On best of HR - Berufebilder.de® we have been discussing the subject of a shortage of skilled workers for months and the media are already aware of it I aufmerksam become: Statistical evidence that we don't have a widespread shortage of skilled workers vs. poor self-marketing on the other hand. Now an experiment shows that often only trifles about it decide, if a Candidate is “cleared for launch” or not.

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The application process

Svenja Hofert has just started an application experiment: an 30-year-old industrial engineer who has already worked several times Best of HR – Berufebilder.de® had commented on them for help with the Application: He has written well over 100 applications since March. Only 6 came job interviews out of here-

Hofert has now made the case public, in consultation with the applicant and without naming names, and meticulously explains where the problems could lie and which ones Solutions she has ready. A really great one SALE, which should be helpful for many applicants.

Question marks in the CV

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Hofert's conclusion: lack of practical knowledge in the future Job, an applicant who does not think strategically enough about where he wants to go Curriculum vitaethat makes you suspicious - the applicant had studied almost the same thing twice.

Neither do they sting IT language skills in particular. Hofert also addresses the candidate's immigration background, which could deter potential employers.

Personal or cultural problem?

At the same time, I would like to mention something else which often plays a role that is not always noticed: since the candidate has immigrated from a former socialist country, certain cultural preconditions are missing.

That's less one Problem of Personality, but of the cultural environment and thus ultimately also an educational problem that, for example, children from working-class families also have: They simply don't know how important it is Networking and self-expression for the Success are.

Self-marketing is a foreign word

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This is reflected, for example, in the design of the curriculum vitae and the missing fast reader. And in that self-marketing for the applicant is rather a foreign word:

The knowledge of English is then only given as “good”, whereas with us, yes, embellished information on the Agenda are. I still find it questionable to admit this honesty criticize - I've already done that here.

Useful tips for optimizing the CV

Of course there are coaches for exactly this case. It is a pity, however, that we have to outsource such important skills to private coaches, which many simply can not afford.

However, I like Hofert's approach of taking a test to indicate verifiable language proficiency. I also think it's nice that after a few discussions it turns out that the applicant is clear about his or her wishes and needs Set should focus, also in my experience the most important engine for success.

Only a cheap skilled worker is a good skilled worker?

But then there is the other side, the perspective of the employer. And here it seems to apply: Only a cheap specialist is also a good one. Admittedly the sentence is a bit bold, but it shows very nicely what many Companys seem to think about their specialists - at least if you follow Karl Brenke from the DIW. Because he spoke up in an interview with the Stuttgarter Zeitung with the bold thesis: "Only cheap skilled workers are rare". In the interview, Brenke says:

They [companies] complain about a lack of people at a certain price. In addition, hardly a person responsible for the personnel is happy to say that he has a simple job - but he would if he could easily find skilled personnel.

Plain text from the DIW

Meanwhile jumps, after various other media, now also the Süddeutsche Newspaper on the train to look at the subject of skills shortages more critically and differently.

In your Article “Unsuccessful Job Search How the shortage of skilled workers frustrates applicants" reports Nicola Holzapfel on various examples of people who cannot find a job despite an alleged shortage of skilled workers. And at the end of the day, you realize that something is wrong with the job market.

Even in a radio interview cusses Dr. Karl Brenke from the German Institute for Economic Research openly: "There is no shortage of skilled workers." What's more, he also explains why federal government and Economy nevertheless started the Blue Card initiative: "It's about reducing wages!"

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One million vacancies unoccupied?

One million jobs are said to be vacant in Germany - the Federal Government has now launched the Blue Card, a skilled workers initiative that will allow foreign skilled workers to work in Germany - but for a comparatively low fee.

But the economic expert Karl Brenke, a research assistant at the German Institute for Economic Research (DIW) doubts that there is a shortage of skilled workers at all. The government just wants to push the wages in this country, says Brenke.

Bold step

Almost funny, as the moderator always checked again, whether it is not somehow and if not now but then somehow skilled craftsman. This shows that the attitude on the subject is so gradually tipping in the media.

That sounded a little more cautious over a year ago: Brenke had already criticized the theory that there was a shortage of skilled workers at the time – albeit clear more subdued and with less clear words.

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Analysis of the Federal Employment Agency: Yes, there is a shortage of skilled workers

Meanwhile, our reader Lars Hahn has made a comment to a recently published analysis of the Federal Employment Agency.

And she says: Yes, there is a shortage of skilled workers. But only in a few specific jobs. Just yesterday, to coincide with the broadcast of the ARD report broadcast, the Federal Employment Agency published the paper Skilled labor shortages in Germany Analysis June 2012. It clearly states:

Currently it shows no nationwide skills shortage: in Germany. There are, however, bottlenecks in individual professional groups and regions.

In which professions do forces lack?

Naturally, the Federal Employment Agency also reveals which professions these are. Namely:

 The problem in a nutshell

Lars Hahn also aptly summed up the problem:

Currently VDI, BDI, undifferentiated for MINT professions. That, however, many engineering degrees, in particular bachelor's, are not part of the occupations of the trades unfortunately goes under the discussion.

For the rest, the engineers will be the first academics to be in trouble at the next economic downturn.


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