New jobs are constantly being created!
"What is the name of my job, please?" asks career expert Svenja Hofert in a blog post. It is about the fact that many people no longer work in their originally learned profession. That new professions are constantly developing and diversifying for which there is no training yet. And above all, they make one thing almost impossible: to create a suitable profile for these jobs. Svenja Hofert has listed numerous examples for your thesis:
Functional areas such as marketing, human resources, accounting are disintegrating, diversifying or being flanked by new departments. All of this makes it difficult… to find something suitable out of job markets. Does it mean project manager, project manager, project coordinator, consultant or even project engineer? All sorts of names can be used for the same job ... It gets really difficult with jobs from the fourth sector, i.e. highly qualified positions that require specialist knowledge. The same activities in the area of sustainability could be found under “Research Associate”, “Manager Sustainability”, “Employee Sustainability” and “Expert Sustainability”.
The matching problem
However, this creates a very practical problem when looking for a job - for job seekers and HR professionals alike. After all, how can you find the right one from the large market of supply and demand if the right names are missing? And that especially in the Internet, where absolutely suitable search terms, i.e. matching, are important.
Svenja Hofert has the following suggested solution:
Simple function and area searches in job markets hardly work. This is a tremendous requirement for the job markets, because here an intelligent search is needed, as they are currently only in use. The basic problem is missing functional descriptions.
Jobs that don't even exist
Personally, I have been wondering for a long time whether job advertisements are not generally incomprehensible and pure self-portrayal of companies. Because the often highly idealized requirement profiles hardly correspond to reality.
And you hear time and again that vacancies are often advertised that are actually not vacant at all. In fact, I only know a few people who actually got a job through a job ad.
Welchen Sense does the game?
Incidentally, you can also hear from employers that they are in dire need of job offers, for example, on the Internet - for example, when the job advertisement has long since ended and people are still applying. You can always see that very nicely at Xing: Actually, the campaign has long since ended - but you can try it.
Only: If some apply for anything that somehow sounds interesting and the other write cryptic tenders that nobody understands (maybe because you know that it doesn't matter what you put in there?) - what is the point of the game? then?
Be found instead of self search
Back to Ms. Hofert's quote: she rejects standardized job titles as well as more finely defined search functions due to the lack of practicality - the effort would be too great. Hofert's approach, on the other hand: do not search at all, job search engines cannot offer what you are looking for. But make sure that you are found yourself.
However, as you will then see at the end of your article, then you have exactly the same problem: Which terms should you eg enter into a Xing profile to be better found. Xing coach Joachim Rumohr has built up his entire career from tips and more on how to be found at Xing. But the basic problem will not solve a coaching with him.
6 rules for job search: what should I write there?
Namely: What do I enter, if my job title is unclear, spongy, poorly definable and changes more often times - as is becoming more and more normal these days? What should one actually search for?
I am therefore of the opinion that this whole job search matching problem, as obvious as it may seem at first glance, will no longer provide adequate results for an increasing percentage of job seekers. Completely different mechanisms are required - especially on the Internet. For these to work, you should follow the 6 rules below:
- Do not post any tasteless or illegal content on your social network profile.
- Do not make false statements and do not create fake profiles. With many social networks, each user can view and verify your profile including the information that has been released.
- Do not conduct your business communication in online networks publicly and freely accessible to everyone, for example on pin boards, in forums or guest books
- Do not post private information such as address, birthday, or phone number that is freely accessible to everyone.
- Do not accept every online contact request. Think carefully about who you want to include in your closer circle of contacts.
- Note that the quality of your network is more important than the size!
The solution to the matching problem
Regine Heidorn has explained in an interviewHow this can work: In communicating via Twitter, for example, and also about private matters, she discovers competencies that she never thought she could have. Heidorn develops her new job practically in conversation:
On Twitter, I also communicate about things like hobbies or personal preferences. Exactly the result is often unimagined job opportunities: For example, I often Geocaching, a kind of scavenger hunt with mobile devices. Anja Wagner has also noticed that, at the University of Applied Sciences (HTW) Berlin, she is carrying out eLearning projects.
An example that may be forward-looking and recommended for imitation!
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