Application sorted out - job seekers simply expect too much? 10 tips against cancellation


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Hundreds of applications written, but in spite of relevant experience and excellent certificates only received rejections? That can, but does not have to be due to your own performance.

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Simone Janson Simone JansonSimone Janson is publisherGerman Top20 blogger and Consultant for HR communication.

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Always only cancellations - are applicants or employers to blame?

"Again!" Thinks Sylvia when she got the returned application documents out of the mailbox. It is not the first time that Sylvia has stopped counting the cancellations. It is not a blank slate: vocational training and studies, managerial tasks, first-class assessments in the job reference. Unfortunately, your last employer has to file for bankruptcy.

Anyone who repeatedly receives rejections for applications does not necessarily have to doubt their own performance: Maybe they will HR simply prefer someone whom he knows or who is recommended to him. You need contacts and a lot of patience.

Nevertheless, many job seekers expect instant success. Studies also show the high demands of the young generation: maximum earnings with minimal restrictions, that is, a lot of flexibility and freedom. Does the young German simply expect too much - both in terms of the physical working environment and the flexible organization of working hours? A study by Johnson Controls Global WorkPlace Solutions suggests this.

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Working atmosphere is important for creativity

From the point of view of many applicants, the formula for attractiveness, creativity and productivity is based on the relationship with colleagues, the work environment and atmosphere as well as access to the latest technologies. Top job priorities for young applicants include:

1. The personal work environment:

  • 85 percent of the 841 German respondents expect to have their own desk that they can personalize. Only 55% of the Chinese survey participants have this claim and even in the UK and the USA only 64 and 81 percent respectively.
  • Only 8 percent of the German participants would be willing to share their desk (e.g. for use on different days) and just 5 percent can imagine working with a “hot desk” system in which desks are not permanently assigned are used, but always the one who is currently free.
  • 60 percent stated that they only feel comfortable in rooms from 12-16 square meters per workplace. Here too, German applicants place high demands, because the international average is 8-12 square meters of space per workplace.
  • These results indicate that the design of the work environment plays a very central role for creativity and productivity.

2. Flexibility of working hours and mobility:

  • Despite the demand for their own permanent workplace in the office, 76 percent of German survey participants would prefer flexible working hours to the traditional 9-17 watch working time model. This figure also coincides with the desire to work much mobile, which 73 percent expressed.
  • However, only 41 percent expect the employer to offer such a flexible, mobile model. There is a similar gap between preference and expectation on this point in the United States and Great Britain, while in China and India, young applicants mostly expect what they want in terms of working time flexibility.
  • For personnel managers in Germany, this results in a need to address and change this deviation.

3. Access to the latest technology

  • Being equipped with state-of-the-art technology is the key to productivity for respondents worldwide, also against a background of mobility affinity.
  • Therefore almost 60 percent expect a mobile phone for work purposes.
  • About half expect to be equipped with a laptop.

4. Financial compensation important

  • German junior staff also place a high emphasis on financial compensation
  • While, on average, the top criteria when choosing an employer are the learning opportunities and future colleagues, the salary is the top priority for German applicants, followed by future colleagues and the importance of the tasks.
  • The learning opportunities are only the sixth place for German respondents.

Not just bad luck: when networks are missing

If the next rejection ends up in the mailbox, you as an applicant have to ask yourself what went wrong. What Sylvia doesn't have, for example, is a large network. They simply lack people who would draw their attention to vacancies or recommend them to potential employers. Miriam did not see the necessity, after all, she had a good job and was paid for good performance - not for contacts. And now she's just unlucky. Or?

It's not that simple. Because a lot of people struggle in their studies and jobs and still hardly get a result. They simply lack the visibility of potential employers. And they often find sobering: You can be as good as you are in your job - those who fail to make recommendations will almost certainly fail.

How to make recommendations

Before you can expect anything from others, you have to have a positive anchor in them. However, many job seekers have wrong expectations. Everything should work out immediately, all efforts have to pay off quickly. Instant success, so to speak.

But if you want to make a name for yourself, it often takes many years. In addition, networking without corresponding performance is just as unsuccessful in the long term: Anyone who is just good is not noticed. Conversely, if you only have good contacts, you may be recommended at the beginning, but not later if the bad performance gets around. Both factors work together.

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10 tips to be recommended

I know that from myself: I only recommend what I know and appreciate or what others from my network recommend. I have to know someone myself or have been given an impression of others. But how can you improve your recommendation rate?

  1. The own environment: Start networking with business partners, customers, colleagues, friends and acquaintances. And even if you are looking for a job: Always keep your eyes open in your own environment.
  2. Attend targeted events: Inquire about relevant network events - for example, there are round tables from professional associations or in social media groups.
  3. Keep old contacts: Maintain and maintain good contacts, be it from the internship or an old job. Collect contacts in a spreadsheet or electronic address book.
  4. Contacts in social networks: Even more effective are social networks: Here you can stay in touch, link up and stay up-to-date on all changes!
  5. Do something for others! Do not consider what others can do for you, but what you can do for others.
  6. Just say what you want! If you want something from others, say that directly. Even if a casual request seems to be more polite - to others it has exactly the opposite effect!
  7. Engage yourself! Engage in politics, in associations or clubs - so you can show others what you can and make interesting contacts.
  8. Make yourself noticed on the internet: A dedicated blog and targeted, well-founded comments on sites such as Twitter, Facebook etc. offer good opportunities to attract attention.
  9. There are no good or bad contacts: Sure, some contacts are more important to you than others. But you never know who will be interesting for you later - you often experience surprises.
  10. Only patience: Building a network takes time - often many years. Do not expect everything to go right away!

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  1. Simone Janson

    For jump into the cold water and independently what I am always synonymous to have!

    A study comes to mind that I recently quoted: Youth, Information, (Multi-) Media ”(JIM for short), which the Südwest Media Education Research Association has been carrying out annually since 1998.

    But - not making it in time - good keyword ...

    gruß
    Simone

  2. Regine Heidorn

    Hehe :-) good counter question. Alternatives: I made the leap into the deep end with self-employment without a previous corporate career. A shaky path, not without danger, but for me the only way to be able to throw myself into my work with all my abilities. But that is too wide a field for comment ...

    This assumption of the digital natives, who can handle the Internet so virtuosically, produces a semi-knowledge so generalized, which may well be distorting the results of investigations or flattening the interpretation.
    Digital natives go differently with different platforms / networks in different age phases. In the rarest cases, there is a consistency in the use, eg, Like digital immigrants like me. There are some examinations, I can not manage to bring them here.

  3. Simone Janson

    Thank you Regine for the constructive objection. No, I am not aware of any comparisons with online figures - that would be worth researching. In any case, it is apparently generally assumed that all young people are internet savvy ...

    > I currently do not have a motivation to start working with unpaid internships as a beginner ...

    Counter-question: When did you have the motivation to do so as a young professional? But: do people really have other options? I don't really see companies chasing after job seekers in the near future ...

  4. Regine Heidorn

    Since it is an online study, the survey seems to show only the needs of Generation Y, which is familiar with the Internet. If there are control numbers or comparisons, Eg to an offline survey?
    Of course there are not necessarily differences, but also to determine that would be important. Has the affinity to the Internet been queried?

    I'm not really surprised that the focus is on earning opportunities. At the moment, as a young professional, I would have no motivation to make my way through unpaid internships ...

    I find the demographic combination exciting. I am curious how this forecast will affect the working conditions in the coming years.

  5. BitBoutique®

    RT @SimoneJanson: Fresh Blogged: Maximum merit and lots of personal freedom: does the offspring simply expect too much?

  6. Simone Janson

    Frisch Blogs: Maximum merit and a lot of personal freedom: does the offspring simply expect too much?

  7. Simone Janson

    Fits well with the discussion of yesterday): Expect #New-grown people just too much: #fb

  8. Competencepartner

    Maximum earnings and a lot of personal freedom: Are the youngsters expecting too much ?: Yesterday ...

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