canditature

An application is an offer from a job seeker to an employer in the economy or in the public service to establish an employment or training relationship .

General

The most common are applications for a job , an internship and applications as a freelancer . Applications can be based on concrete tenders relate or as a so-called speculative application be designed. There is also the variant of the short application . The application letter should contain a curriculum vitae , photo , certificates ( school reports and job references ) and, as far as possible, references .

With his application, an applicant wants to convince the future employer that he is suitable for a certain work task . The application itself is considered the first work sample .

The focus of this article is on applying in response to a job posting or job advertisement . The form and content of applications differ not only in terms of the industries , company sizes and the value of the position, but also in terms of location (country, sea) and time (constant change within society). All chapters must be viewed in this context (of constant change).

In addition, applications outside of Germany are sometimes very different from local customs. Therefore, the article focuses on the German situation.

Application documents

This article or section needs to be revised: It is very much based on Germany. Please more general (what about USA, China etc.?)
Please help to improve it and then remove this mark.

Possible components of application documents. The specific composition varies depending on the type of job, the application method and the country.

The components of application documents shown in the graphic vary depending on the specific application. It is always advisable to use several sources for an optimal compilation

• because the official documentation from authorities is generalized
• the oral information of a human resources department may fluctuate and
• the confusing range of application guides contain many false reports (often empirically untested and contradicting statements).

cover sheet

This article or the following section is not adequately provided with supporting documents ( e.g. individual evidence ). Information without sufficient evidence could be removed soon. Please help Wikipedia by researching the information and including good evidence.

The cover sheet is no longer relevant for modern applications. Applications as PDF that are sent by email do not have a cover sheet.

A cover sheet was useful in a folder as it was previously sent, because it was the first impression of the applicant. On a computer monitor, however, a cover sheet is nothing more than a blank page with no information that must first be scrolled over and distract the reader from the essentials.

The main function of the cover sheet was to set a highlight:

• highlight a specific detail of the application (details of personality such as name and photo)
• to form a contrast to the following pages (which are filled with many details).

In an email application, a cover sheet does exactly the opposite. It disrupts the flow of reading and is therefore no longer recommended. Contemporary applications do not require a cover sheet.

Write to

The cover letter should give a first impression of the applicant and is usually limited to the size of an A4 page. In addition to formal customs , it contains a justification of the career aspirations or suitability for the position, whereby a comparison between the requirements formulated in the advertisement and one's own qualification profile is recommended (motivation of the applicant).

If it is a short application, the qualification is also mentioned in connection with the advertised position.

The cover letter will be attached to the application folder, it will not be included. For online applications, the cover letter is the first page of the PDF file in the attachment.

According to a study, two thirds of applicants do not write their cover letter alone.

photo

An application photo or application image is a portrait photo that is attached to an application. The aim of the photo is so that the potential employer can get a better picture of applicants. Applications from models or actors to relevant agencies and similar clients are referred to as sedcard photos .

Application photos are not common in all countries. In Germany, they were traditionally part of an application. Since the General Equal Treatment Act came into force , they have rarely been expressly requested in job advertisements. Unofficially, however, they are often expected, especially by small businesses. There, application photos - like all personal data - are subject to data protection and may not be published or stored beyond the statutory deadlines.

resume

The curriculum vitae contains the applicant's biographical data and professional qualifications. In addition to personal data, it offers information about training and professional career. In addition, special qualifications (such as foreign languages ​​or computer skills ) as well as personal interests and possible social commitment can be shown. Special qualifications are only indicated if they are outstanding, for example if an interview can be conducted in the foreign language specified. Otherwise, all special knowledge is closely related to the requirement profile. The résumé is also used to aggressively deal with gaps in the résumé. Redundancies to the aspects already mentioned in the cover letter should be avoided as far as possible.

If a third page is used, the special qualifications are described on it.

The curriculum vitae is usually in tabular form and shows the stages of training and employment in chronological or reverse order ("American" form). If there are major biographical gaps or if very different or numerous short-term activities have been carried out in the course of the professional biography, a functional curriculum vitae is appropriate, which groups the activities according to focus and transferable skills. In special cases, a handwritten and / or formulated CV may be required. The curriculum vitae must be personally signed and given the current date.

Third page

The term third page is used both as a formal outline in the order of cover letter, curriculum vitae, third page and appendix as well as an independent content designation. The third page is a new phenomenon in Germany and has only been used more frequently in applications since the 1990s. In addition to the cover letter and curriculum vitae, it is available as an additional page to present yourself, motivation, qualifications or other personal characteristics. The headings used are, for example: “What else you should know about me” or “My motivation”.

The use of the third party is controversial. Some HR managers do not like it because it allows the applicant to describe their merits in detail beyond the usual conventions, which is seen as an unfair advantage over competitors. Others, however, see the third page as an opportunity to learn a little more about the applicant.

The third page was originally created in the USA, where it is not customary to attach a cover letter to the application. It can therefore be sufficient here to present the contents of a third party in a well-worded cover letter and to do without the third party.

Competence profile

The competence profile , also known as the qualification profile, takes a different route than the first-mentioned third party. Produced as a supplement to the cover letter and curriculum vitae, it only thematically compiles specialist knowledge and key qualifications with personal successes and responsibilities. In contrast to the chronological curriculum vitae, it offers the personnel decision maker the advantage of directly comparing the competencies with the respective requirement profile of the task and thereby summarizing all similar experiences in terms of content, even across several positions. It must therefore be created individually for each application.

The order of the breakdown is determined by the importance of the terms or the structure of the vacancy. The main breakdown points are professional competence, methodological competence , social competence and personal competence.

attachment

In the appendix, the applicant compiles all the certificates that are important for the qualification. This applies above all to certificates that prove the completion of an apprenticeship, i.e. above all the last school report or the certificate with which the professional training can be proven. Applicants with work experience include all (or only the relevant) job references . Finally, additional evidence such as a driver's license or a language diploma can be attached if this is important for the position.

The documents are never sent as an original, but also no longer as a certified copy . In the case of an electronic application, this is not possible anyway, and in the case of a written application, applicants send simple photocopies , unless a different form is expressly desired.

The attachment is omitted in a short application . At the same time it is made clear that these will be made available promptly if interested.

credentials

References can take the form of work samples (or their pictorial representation) or the naming of projects and stations (one's own career). Similar to a photo, a reference is rarely a requirement for an application, but it is helpful for self-portrayal. On the one hand, the reputation of a previous job or training position can be an advantage; on the other hand, a work sample can underline the competence.

• Work samples are possible in a wide variety of professions. In media professions (photos, films, print products, ...) and artistic professions (audio, video, ...) as well as in craft (photos of samples, ...) and professions in the software sector (games, database, ...).
• When naming projects and stations, these can be listed or enclosed with the application in the form of written (participation) confirmations.

to form

The form of the application depends on the wishes of the company and the content of the documents. Example:

• The company would like a written application, but the references can only be transmitted digitally. Combination with a reference CD or an applicant website is conceivable here (see also video application ).

Written application

This means an application in paper form, the components of which are often linked in an application folder. This form of application requires decisions about the appropriate type of paper (weight, quality), the layout (in Germany mostly adapted to DIN 5008 ), the print quality ( laser printer , inkjet printer ) and the cover (complex application folder or simple plastic stapler).

Care should be taken to ensure that the documents do not give the impression of being used several times (signs of use such as creases in the paper or envelope). This can lead to the rejection of the application for formal reasons.

See also : application flyer

Email application

Applying by email is a quick and easy alternative to applying by post. Because of the electronic transmission, some formalities are unnecessary. In this way, the cover letter can regularly be written as a normal e-mail text, whereby the conventions of e-mail traffic apply. The remaining part of the application is usually sent as a file attachment; Particular attention should be paid to virus security .

The Portable Document Format (PDF) is becoming more and more popular as a file format. It can simplify the uniform reproduction of the layout and can be opened by practically any computer user using programs that are available free of charge. Some applicants also send the cover letter as a PDF file; An additional welcome text is then formulated in the actual e-mail text, which refers to the content of the attachment.

For reasons of compatibility, the actual e-mail text is usually sent in simple text format . The conventions of the written application apply to the annexes drawn up by the applicant himself (curriculum vitae, third page). The other attachments (certificates) are made electronically available as a scan .

In contrast to the written application, the e-mail application is not accepted without further ado, so that applicants should clarify beforehand whether and in what form an e-mail application is desired.

Online form

For reasons of cost, large companies endeavor to schematize the complex (and usually individual) process of personnel decisions. For this reason, special contact forms have been developed that must be completed on the company's website. Depending on the type of form, texts ( ASCII ) and documents (mostly as PDF or JPG ) can be sent.

The online form is now a largely accepted selection tool for these companies . This is the result of a study by the market researcher Easyquest (2005). The study covers companies in the European countries Denmark, Italy, Sweden, Norway, Germany, the Netherlands and Belgium. Around 50 percent of 1,635 HR managers were in favor of applications in digital form. The simpler processing of digital applications in internal use was highlighted.

We recommend that you write the text outside of the online form and copy and paste it into it. A submit button is activated too quickly (sometimes by simply pressing the enter key in the text) and a half-finished, rough draft application is received by the addressee. If this is repeated several times, it raises doubts about the applicant's competence in dealing with new media. It also enables a sufficiently quick input before the session expires and has to be started over. In this way, the entry can easily be repeated in the event of technical errors. In addition, you have your own version that you can use to prepare for possible questions in the interview.

Applicant website

The applicant website, also known as the applicant homepage, is a form of online application in addition to the e-mail application and the application via an online form. It denotes a homepage specially created for the application process. Ideally, it contains all the data that a classic application folder would contain and, ideally, also has further references. The website should introduce the applicant, present their résumé, knowledge and references. The application photo should also be available.

Ideally, all certificates and references should also be put together in one file and prepared for a coherent printout. Private pictures should be avoided.

You apply on the applicant website by sending the link, i.e. the URL , to the HR manager by email. However, it is also not uncommon to use an applicant website for background information - the virtual third party as it were - and still submit an application in paper form. The applicant website is then a sign of special commitment. In order to protect the data on the website from misuse, it is advisable to assign a password to the applicant website. This password is only sent to the recruiter to whom you also apply.

The application via the applicant website is not yet so widespread, especially in Germany, although no data is available for dissemination. A lack of knowledge of website programming may represent an inhibition threshold. For this reason, numerous services have been established on the Internet that offer the creation of applicant homepages. Some of them are chargeable, others free of charge. There are big differences in terms of implementation and quality.

Anonymized application

With the anonymized application process, a photo of the applicant, their name, address, date of birth or information on age, gender, marital status or origin is dispensed with. Apart from that, all the usual information can be queried, such as professional experience, training, motivation, etc. This is intended to reduce the conscious or unconscious disadvantage of certain groups of people. With this approach, an invitation to an interview should only be based on qualifications. Based on positive experiences in other countries, the independent Federal Anti-Discrimination Agency started a Germany-wide model project in November 2010 in which various companies, authorities and municipalities test anonymized application procedures. The procedure met with criticism in the economy and was officially rejected by the Federation of German Employers' Associations (BDA). This procedure is also partially rejected by the applicants. The Research Institute for the Future of Work (IZA), on the other hand, supports the anonymized applications required by IG Metall against discrimination in the world of work. The IZA provided scientific support for the corresponding pilot project of the Federal Anti-Discrimination Agency (ADS) and the pilot project by the Ministry of Integration of the State of Baden-Württemberg. The final report of the IZA sees positive effects for both applicants and companies through the anonymous application process. While the companies that took part in the test run saw no additional benefit in the anonymized application process, the city administration of Celle continues to use anonymized application processes.

Possible reactions

Job Interview

→ Main article : job interview

The organization can invite an applicant to an interview ( job interview) after an application . This is the rule when applying to a company, but it is also increasingly being cultivated by universities. The appointment will be confirmed in writing or by telephone. Good preparation is crucial for success.

Selection process

Sometimes special selection processes are carried out in so-called assessment centers in order to obtain specific key data from and about the applicants. In some cases, aptitude tests are also carried out.

All selection procedures have two functions:

1. The examination of a selection of competencies (technical, social, ...). Of course, the "stress resistance" (due to the exam-like situation) is also observed.
2. The justification of the personnel decision. In order to protect the company from lawsuits (failure to observe the principle of equality, ...), the selection process creates transparent and verifiable decision criteria.

The HR manager

During the application process, especially the job interview, knowledge of the views of the “HR manager” is of direct benefit to the applicant. Of 175 interviewed “HR professionals” in German companies, 30% read the résumé in less than 30 seconds. 17% found obvious lies in applications, an opportunity for lost opportunities. The most common cause for the sorting out of candidates are spelling mistakes and carelessness, long text blocks or direct adoption of the ad text are negative points. 25% of recruiters dropped applicants because of their long résumé, missing cover letters or unsuitable target group. Unprofessional e-mail addresses are also not welcome. Admittedly, empty phrases should be avoided, but key words such as “strategic planning”, “productivity”, “leadership” and “internet” are welcome.

The application process from an applicant's perspective

Experience with the application process is extremely heterogeneous and may differ. a. according to location, age and migration background . 33 percent of 1,055 respondents write that they have written up to 9 applications in their life, whereas a quarter have sent more than 40 applications. Although most applicants receive feedback by phone, email or post, many applicants are often dissatisfied with the application process. Most applications take three weeks or more for the company to contact the job seeker. Around a quarter received no feedback. In particular, applicants with a migration background are more likely to receive no feedback than the comparison group without a migration background. 27 percent of the people questioned with a migration background stated that they had not received any feedback on an application more than ten times. The information content of job advertisements is also assessed critically. Almost half are not satisfied with this, only 16% rate this criterion positively.

Applications in other countries

In other countries, the formal requirements for application documents can be fundamentally different than in Germany. When applying abroad, it is therefore absolutely advisable to obtain detailed information about the written form of the application as well as about all further stages of the application process.

United States

In the United States , a written job application usually only consists of a short cover letter and a so-called résumé , which clearly combines elements from the résumé and the skills profile. Documents are not enclosed, nor are photos, and since HR managers in the USA are instructed to hire employees regardless of skin color, age or family situation, no personal information is required either.

Australia

For a number of years, online applications via company application sites or by email has been the most common application form in Australia . The résumé is the most important document here. A cover letter is usually attached, but is often considered secondary. Certificates or letters of recommendation are not enclosed with the application. Instead, give former superiors, teachers or professors as references. The references are usually also contacted during the application process as soon as there is interest in the applicant. A photo can, but does not have to be included in the CV.

Spain

In Spain , the application consists of two parts: the cover letter (Carta de Candidatura) and the CV. In contrast to applications in Germany, no job or internship references are attached. The cover letter should contain information on motivation and be brief. The curriculum vitae should be structured in tabular form and kept just as brief. Multiple interviews are common in Spain.

England

An application in England differs from a German application mainly in the scope. The application documents consist of:

• a typed cover letter, about one page long
• a typewritten curriculum vitae, as in the USA, without a photo and information about religion, marriage, parents' occupation, structured antichronologically
• References or information in order to obtain references are welcome
• The cover letter begins with: Dear Mr or Dear Mrs
• Employment references are not submitted in England.

A special feature of English applications are the standardized application forms or questionnaires that many companies hand out or send out after receiving their application. Professional and personal questions are answered in these biographical forms. The advantage is that applicants can use this form to carefully prepare for the interview.

Italy

As in Spain, personal contacts are what count in Italy. Applicants should therefore not rely on speculative applications, but persistently ask in order to draw attention to themselves in the company in which they want to work. The generous use of telephone and fax is advisable. The phone calls should be well prepared. The applicant should be clear about data and facts about the company and about their own qualities that could be of interest to the company. The résumé is the most important part of the application and should not be longer than two to three pages. It is divided into three areas:

• Personal details (Informazioni personali)
• School and training (Studi e formazione)
  • in chronological order
  • Additional skills (Altre conoscenze) can be listed as a sub-category or separately
• Professional experience (Esperienze professionali)
  • in antichronological order
  • As a graduate, this section is left out and under “Informazioni Personali” the sub-category “Informazioni aggiuntive” (additional information) is created, in which relevant professional experience is noted. Application motivation can also be mentioned here.

The letter of application (La lettera di accompagnamento al curriculum) in Italian applications is relatively brief, polite and formal. Long explanations and motivation to apply, as well as photos and copies of certificates, are usually only clarified or presented at the interview.

Applications outside of working life

In a broader sense, the term also includes the request for:

• an award or a prize,
• a political function,
• admission to a college or university as well
• the application of a city or state to host major cultural or sporting events.

To apply for the marriage of a desired partner: see courtship .

Use by hackers

It is known that job applications are often used by hackers to trick employees into opening e-mail attachments or links, or plugging in USB sticks that carry malware onto their computers. Since companies typically have greater financial resources and dependency on their data than private individuals, they are often a target of cyber extortion - so-called ransomware . Cyber espionage ( industrial espionage ) and attacks on organizations that are part of critical infrastructure are other possible reasons for such attacks, which, unlike ransomware, leave employees in the dark about the infection of their computer or network. The best way to minimize such risks would be to give the HR department a separate computer for digital applications that is not connected to the company network, on which no sensitive or valuable data is stored, and on which no portable devices that are also connected to other computers could be connected (like private USB sticks).

See also

• Old applicants

Literature Internet application

• The digital application. In: Jürgen Hesse, Hans Christian Schrader: Application strategies for executives. STARK, Hallbergmoos 2011, ISBN 978-3-86668-427-0 , pp. 154-172.
• Svenja Hofert: Practice folder for the perfect internet application. 2nd Edition. Eichborn, Frankfurt am Main 2010, ISBN 978-3-8218-5986-6 .
• Janne Jörg Kipp in cooperation with the Duden editorial team: Apply successfully online. Dudenverlag, Mannheim 2010, ISBN 978-3-411-74161-8 .
• Andrea Schimbeno: Apply online for dummies. WILEY-VCH, Weinheim 2009, ISBN 978-3-527-70539-9 .
• Noogie C. Kaufmann: Personnel in data format - Legal pitfalls in online applications. In: c't . No. 15, 2012.

Web links

Wiktionary: Application  - explanations of meanings, word origins, synonyms, translations

Wikibooks: Application Guide  - Learning and Teaching Materials

Individual evidence

1. ↑ Petra Goth: Select employees. Personnel diagnostics in practice. Basics - practical aids - practical example . Ed .: Deutsche Gesellschaft für Personalführung e. V. 1st edition. W. Bertelsmann Verlag, Bielefeld 2009, ISBN 978-3-7639-3858-2 , p. 41 .
2. ↑ Martin U. Müller : Job interview: Does the computer recognize which applicant is good for something? In: SPIEGEL ONLINE. Retrieved January 13, 2019 . 
3. ↑ Uwe P. Kanning: About the review of application documents in the practice of personnel selection. In: Journal for Industrial and Organizational Psychology A&O. Retrieved January 13, 2019 . 
4. ↑ Application: Smart tactics in the job interview. In: Test.de. September 18, 2012, accessed February 23, 2019 . 
5. ↑ Please no more application photo: How the Equal Opportunities Act works. March 28, 2017, accessed on February 23, 2019 (originally published in late August / early September 2006). 
6. ↑ What does the employer think about the application photo? In: T-Online. October 30, 2015, accessed February 23, 2019 . 
7. ↑ Application photo is often expected in smaller companies. In: Augsburger Allgemeine. Retrieved February 23, 2019 . 
8. ↑ H.-J. Weißbach, B. Weißbach: Der JobPromotor , Vol. 2, Dortmund / Frankfurt 2012, pp. 57 ff., ISBN 978-3-924100-41-4 .
9. ↑ zeit.de April 12, 2011: The secret of the third page. - Many struggle with the cover letter when applying. However, those who also take the trouble of “page three” use the opportunity to stand out from others.
10. ↑ Apply online. IG Metall Jugend, read on April 13, 2014.
11. ↑ Jennifer Pommerien: E-Recruiting from Applicants' View: The Influence of Personality and Attitude on the Use of Online Application Processes . In: Journal of Business and Media Psychology . Issue 01, 2014 ( journal-bmp.de [accessed on March 12, 2015]).
12. ↑ Krause, A. / Rinne, U. / Zimmermann, K .: Anonymized application process. (PDF) Institute for the Future of Work, 2010, accessed on April 7, 2018 . 
13. ↑ Anonymized application process - the pilot project
14. ↑ Employer President Hundt rejects the anonymous application
15. ↑ Clear majority of students against anonymized applications ( Memento from December 8, 2015 in the Internet Archive ) (PDF; 220 kB)
16. ↑ IG Metall calls for more support for young foreigners looking for apprenticeships . Betriebsratparxis24.de. December 8, 2014. Retrieved February 19, 2015.
17. ↑ Anonymous application - final report . Federal Anti-Discrimination Agency. April 17, 2012. Retrieved February 19, 2015.
18. ↑ Companies test anonymous applications . Time online. August 25, 2010. Retrieved February 19, 2015.
19. ↑ Companies test anonymous applications . FAZ. October 24, 2014. Retrieved February 19, 2015.
20. ↑ Results of the model project anonymised application procedures presented . Baden-Württemberg.de. October 22, 2014. Retrieved February 19, 2015.
21. ^ Krause, A. / Rinne, U. / Zimmermann, K .: Pilot project "Anonymized application procedures" - final report. (PDF) 2012, pp. 45–49 , accessed April 7, 2018 . 
22. ↑ Janet Lindgens: NRW companies are giving up anonymous applications again . ( derwesten.de [accessed on April 6, 2018]).
23. ↑ Bernd Kramer: Anonymous application: It doesn't matter what you look like | TIME work . In: The time . September 28, 2017, ISSN  0044-2070 ( zeit.de [accessed April 9, 2018]).
24. ^ City of Celle: Anonymized selection process. Retrieved April 6, 2018 . 
25. ↑ Survey by the Internet job exchange Careerbuilder, quoted from Süddeutsche Zeitung: Dear Mr. Company . Number 105, supplement, 7./8. May 2011
26. ↑ - ( Memento of the original from October 8, 2014 in the Internet Archive ) Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. 
27. ↑ Henner Knabenreich. In: personalmarketing2null.de. July 14, 2014, accessed on August 20, 2014 http://personalmarketing2null.de/2014/07/14/candidate-experience-studie-bewerbererwartungen/
28. ↑ Apply internationally ( Memento from May 12, 2013 in the Internet Archive )
29. ↑ Applicant Handbook Australia 2013
30. ↑ Apply in Spain
31. ↑ Apply in England ( memento from July 20, 2012 in the web archive archive.today )
32. ^ Balster, E. / Giesen, B. / Siegler, T .: Challenge Europe. International guide for students and graduates In: Staufenbiel , 2001
33. ^ Martin Lindner: Computer crime: Hacker in the hospital . The New Zurich Times. Retrieved February 9, 2017.
34. ↑ Warning: Malware is showing up in job applicants' files . February 1, 2017. Retrieved February 9, 2017.
35. ↑ Email scam Petya locks down PCs until a ransom is paid . Digital trends. March 25, 2016. Retrieved February 9, 2017.
36. ↑ Alleged application letter: Ransomware Petya encrypts Master File Table . ZDNet. March 29, 2016. Retrieved February 9, 2017.
37. ↑ GoldenEye ransomware disguised as job application ( en ) IT PRO. Retrieved February 9, 2017.
38. ↑ Danny Palmer: This ransomware targets HR departments with fake job applications ( en ) ZDNet. Retrieved February 9, 2017.
39. ↑ GoldenEye Ransomware analyzed . Retrieved February 9, 2017.
40. ^ Frank Ziemann: Goldeneye: Application emails with ransomware . PC WORLD. Retrieved February 9, 2017.
41. ↑ Cyber ​​Espionage Firms Targeting Critical Infrastructure ( en ) Retrieved February 9, 2017.
42. ↑ Lucian Constantin: Stealthy cyberespionage malware targets energy companies ( en ) Computerworld. Retrieved February 9, 2017.
43. ↑ Blackout - Germany without electricity . Retrieved February 9, 2017.