Too many jobs on your résumé, too high salary requirements, and a bad impression on social media channels can have a negative impact on your career – but you don’t have to.
Some rumors about the subject of applications persist – from the cover letter to the self-presentation to the question of salary. But where is there really something to it? And which assumptions have long been outdated?
The Stepstone job platform has now determined what is really important when looking for a job. She interviewed thousands of recruiters and applicants and knows which application myths are circulating.
1) False modesty:
Anyone who lists a lot of career stations in their résumé can quickly be seen as a job hopper by HR professionals
Not correct.
The job market is becoming increasingly dynamic and fast-paced – the HR managers know that too. Jobs are increasingly project-related or have a fixed-term contract. And the willingness of employees to switch has increased significantly in recent years, show current Stepstone studies.
Every second applicant stated that they had changed jobs because of an unsuitable corporate culture. Every third person has even resigned during their probationary period because it just didn’t fit.
“Depending on the job profile in the advertised position, HR managers even rate it positively when the applicant has gained experience in many different areas in a short period of time,” says Stepstone career expert Inga Rottländer. “That proves flexibility and adaptability.” But there can also be personal reasons that require a career change.
Recommendation:
HR managers often understand a change if it is well justified. “If you have changed your career very often and quickly, it is advisable to briefly state the reason in your résumé under the respective station – for example, a move or that the job profile ultimately did not fit,” says Rottländer. “In this way, applicants can directly intercept possible questions from HR managers.”
2) Effective presentation:
HR managers are not interested in my social media appearances
That’s not true.
Almost every second recruiter searches the Internet for information about applicants, according to a Stepstone study. The most important sources are Google and social networks. “Even if the vacation photos on Instagram won’t ultimately decide whether you get a job or not: It is advisable to maintain your social channels,” says Inga Rottländer.
Recommendation:
“It makes perfect sense to slip into the role of the HR manager and enter your name into the search mask before you start looking for a job,” advises the Stepstone expert. This makes it easy to check what personal information is circulating on the Internet and what impression the recruiter can get from it.
3) Lack of openness:
I better keep quiet about the fact that I also applied elsewhere.
Not correct.
On the contrary: Recruiters even expect applicants to look around at other companies. Almost two thirds of those surveyed apply for a job at six or more companies, according to a Stepstone market research. A third of them even apply to more than fifteen companies.
Recommendation:
HR managers expect an honest answer to the question of whether they have applied to other companies. Anything else could indicate a lack of motivation when looking for a job.
4) Bad Poker:
If I list low salary expectations, I have better job chances
That’s not true.
Overly modest salary expectations can be interpreted by HR professionals as a sign of a lack of experience or low self-confidence. There is a risk that the other person will not even consider an employee who is sufficiently qualified.
Low salary requests also reveal that you have not been adequately informed about a realistic salary.
Recommendation:
Applicants should inform themselves in advance about the salary in comparable positions and industries. Rottländer recommends: “In addition to exchanging ideas with friends or family, salary calculators or reports that compare different salaries and provide an overview are suitable here. In the salary negotiation itself, it is advisable to name a salary expectation that allows a certain downward buffer – and is still realistic. As a rule, applicants and HR managers then approach each other in such a way that both come to a satisfactory result. “
5) Antiquated ideas:
The cover letter is the most important part of my application.
Not correct.
The résumé is the most important part – that’s what 90 percent of recruiters in Germany say. The cover letter only follows in second place by a large margin.
In fact, the importance of the cover letter has been declining for years. The main reason: The trend towards fast, uncomplicated online and mobile applications.
Employers are placing increasing emphasis on making it as easy as possible for potential applicants to contact them. Some companies – such as Deutsche Bahn – have therefore even abolished the cover letter.
Recommendation:
It is advisable not only to keep the information in the curriculum vitae up to date but also to always attribute it to the position for which you are applying. It’s not enough these days to write a résumé that could fit everything. It is important to describe in it which skills and qualifications were used to achieve which successes.
