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Tanja rememberTanja Merkens is an appraiser at Tanja Merkens completed her Masters in Human Resource Management at the University of Hamburg and has been an appraiser for job references at (a product of PMSG Personalmarkt Services GmbH) since 2006. In addition, she is an expert on topics related to recruiting and advises employees on a successful application process. As the portal manager for the salary comparison, she is also responsible for the content of the website. All texts by Tanja Merkens.

4 truths about job references: job hunting without secret codes

The German witness practice is an absolute curiosity in the global workplace: the performance of a worker is assessed in a rigid form by means of antiquated language, which has not changed significantly in 50 years. That needs to change!

compensation-work certificate

Dusty and superfluous

Dirty on the one hand, superfluous on the other because many personnel departments issue complaints, so the popular opinion about the benefits of tools today. Some of the instruments sound so dusty that one feels the scratching of the pencil on the stenoblock of Miss Hermann when she takes up the director's diligence with awe.

The actual benefit is therefore considered to be very low, especially for staff, but without the employees' work is not - one Casting without certificates? Inconceivably. A contradiction that perfectly introduces into West German working reality. You could also say that we have a Bonn post-war relic that really overslept the move to Berlin.

Biggest mistake: legal claim to a good report

Ignorance, little experience, and most of all, time deficits ensure that a large proportion of the work products are subject to complacency.

According to a study by the Federal Labor Court, almost 90 percent of all certificates were issued with the grade “very good” to “good”, which seems to confirm the suspicion.

Why are certificates of favor issued or unwelcome employees "praised away"?

The behavioral uncertainty results from the assumption of some kind of legal claim on a good testimony. So you could once again exemplary in the Read ZEIT from September 18.9.2015, XNUMX:

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“With the legal right to a good one Certificate of employment it loses its meaning. ”That is simply wrong! Correct would be: “Through the erroneous belief in a legal claim on a good job reference it loses its meaning. "

Need for Action - 4 truths about work references

Because everyone is doing so, make it all so. How do we leave the emerged paths of the stuff politics?

It is very helpful to first of all make the difference between the teaching practice and the legal basis conscious and position itself accordingly. There are:

  1. only one Entitled to a simple certificate, not to a qualified. The simple testimony merely provides information on the nature and duration of an employment relationship.
  2. a claim for a satisfactory assessment of the employer. So the note 3 is set first and if the judge does not find it, he has to prove that he is better. If an employer rates worse than 3, he / she will be required to provide evidence as an employer.
  3. an already existing intermediate certificate can not be ignored because the final certificate must be written in accordance with the previous assessment and must not deviate significantly from it.
  4. a truthful and benevolent obligation on the part of the issuer of the testimony, which the Federal Labor Court put it simply but well: A testimony should be “benevolent in the context of the truth”.

Overall satisfaction formula overestimated

However, the qualified certificate has established itself as the standard; in addition to five individual performance criteria, a summarized assessment is also given. In this sense, the so-called "overall satisfaction formula" is understood as the core: "Always to the fullest satisfaction" with the grade "Very good", "Always completely satisfied" with the grade "Good" etc., which supposedly shows the overall grade .

Anyone who issues a qualified certificate must use the full range of options in order not to “fall on the nose” with the overall satisfaction formula. There is hardly a statement in the testimony that is more overrated than this. Most of the time, the satisfaction formula even contradicts the rest of the statements and is therefore not credible.

The obligation to meet the requirements

Work performance should be documented annually! What in bigger Company in the form of assessment sheets has long been common, is also worthwhile for SMEs and saves a lot of time and work in the case of certificate creation. The external and self-assessment is usually carried out together with the employees and is communicated in the so-called annual target agreement discussions or employee / supervisor discussions.

Analogous to the certificate components, information about the status of specialist knowledge, further training, Motivation, Work ability, working method and results are given. In addition to the positive effect for personnel development and performance control, this documentation can be a welcome by-product for the fair creation of certificates, as it is extremely low in conflict and transparent from the start.

Major failures are, however, still a testament

The assessment of the regular performance of the work must not differ significantly from that of the interim report. However, if there has been gross misconduct, such as theft in the workplace, this must be communicated.

However, not in the form of a devaluation of the performance appraisal. A possible “place” in the certificate would be, for example, the social behavior (relationship between supervisors and employees) or the employer's termination initiative, from which an immediate termination Termination can be read out.

It can also go without secret codes

There is no question that the jurisprudence has given us a very real dilemma in practice with the command “true, but benevolent”; Responding with letters of courtesy or secret codes alone is not a solution. Because there are a multitude of possibilities to appropriately accommodate “real” information about the actual work performance in a certificate.

If, for example, a person is leaving the company, where the work performance was satisfactory, there is no reason not to present it as already mentioned above.

Intermediate tones are difficult

More difficult is the case when assessing notes between 3 and 4, if the conflict of the employer is not to be risked by the employer.

A benevolent solution in a “true framework” could, for example, be a rather passive description of the task, which definitely shows the limited ability of the person being assessed. The individual performance criteria could then correspond to grade 3, as could the satisfaction formula. If, in addition, the regret about the departure of the employee is not expressed, the overall grade is 3 to 4.

The good news to the end

Writing good, fair and transparent references is possible and feasible. Objective it should be possible to get a good result in as little time as possible, because sophisticated literary references are required HR-Departments do not produce.

In this sense, it does not preclude the use of ready-made building blocks based on the company's internal assessment sheets. One or other good software can be found on the market. Please also buy expertise or develop a standardized procedure, everything possible, please do not write any complaints!

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4 responses to “4 truths about job references: job search without secret codes”

  1. NeonWhite says:

    "... please do not write any letters of courtesy" RT - Recommended contribution 762up78fiT

  2. Christina Baier says:

    RT @jobcollege: 4 truths about job references: You can also do it without secret codes! by Tanja Merkens: The German ... - Recommended contribution awHFhqrnhr # ...

  3. Competencepartner says:

    4 truths about job references: it works without secret codes! by Tanja Merkens: The German ... - Recommended contribution awHFhqrnhr #Professional # Education

  4. firm-job says:

    4 truths about job references: it works without secret codes! by Tanja Merkens: The German testimony practice ... - Recommended contribution b1Q04UL54l

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