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By Simone Janson (More) • Last updated on October 10.04.2023, XNUMX • First published on 08.12.2021/XNUMX/XNUMX • So far 4994 readers, 1339 social media shares Likes & Reviews (5 / 5) • Read & write comments
Much is today Online possible, also applications. But still the online job search throws many Ask on. We give you 3 Checklists.
Traditional application processes are dead, you read again and again. The end of the letter is called out constantly and louder from the cover sheet of the Application not to mention. For the Future it is to be expected that the good old application in an envelope, with a postage stamp and stamp, will be lost.
The Technology has caught up, allowing many workflows to be done online or electronically. And this development is precisely what the digitization of application processes is concerned for sure not over yet.
Today, most recruiters use and Recruiter not only on digital explorer brandingStrategies and social networks to find new talents themselves through so-called active sourcing; many employers use online application systems to attract interested people Candidate to win.
Especially in the media industry or the creative industry, the application per eMail already an enormous value; other Industries move to. In addition, the so-called online application forms are of course also a sign of the times.
This means that HR managers in Companys accept online applications more and more often and exclusively. From the employer's point of view, there are reasonable administrative reasons for this:
Managing applications online is extremely practical for companies today. Sophisticated applicant management systems are often used here, which also make it possible to contact rejected talent again if necessary. Paper applications are available fast cumbersome and time-consuming, while online application systems ensure an efficient and secure process for companies.
However, online processes in the application process also have many advantages for applicants: The online application is easier than applying by post clear easier. You do not need an address from which the offer will be sent or a self-addressed stamped envelope to return the offer.
In this way, applicants can find significantly more job offers and reach companies in a significantly more cost-effective way. In this way, you increase your chances of making a positive impression on an employer job interview being invited and even getting the right job.
As always, however, where there is light, there is also shadow. The large number of available job offers makes the Job Search quickly becomes a little arbitrary and quickly makes applicants act sloppily. You have to Candidates given the plethora of applicants looking for a job online.
A pair of letter of application is an important tool that every applicant can use to keep themselves ahead of the Executive or other personnel decision-makers want to put it in the limelight. There are certain basic rules according to which a letter must be written and there are also a few things that must not be missing under any circumstances.
However, it is precisely such basic rules that are quickly overturned by the discussions about online applications and the omission of the cover letter, which leads to great uncertainty among aspiring job seekers. Because those who are said to be dead live longer, as is well known, and this also applies to classic applications Write to and cover sheet:
Because still not all companies have switched to online for the job advertisement and application process and the classic application folder is still the preferred format for applications for quite a few HR managers.
The paper application is on the one hand a relic only for nostalgic people, for old-fashioned employers with a penchant for nostalgia, but on the other hand there are also many of these traditional companies in Germany and they have often done well with their old-fashioned attitude, at least from their point of view.
Even if there is a lot to be said for online applications from business circles, employers still associate a carefully designed portfolio, which may cost something, with a certain diligence and something special Commitment, which ultimately demonstrates to them: I want to work for you and not for umpteen other companies where I also quickly clicked through the online form.
Applicants are now spoiled for choice Choice: Wants the company efficient digital application processes or lovingly designed diligence folders? Or maybe even both? If in doubt, they first have to do extensive research and find out which application format is the right one for which employer.
And these formal criteria are an aspect that should not be underestimated, with which candidates can significantly improve their hiring and career prospects. Because you can only save yourself with the right format Stress, to use an application format that is not accepted and to be practically out of the race already in the first round instead of positively setting yourself apart from the competition?
There are essentially four reasons that keep coming back as an advantage eMail- Application to be mentioned against the paper:
However, the fact that many companies still adhere to analogous applications has reasons:
It is also necessary to clarify whether the applicant has advantages or disadvantages by digitizing the application procedure. The situation is unambiguous:
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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.
Great post on application. Thanks!
Hello Mrs. Janson
Are we not already further? Isn't that Emailapplication is slowly dying out again? Mr Brickwedde's Quo Vadis recruiting studies speak for themselves in this regard.
At least in the case of larger companies, the application of online forms is absolutely normal and is also becoming increasingly important for medium-sized companies. We also fully rely on the form application.
MiuSuCo
Why do we not accept applications via Email more (and certainly not on paper)? Just a couple of reasons:
The Emails end up either in overcrowded group mailboxes or in the already turbulent inbox of the HR manager, later with the line manager and so on.
With an incoming application of approx. 50-100 applications per day with an average of 5MB attachments, huge amounts of data arise. A Emailapplication is forwarded to 2-3 people on average or printed out. Many companies limit their personal inbox to 100MB. A huge problem for larger companies.
Emailapplications cannot be tracked. We have imposed service levels on our applicants, which we apply to a Emailapplication cannot hold. With good applicant management, we can efficiently control the recruiting process.
Emailjob applications are a flash in the pan. We would like to stay in contact with applicants whom we have had to turn down for a position. Let's keep one Emailapplication stored for a longer period of time in order to contact us again later, we violate data protection. Of course, we offer every applicant the opportunity to have their data removed permanently.
Of course, I also know of form applications that are incredibly tedious. I saw that myself as an applicant. But it is not necessary. We make sure that an initial application to us does not take longer than 5 minutes, each additional application is possible in less than a minute. We accept file attachments in “household” amounts (5 x 2.5MB).
The many profiles and passwords are indeed a problem. But here, too, the trend is to link to your own Google logins, apply via LinkedIn profile and the like.
You see, a lot is happening here and the once very rigid systems are becoming ever more user-friendly for applicants.
Many greetings from Switzerland
Hello JJ,
It is clear that large companies in particular have a fully automated application system. But many small and medium-sized companies are just getting started. When it comes to digitization, companies are often worlds apart - and that is also evident here. There are also surveys on this:
And, of course, the automated application systems, which are often purchased for expensive money, are more practical for companies. However, MiuSuCo's contribution also shows that they also deter many applicants because they are much too complicated for the applicant. According to this study, well-qualified applicants can be deterred from the complex selection procedure, such as assessment centers:
https://berufebilder.debewerber-assessment-center/
Would be an interesting study, how many applicants are deterred by complicate application systems.
And what about all of the recruiting procedures in which a prospective job can struggle through the company's software? What if, after half an eternity, he has to hope to have hidden the right keywords in the texts for the filtering process in order to be fished out? In addition, he must agree to the electronic storage and keep an eye on a (further) one-time account in order to be able to request deletion personally if necessary. Not all companies explain how they proceed when recruiting for a certain position ... I have made the experience that although this is an efficient facility for the company, it takes a lot more of my personal touch as an applicant and is also much more time-consuming than the email application. Often, however, there is no alternative, so anyone who does not participate is not considered.
Hi MiuSuCo,
this is unfortunately again a completely different topic. Do not you want to write an (anonymous) report? This could give others help.
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