On the hard ground of reality
At Best of HR – Berufebilder.de® schreibt a graduate, frustrated by hundreds of applications with cancellation: “I have often asked myself why I studied at all. You come from the university so motivated and euphoric after completing your studies to find that Company would like to hire the specialists with the longest professional experience. "
For a long time I believed that the problem was primarily that of humanities and social scientists, ie those graduates whose degrees on the labor market have the lowest usability. It turns out not only with this comment outthat the problem has long been concerned with graduates of other disciplines, including those who are supposed to be so highly motivated. What's wrong?
Do the universities blame?
Maybe it is simply the universities that are responsible for the dilemma, our educational system, the Professorwho do not know what they should teach the students? Perhaps there are also historical reasons such as our ideal of education, which despite the changeover to the Bachelor still has Humboldt's “learning in loneliness and freedom”
Recently, I talked to a manager in tourism, who incidentally had completed vocational training and no college. Skilled workers are actually absent in the industry, also because pay is poor and working hours are rather erratic.
Too much academicisation?
For him, the academy's education was the culprit of the dilemma. He said sensibly:
“For some time now, the universities, even looking for students, have discovered the industry for themselves. And they often instill unrealistic ideas into the students, for example regarding salary. And with these exaggerated ideas, the graduates then come to the job market. ”
So are the ProfessorThose who often have little idea of the realities of the job market are responsible for the fact that graduates enter the job market with a lot of high-spirited, idealized ideas and despair of reality.
The thinking of employers
Or are employers also complicit in the dilemma - eg because they are unaware of their social responsibility.
Because, as in the example above, they are often not themselves academics and may give the graduates prejudices according to the motto “He should work first.”
Prejudice against women?
Or because they often have different values in their mind, such as a more retrospective female image. The graduate also reports:
I once had a very negative discussion talk, in which I was patterned from top to bottom and I noticed at the men's eyes that they would see me in other areas.
Fear of the cost factor of pregnancy may play a role in such prejudices, spitting around in many bosses despite AGG and anti-discrimination. You can actually congratulate yourself on the fact that you did not even get such a job and you do not have to deal with such prejudices on a daily basis.
Power relations and return
On the other hand, one should keep in mind two basic, banal insights:
- The power conditions: The more applicants on the market, the more choice the company has.
- Consideration: If you are looking for a job with a corresponding imbalance, you have to provide a consideration that corresponds to the needs of the employer. Conversely, if the company's needs are high, the applicant has more “freedom”
Cancel cancellations better
That sounds banal and hard at the same time, but it helps to “put away” cancellations better. Because if you consider the motivations of the employer, you will quickly notice that these are often not meant personally and are only so unfriendly and standardized due to lack of time.
Not good for employer branding, but often sad reality. But what can graduates do concretely to improve that?
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