From practical experience, however, there are some requirements for application documents, which basically apply:
Mistakes are a “no-go”
Recruiters read daily a variety of lives. With the help of an experienced scanner, they can immediately notice inconsistencies in the design (eg different line spacing, font sizes or types). In times of automatic spell checking of Microsoft Office and other word processors, you may not experience errors in spelling. The time for a conscientious proofreading of the CV, especially by another person who does not already know the document, should be taken.
The content-related aspects of the resume naturally continue to be of greater importance and decide on the ultimate success. Deductions in the “B grade” in terms of design, however, already prevent the HR manager from dealing with it impartially.
2. Content and success
Avoid simply listing positions and employers. Of course, the résumé must be structured anti-chronologically for better orientation. The individual companies and positions that you have passed through in your career are then relatively free to design. Explain what important things you did there. Job titles alone don't help. Report on “Countable”: What successes have you achieved? How can you quantify your work and results?
If you are not working for BMW, Google or Telekom, it is worth taking a few facts about the company to provide the unknown name with more clarity. In this way, the personnel can make a clearer picture of your person and your current work environment.
3. Matching: correctly advertising for themselves
A number of positions and employers come together in the course of a career. A good curriculum vitae should never be misunderstood as a comprehensive compendium of working life. You are applying to potential new employers. As in classic advertising for products and services, you should trumpet the important attributes of yourself and let the properties of you that are not in great demand disappear into the “side effects”.
The analogy to product communication goes even further: Products focus on advertising specific target groups, whose characteristics and needs are known. Your target group as an applicant is the target company. The characteristics and needs arise from the company communication and the job vacancy. Use this approach for your own benefit: What is important to the company and is useful? What do I put in the foreground, what is not?
4. Do not lie
In résumés and cover letters, people lie that the bars bend. Recruiters regularly experience more or less successful attempts by applicants to give their professional career a little more gloss than it actually does. If you seriously want to apply at a high level, you should of course never bring up false facts in your documents. HR managers are usually extremely well trained and quickly recognize inconsistencies in the candidate's presentation during the process. Human resources departments routinely check key information from applicants. In addition to clever questions in the job interview, this happens e.g. B. by contacting former employers, language tests or examinations at educational institutions for qualifications.
Do not waste any thoughts on untruths in the application process. Concentrate on questioning: How do I manage to adequately communicate the critical features of my career - without lying?
Invest the time into the cunning design of your application documents. Create a perspective for the recruiter that shows what makes you a candidate and differentiates positively from others. Restrain less valuable aspects into the background, but stand by.
5. Know the contents of your CV
If you do not know your own CV by heart, it can be embarrassing in conversation. You should be able to easily report all the descriptions of the position well beyond the descriptions in the curriculum vitae. Otherwise, you may feel that you are not quite telling the truth - see point 3. The more serious and competent you are in the conversation, if you did not chronologically download your vita. Explain, in a nutshell, a broad thread focusing on your thematic focus, which is especially important to your target company.
6. Take the chance of the application photo
The importance of the application photo tends to be underestimated. In most European countries, people are now applying without a photo. In Germany that is also possible, but not the rule. It is a great opportunity for you to bring personality and individuality into the documentation. Personnel are people who look for other people - including as new colleagues. Of course, a staff member is one Casting Having a good photo is much more positive than an application without a photo that creates latent uncertainty.
The danger: a bad photo produces the opposite: high disapproval rate because of the photo. What makes a good photo? It should be a current application photo in high resolution, no private snapshot with bad Handykamera, on which one nevertheless so sympathisch rüberkommt. A simple, modern format with an appropriate background helps as well as clothing and attitude that suits your application level. Googled for modern application photos and get a good photographer to advise you. The investment is worthwhile.
7. The appropriate cover letter
The importance of the application letter is very controversial among staff. For some, it is the decisive place where I can see how the candidate can express himself in whole sentences and how he / she is able to briefly and concisely describe his situation. Others, on the other hand, read it transversely and then devote themselves entirely to the curriculum vitae.
There are, however, clear requirements for a good job application, no matter how the importance of the recruiter is assessed:
Standard phrases annoying and boring - take the trouble and develop your own, concise statements. Do not just write about yourself, but connect to the company and the position. What attracts you to the position? What use does the company have from just hiring you?
Don't overestimate the medium of "cover letters": Don't even try to get rid of everything you always wanted to say about yourself. Concentrate on the essentials. Do not be superficial, but take a few exciting details out of your vita. Make the HR manager want more information about you. More is not realistic. A A4 page is still the limit.
8. Uniform appearance: online and offline
Your resume has had strong competition from your profile on the Internet for several years. Doesn't this apply to you because nothing is found about you on the Internet? - Firstly, it is highly doubtful that nothing can be found about you on the WWW. Secondly, that would be bad: If you are really a candidate at first glance, HR specialists usually look online to get a first “public” picture of you. If you don't find it there, it looks at best technology-poor. In any case, the recruiter lacks this important impression.
Therefore, it is very clear: Make sure that the HR specialist can get a good impression with consciously designed online work. Social media offer you the best basis for this. In search of your person, you end up unerringly with networks such. XING, Experteer, LinkedIn, facebook and Co., where you can present yourself in person and your professional CV. If you show a consistent appearance between your application documents and your online profile, the HR person will feel confident and secure.
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