Job application knowledge compact

The methods and procedures in the recruitment process are changing through the use of the internet and new media - on both sides: Applicants and employers. 

Workshops on the topic of applying for jobs should therefore cover all aspects - and start with the topic of ‘Selecting job adverts or employers’. The reason is simple: most applications fail because doctoral candidates apply for jobs that are not suitable for them.

In general, the topic of AI is important - as scientific institutions are now also using algorithms to support personnel selection.

The workshop series therefore covers all aspects of the application process.

Part 1: Before the actual application

• Job selection (matching the personal profile and personal wishes)
• Employer selection for unsolicited applications (matching the profile)
• Difference between ‘job description’ and requirements profile: why the former is more important.
• Digital research: finding your way through the jungle of job portals and finding the right ones for you
• Use recruitment events to your advantage
• Be visible for active sourcing: visibility in networks and other tools
• Chatbots, QR codes etc. ... What is relevant for doctoral candidates?
• Identify keywords, analyse job advertisements, optimise profiles
• General functionality of Applicant Tracking Systems (ATS) and tips and tricks for the ATS-friendly CV
• Using GPT as support: Possibilities and limitations - and focus on the 
• Data protection and learning algorithms: Transparency when applying online

Part 2: Application documents

• Rumours about cover letters and CVs - and why they usually don't apply to jobs for highly qualified academics
• What's special about Germany: Tips for international applicants
• Cover letter: align the text between the job advert and your personal profile
• Make your CV meaningful
• The CV also needs to be adapted: Basic information on ‘flexible’ application documents
• Special features in the public sector
• Documents for AI-supported selection (employer application portals, digital documents)
• Documents for ‘please send us paper mail’
• ‘Applying proactively’ means taking the initiative - and not just sending anything anywhere
• International applicants: making an international background a tangible advantage for employers

Part 3: The written application was successful - what's next?

• The recruiter calls: Dealing with pre-screening interviews
• I'm supposed to talk to a chatbot - dealing with digital voice-based screening tools
• I am invited to an interview: Why do recruiters ask what you do? Background to personnel selection in interview situations (important: there is no ‘best answer list’ here - because these are an invention of job application guides. This is about help in dealing with questions - in order to be able to cope well with these situations individually)
• Conversation and dialogue techniques for the classic job interview
• Conversation techniques for job interviews with (automated) video tools
• I am supposed to complete assessment exercises - or even take part in an assessment appointment: Why do companies do this? What is important?
• The basics of assessment situations as an initial selection tool
• Preparation and follow-up of interview situations, follow-up after interviews
• Summary: Negotiating salary and terms of the employment contract

Goals: After the workshop

• the participants will be able to design their personal application documents in a target group- and task-orientated way in every application context
• participants will be able to enter the active application phase on all current application channels
• participants are able to act in a target- and goal-orientated manner in the various oral interview contexts
• find their way through the abundance of job platforms and find the platforms that offer the most jobs for their professional goals
• participants can customise their own online presence (social media) for application purposes

Methods:

The participants work through all of the above steps in the application process using job adverts that match their profile as examples and receive feedback on their work.