With perfect CV to the goal: Can you learn the board?

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What do Bill Gates, Mark Zuckerberg, Michael Dell and René Obermann have in common? They are all known, successful and CEOs of global companies, CEOs, visionaries. But everyone left the university too early and without a degree - and still made a career. Does it really need a perfect, stringent Curriculum vitae, in order to succeed?

With a perfect resume to the goal: Can you learn to be CEO? Lebenslauf01

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Here writes for you: Maike Dietz is a career coaching and personnel consultant and worked for more than 7 years at Daimler. Profile

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Too many jumps and deviations in the CV are usually harmful


Who would you hire? The applicant with an 1A CV? Graduated from a prestigious university, first job with a prestigious Company, after two years project manager, after three years of leadership.

Or the applicant, who has changed the subject three times, in order to decide for an apprenticeship and then change his job every two years?



Most HR managers and managers attach importance to a stringent CV. Why?

A straightforward CV means determination; it shows that the applicant can pick up, penetrate, and bring to a successful conclusion. Above all, such a CV also suggests that the applicant is really interested in his subject.

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Self-confident attitude


If there are fractions or minor deviations in your CV, expect critical inquiries in the interview. Here are some practical tips on how to react responsibly and to convince the staff chef:

  1. If your curriculum vitae has several short professional positions, you will already be able to explain the respective interrelations in the written CV and explain them in an authentic conversation.
  2. If you have changed your subject, it is important that your potential employer can understand your motivation. Put yourself in his position: what would convince you?
  3. Do not avoid sensitive topics: You want to change the employer, for example during the probationary period? Avoid blaming and explain objectively what you dislike about the current position. But also make mistakes on your part if you have not communicated expectations sufficiently.

Find his calling


The key point is that everyone can be successful and make a career - provided he decides on the profession that inspires him and also his actual talents.

Can you imagine Bill Gates as a lawyer? Or Michael Dell as a doctor? Hardly, because their abilities, their interests lie in other fields than the fields of study that they had chosen. However, recognizing this is the real challenge, whether it be a career decision or a reorientation.

Here are some tips:


  • As banal as it sounds, deal with your talents: What is particularly easy for you? Where do you forget the time?
  • Ask friends and relatives where they see you.
  • Remember your childhood: What was your dream job at that time? If you wanted to become an astronaut, maybe you are now interested in studying aerospace.
  • Think about what to say about them when you go to retirement. Imagine being a family member, a friend and a work colleague holding a speech about you - what do you want these people to say about you?

With self-efficacy & authenticity


Anyone who is aware of his self-efficacy, who assumes responsibility for his life, will also be able to position himself authentically to non-idealistic positions in his CV.

After all, real life experience also means to have confessed to some or other wrongdoing.

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  1. Klaus Philipp Heinrich

    That I can, in fact.

    Only from his own experience as an applicant, later from the work as a recruiter: especially German companies (soon) good heads out, many decisions of the personnel without requirement analysis, but with more gut feeling (large manufacturer of vehicles, quotation) are taken.

    Talent and Recruiting:
    The statement "finding his talent" is unfortunately utopian for many people - even if you're good, you often do not get past the soft skills or personal contacts in the company or even worse: With four clicks you reject potential candidates because early school leavers in the Personnel or recruiting sit, without an economic or personnel technical background (office clerk can be excluded here consciously, I have experienced how many fail here at English or the evaluation of certificates.) With a funny "the next please" here the dearly sought after professional was burned , Very good candidates from engineering, business, law are simply burned, if 1: 1 does not match the name with the wanted one.

    Practical examples:

    There are "hell out of" recruited engineers, also in the field of the economy you set this, the consequences were fatal in my practice. Of course you can develop new technology so well, but it does not help if calculations from business administration are not understood or rejected. A few months ago, a fair took place in Bochum at the university, in the land of milk and honey of every recruiter. At this fair 80% of the companies were searched mainly or exclusively (!!!) Engineers - physicists, chemists, mental scientists (Personalpsychologen) and WiWis were put off or directly in the head. The staff were partly under 30, in all cases you had to apply online, so you can be rejected in a small business by "clicking".

    Respect and differentiation - actually substance of the 3.Semester:

    There is a lack of knowledge, technical application (Dale Carnegie once said 85% are Human Relations, 15% technical know-how among executives) and the desire to respect people.

    Hardly opportunities for talent:

    What is often not understood: An internship or a traineeship is not a substitute for an entry into the

    Job, especially when young people need to earn money. The rejections are now so great that whole years despair at the universities (I see this every day in recruiting). The ads in the style of "I'll build the future" or other campaigns that focus on individuality, are pure mockery and mockery of the young people.

    And: Only 3 of 10 Personalchefs can be reduced to recruiting.

    • Maike Dietz

      Dear Mr. Henry,

      I would like to take a closer look at your comments in the commentary - and I think that you should see them as personal, individual experiences and not as general theses. Candidates are still invited to the talks on the basis of their previous positions and their abilities. The abdominal feeling is only decisive in the personal discussion: Does the candidate really fit into the company? Is the wavelength, the interpersonal? To this extent, most companies have clear requirements catalogs, which the applicant has to bring along or what would be desirable. These are requirements catalogs, which are not from the personnel area, but predominantly
      by the responsible persons.

      Whoever has breaks or deviations in the CV should, as mentioned in the article, best explain the reasons briefly - many employers will appreciate this honesty. In addition, it is important to present in the application what you can bring into the position you have written.
      And yes, I can understand your aversion to the impersonal online application; but whether the application is now "per click" or rejected in the conventional way, what difference does it ultimately make? As a result,
      from the perspective of the respective employer within the scope of this personnel selection, others meet the requirements profile even better.

      Of course, it is the task of companies to promote the potential of their employees and to invest in their further education - finding their own talents, however, is the responsibility of each individual. As far as the professional talents are concerned, this is sometimes difficult at the beginning of the career, because the corporate world with the different responsibilities for many is not yet conceivable. And why do not you start with an internship or a traineeship? In a short time, newcomers get an overview of the company and various departments; it is primarily about collecting practical experience and thus also the entry into the professional life. Trainee programs are also very popular, because the support during this time is extraordinarily intensive, everyone has the opportunity to make many contacts and to try out relevant topics. The career prospects of a trainee are often even better than in a direct entry.

      Germany is a highly technical country, which accordingly has a great need for engineers; Fortunately, the label "Made in Germany" still has an excellent reputation worldwide. Due to the necessary qualifications, many jobs can ultimately only be filled by engineers. Likewise, there are commercial tasks that require specialized knowledge that engineers do not bring along (such as accounting / taxation). In addition, the economy offers jobs for which predominantly personal strengths count. For example, in strategic positions (eg group strategy) innovative power, pronounced analytical skills, structural work and also affinity to numbers are needed - these positions, which used to be predominantly occupied by merchants, today often also belong to physicists or chemists. Humanities scholars, especially psychologists, can also be found in industrial companies - especially in human resources or their own academies,
      which some large companies have now built.

      Respect and appreciation are extremely important virtues, which are indispensable in life in general and, of course, also in the application process. This is what most companies see and do the same. But people also make mistakes - they may not even be aware of the effect on others in this context. Then, as a person concerned, one can point out factually. Perhaps you also have recruiters as a role model
      and to set different standards in your environment.

      Mit freundlichen Grüßen
      Maike Dietz

      • Klaus Philipp Heinrich

        Thank you for your detailed answer,

        I will not comment on this.

        • Simone Janson

          Hello Mr. Heinrich,
          thank you for your differentiate comment, which I found very exciting.
          I am also frightened again and again in the face of U30 staff. We also discussed the question of why companies are looking for engineers who are hard-pressed, and whether we have at all the much-promoted experts,
          Our author, Frank Heinrich, has also pointed out the lack of responsibility for continuing education in companies:

          My impression is that there are not insignificant discrepancies in thinking - nowhere is this as beautiful as in this discussion between Gero Hesse of Careerloft and Sarah Wagenknecht: https://berufebilder.de/digitale-arbeit-diskussion/

          Incidentally, ME is also a result of our economic and social structure. One side, thanks to luck, achievement, or perhaps fitting into certain schemes, preaches, "You are your own good luck," the other side, for lack of positive experience, is increasingly critical-rejecting this success rhetoric. The truth is probably as often in the middle.

          From my own experience as a medieval historian (the chances can be on the labor market at the time you can imagine) I know that you can achieve more than you actually think, if you just make time. And that the idea of ​​a safe, quiet workplace that many graduates want is more of a utopia. I would therefore agree with Mrs Dietz, who pleads for the assumption of responsibility of the individual.
          In addition, we have recently dealt with the issue of resilience, which goes in the same direction:

          Nevertheless, one should not ignore the socio-cultural component - eg the educational background. I have explained this question in detail here:
          Incidentally, Svenja Hofert has quite practical, as the text is mentioned, made the CV of a rejected candidate and made various suggestions for improvement.

          You see, a wide field that can not be treated in three sentences.

  2. Klaus Philipp Heinrich

    Such people are not even invited.

    • Simone Janson

      Hello Mr. Heinrich,
      Thanks for the comment. Do you have any personal experiences that might be more differentiated?
      Thank you
      Simone Janson

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