Studies about how happy candidates are with various recruiting processes are regularly done by reputable institutes. There are also online polls done by big job websites and the online section of big newspapers, although these cannot claim to be truly representative. One conclusion can be drawn from them, though: HR in Germany has two big problems: The whole process is experienced as increasingly impersonal, drawn out and unprofessional. Many job ads go into great detail when describing the company, but don't offer many specifics about the job itself. In several polls done in Germany over the last two years, 40% of those looking for a new job said that they had to wait up to six weeks for a first reaction to their application. On the other hand, using the possibilities of electronics, especially big company are starting to straight away send a standardized rejection letter to those candidates who have been deemed unsuited after a first perusal of incoming applications. To many candidates this comes across as rude.

That you had better make sure of what you're getting into before committing yourself long-term is true in many cases, and of course applies to a company and employee agreeing on a work contract. Even though it's a given that this agreement is in no way meant to last forever, or nowadays even until retirement, both sides still expect to spend several years relying on each other and working together in a successful and work relationship.

It's been almost eight years now since the anti-discrimination law (AGG) has gone into effect. Since then, anyone suspecting discrimination in the work field can, among other things, take companies to court over it. The law and related guidelines aim to protect several groups who are often subtly disadvantaged in our society against discrimination. In the work place that included and includes especially women, even though looking at numbers of workers, they are even in a slight majority.

Some time ago we gave you a bunch of general advice about how to best prepare for and present yourself during a job interview. This time, we will look at very specific questions which you will most likely be confronted with, no matter what type or level job. Many questions are quite predictable, designed to help the HR people to get as thorough an impression as possible of the person they are talking to – you – in the short span of time available. Most candidates know that, and as a result most answers are unfortunately also just 'standard' and predictable.

Among job-seekers, assessment centers are not generally very popular. They are seen as stressful, exercises which usefulness isn’t always apparent, and a very one-sided examination of candidates by the company. Although they are not exactly popular with applicants, companies like to make use of assessment centers. The goal is to identify the one candidate in a group who best fits the company’s requirements. In a way, that’s no different than with a “normal” application process, but with greatly increased effort for both sides.

Xing, LinkedIn and the like are by now a constant part of business life. For many, those networks a plainly tools to stay in touch with colleagues and business partners. On the other hand, the profiles on those networks are always also a personal presentation, which headhunter and HR professionals like to use to identify suitable candidates.