about the exact Tasks tell the previous job.
However, according to the respondents, applicants should not disguise the real reason for the change. Because HR managers pay a lot of attention to the specialist knowledge and professional experience of a candidate. Therefore, when studying an application, many personnel managers first take the professional one qualification of a job applicant under the magnifying glass (25 percent in Germany, 32 percent in Austria and 30 percent in Switzerland) - and, if necessary, check the references.
Personnel managers are often scolded, who only have to make standardized settings and work through the flood of applications almost like a robot - it is not for nothing that the topic of robotRecruiting one of the most talked about in recent years.
However, applicants also seem to have the ability to put themselves in others People to think and to feel, not particularly pronounced. Otherwise not many recruiters, employers, companies or bosses would think about the same thing Problem complain, as I do again and again: They are flooded with absolutely unsuitable applications. And how many HR managers actually have the time to double-check the information provided by their applicants and look for references? And what percentage of applicants do this?
So what helps: Complete the role reversal. This is the best way to find out how to respond to your application. Imagine yourself in a similar situation:
However, as it is probably not enough just to get used to the opposite, we have listed 10 tips here once again, which will make it easier for the HR specialist to sift through your application.
Simone Janson is publisher, Consultant and one of the 10 most important German bloggers Blogger Relevance Index. She is also head of the Institute's job pictures Yourweb, with which she donates money for sustainable projects. According to ZEIT owns her trademarked blog Best of HR – Berufebilder.de® to the most important blogs for careers, professions and the world of work. More about her im Career. All texts by Simone Janson.
People, do not listen to what personal people say, do your own thing.
Great article in your blog, I'll remember.
What is the most effective way to get a job? That was and always will be: networking. Because think about what you do, for example, if you are looking for a good doctor or hairdresser. Right: You ask someone you already know for recommendations. And usually after personal recommendations, because they trust this rather than reviews on the Internet. And so does everyone, including your potential employer.
Skills shortage Application flood? Are we living in the same decade?
And recently, a cleaning lady has to ask: “Must be able to empathize with the wishes of a HR manager”?
The simpler the job, the easier it is to apply with “Hello, here I am, I have time and interest”.
Whether a recruiter prefers a “socially compatible” one who fits the qualification so halfway, or one with whom the qualification fits exactly, but is otherwise socially disturbed, cannot be predicted as an applicant. HR managers are people too, they have daily moods and are subjective.
The German mentality in particular says “self-praise stinks”. It is difficult to make statements like “I am diligent and conscientious”. People like to enclose this in a somewhat more indirect way.
It is no wonder, if these requirements, rather the showman have success.
Hello Mr. Prieske,
to the myth shortage of skilled workers you will find here comprehensive material in the blog.
It's a bit amusing to initiate a post with tips about writing from the point of view of a reader, here the staff member, first of all with a double ego posing.
Thanks for the contribution. Where do you see a double ego posing?
Really a great site that you have here!
RT @BEGIS_GmbH: Application letter formulated from the point of view of personnel: 10 tips for more empathy when applying via @berufebilder https: // ...
RT @BEGIS_GmbH: Application letter formulated from the point of view of personnel: 10 tips for more empathy when applying via @berufebilder https: // ...
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