On the hard ground of reality
At Best of HR – Berufebilder.de® schreibt a graduate, frustrated by hundreds of applications with cancellation: "I've often wondered why I studied at all. One comes so motivated and euphoric from the university after completing the study, to then determine that Company most like to hire the professionals with the longest work 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? Maybe there are also historical reasons, such as our educational ideal, which, in spite of the transition to the Bachelor, is still linked to 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, the universities, and indeed looking for students, have discovered the industry for themselves. And they often funnel the students to unrealistic ideas, for example the salary. And with these exaggerated ideas, the graduates then come onto 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 academics themselves and may be biased towards the graduates according to the motto "Let's work something 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.
- The consideration: Whoever looks for a job in the event of a corresponding imbalance, must provide a demanded consideration that meets the needs of the employer. Conversely, if the company has a high demand, the applicant has more "freedom"
Cancel cancellations better
That sounds trivial and hard at the same time, but it helps to "refuel" refusals. Anyone who considers the motivations of the employer quickly realizes that these are often not meant to be personal and that they only turn out to be 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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