Applications

You will come into contact with the topic of applying for positions during your studies. A well-prepared and convincing application is an important door opener for getting the internship or working student position you want and later the job of your dreams.

Social career networks | Reading job ads correctly | Application documents | Selection process | Salary expectations

Xing and LinkedIn

Xing and LinkedIn are social career networks applied in a professional context. They are a digital resume, networking platform, and job board in one. Companies often post current job offers on their profiles or search social career networks themselves for suitable applicant profiles (active sourcing).
A professional appearance includes an appealing profile picture and a complete CV with details of all previous professional stations.  

But which network is best to use? In Germany, Xing has more users and is therefore suitable for job searches in German-speaking countries. For international networking and a career in international companies, LinkedIn is the right platform.

In the video Presentation and Networking in Xing and LinkedIn (in German), you will learn how to create an appealing profile.

Reading job advertisements correctly

How is a job ad structured and what should you look for when reading it?

Presentation of the company: Industry, size, group/family business, locations, philosophy, innovative or more traditional company
What is being sought: Title of the offered job / position
What tasks:Description of the future tasks
What is expected:

Requirement / qualification profile for the applicant
The profile consists of professional knowledge, practical experience, and key qualifications. In the profile, a distinction is made between "must" and "can" requirements:

"Must" requirements are mandatory requirements to accomplish the tasks set. Formulations here are e.g. “It is expected that...", “It is necessary that...”
"Can" requirements are desirable and not mandatory. They are described e.g. with "Ideally...", “It would be advantageous if..." as well as with an "or".

What the company offers:Benefits with which the company would like to attract applicants, e.g., above-average salary, further training, flexible working, etc.
Final information:Type and scope of the application, information on start date, contact details / contact person / telephone number

Downloads and links

Sample Job Ad

Career Bible (in German) - Read Job Ads Correctly
CV (in German) - Read and Understand Job Ads Correctly

Application documents

A successful application starts with complete application documents. We will show you which forms of application there are, how a CV and cover letter are structured, and which other documents belong in an application.

Application forms

Classic application

Only a few employers still rely on the classic paper version. A classic application should include a cover letter, CV, transcripts of record, and references, as well as (if applicable) work samples.

For cost and sustainability reasons, this application form is increasingly being replaced by the application forms mentioned below.

Email application

Email applications are very similar in structure to classic applications and differ only in the way they are sent. The complete application documents are compiled into one PDF document in the attachment. The email itself contains only a short text.  

Online application Using an online application form or an online application platform provided by the companies, individual form fields are filled in and the complete application documents are uploaded as PDF documents. With an online application form, you should have your documents at hand, as there is a time limit for filling out the form, whereas with an application platform, you can register with your email address and the data you enter will be saved.
One-click applicationIf you have found an interesting job ad on your smartphone, tap the apply button there. This is how the data from your profile on LinkedIn or Xing gets into the applicant management system of the employer of your choice.
Speculative application A speculative application has no reference to a specific job advertisement. This means that they are not reacting to an advertisement, but are taking the initiative and thus also signal motivation and commitment. It corresponds in form and structure to the usual application for an advertised position.
Passive application In this case, the search for applicants starts actively from the staffing agency or recruiting team (active sourcing). They search for suitable profiles on job boards and social career networks and make direct contact with potential candidates (often used in industries where the shortage of skilled workers is particularly pronounced). Make sure your profile is always up to date and includes the relevant stages from your CV.

Curriculum Vitae (CV)

  • How is a CV structured?
  • Cover page, personal data, blocks in CV
  • What doesn’t belong in the CV

more

Cover letter

  • How is a cover letter structured?
  • What should be considered in a speculative application?
  • Downloads and links

more

Transcripts of records and references

  • Which transcripts, references, and certificates should be included in your application?
  • Side note on job references - Are you "fully satisfied" with your job reference?
  • Links

more

References / work samples

  • max. 3 references - optional
  • attach max. 3 - 4 current work samples corresponding to the desired activity, often required in creative and social science occupational fields

more

Our tips

  • Watch tutorials (in German) on CVs and cover letters
  • Use checklists for CVs and cover letters
  • Put your transcripts, references, and certificates in order
  • Make an appointment to check your application documents at the CareerCenter Hohenheim

Selection process

Once the applications have been received, the company carries out an initial review and analysis of the documents on the basis of specific selection criteria. Following this, a decision is made as to who will advance in the selection process. Often this selection process is multi-stage, i.e. the methods build on each other and follow fixed rules that should be transparent to all involved.

Methods for selecting applicants

  • Online tests
  • Interview: phone, in person, video
  • Assessment center
  • Downloads and links

more

Job interview

Foto: Universität Hohenheim.
  • Procedure
  • Downloads and links

more

Self-presentation

  • Structure of a self-presentation
  • Tutorial: Digital job interview
  • Links

more

Tutorial - job interview

What do HR officers look for when assessing applicants? How can I position myself particularly well for the interview? How can I present my profile well? What are the trends in interviewing?

Duration: 00:51 | Language: German

Our tips

  • Watch tutorials on job interviews (link)
  • Use checklists for telephone interviews and job interviews
  • Prepare a self-presentation
  • Make an appointment to practice a job interview at the CareerCenter Hohenheim

Salary requirements

Some companies require you to include a salary expectation in your application. However, the employer will bring up the subject of salary at the latest during the job interview. As a young professional, it is usually difficult to quantify the value of your work. Good preparation is important here - from gathering information to practicing a salary discussion.

For the salary requirement, enter the annual base salary (gross) as a single figure or as a salary range. Furthermore, there may be additional special benefits in the company:

  • Variable salary (e.g., holiday/Christmas bonus, compensated overtime, commission/success-based bonus)
  • Non-monetary benefits (e.g., company pension plan, meal allowance, job tickets, staff discounts, cell phone, company car)

The following factors are included in the salary requirement:

  • Education (Master’s/Bachelor’s, field of study, practical experience)
  • Industry
  • Company location  
  • Company size
  • Collective bargaining agreement

How do you prepare well for a salary negotiation?

  1. Watch tutorial on salary negotiation
  2. Research: Review salary reports and entry-level salary surveys
  3. Determine realistic salary requirements, taking into account the influencing factors of education, industry,  location, company size, and collective bargaining agreements; define salary thresholds that are the minimum you can accept.
  4. Argue salary claim logically:
    What do I have to offer in terms of expertise, key qualifications, practical experience, etc.?
  5. Practice salary negotiations
    (e.g., Absolventa - Setting the Salary, Karrero -  The First Salary Negotiation)

Tutorial salary negotiation

What makes up my market value? Application as a process. Relevant factors that affect a salary. Starting salaries: Trends, composition, influencing factors. Salary development

Duration: 00:40 | Language: German

Phone
... for students:
+49 711 459-23598

... for companies:
+49 711 459-22066

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Office hours (on-site) for brief questions and issues:
Tues 1–2 p.m. and Thurs 10–11 a.m.

Individual advising appointment:
Arrange an advising appointment with us online (via job teaser “Beratungstermine”) or by email: career@uni-hohenheim.de

An appointment via Zoom is also possible