Who is your competition in Germany - A must watch video for job seekers!

Summary

In this video, a recruiter breaks down the competitive landscape of the German job market, highlighting five key competition categories: local Germans and EU citizens, international applicants, internal candidates, referral candidates, and ATS tools. The recruiter offers valuable tips for job seekers, such as learning German, tailoring CVs to specific job descriptions, leveraging referrals, and making CVs more international-friendly. With practical advice on how to stand out, the video helps viewers understand the dynamics of the market and improve their chances of securing a job in Germany.

Takeaways

• 😀 Understanding your competition is key to succeeding in the German job market.
• 😀 Your toughest competition comes from local German and EU candidates who have fluent German, no visa concerns, and easy cultural integration.
• 😀 To stand out from local candidates, learning German and gaining unique technical or soft skills is essential.
• 😀 International candidates are a major part of the competition, and creating a tailored CV for each job description increases your chances.
• 😀 The internal candidate pool can be a challenge as companies often prioritize retaining existing employees over hiring externally.
• 😀 Companies may post jobs for regulatory reasons, even if they already have an internal candidate in mind (referred to as 'ghost jobs').
• 😀 Referral candidates are a significant source of competition, and building connections on LinkedIn and attending meetups can help you secure referrals.
• 😀 Direct requests for job referrals may not work; instead, engage with potential referrers by learning from them and building a relationship.
• 😀 Applicant Tracking Systems (ATS) play a role in screening candidates, so ensure your CV matches job requirements and is not too generic.
• 😀 To make your CV stand out in international markets, highlight skills in languages such as German, Spanish, or Italian, rather than regional languages like Hindi or Punjabi.
• 😀 Convert currency figures on your CV to international standards (e.g., USD or EUR) to make your experience more globally relatable.

Q & A

Why might you not receive an interview call despite applying for many jobs in Germany?

The lack of interview calls could be due to high competition, rather than a lack of skills. You might be competing against local candidates, international candidates, or even internal employees with higher chances of being hired.

Who are your main competitors in the German job market?

Your main competitors are local Germans and EU citizens, international candidates, internal candidates, referral candidates, and even ATS (Applicant Tracking System) tools that might screen your CV.

What advantage do local Germans and EU citizens have over international applicants?

Local Germans and EU citizens have several advantages: they don’t require a visa, they are fluent in German (which is often a job requirement), and they can easily integrate into the German work culture.

How can you stand out from local German candidates when applying for jobs in Germany?

To stand out, you should focus on learning German, developing unique skills (such as technical or soft skills), and matching your qualifications to the job description to make your application more appealing.

What is the competition like from the global application pool?

The competition from the global application pool is significant, as candidates from around the world, including countries like the US, UK, India, and others, apply for jobs in Germany. To stand out, tailor your CV and cover letter specifically to the job description.

What is an internal candidate pool and how does it affect your job search?

Internal candidates are current employees who are considered for open positions within the company. They often have an advantage because employers prefer to retain existing employees. If an internal candidate is found to be a good fit, they are usually prioritized over external candidates.

What are ‘ghost jobs’ and how can you identify them?

Ghost jobs are job postings that companies may use for regulatory purposes, even though they have already chosen an internal candidate. These jobs may be posted and then taken down quickly, signaling that they may not be hiring externally.

Why are referrals important in the German job market?

Referrals are important because companies often prioritize candidates referred by current employees. Building connections on platforms like LinkedIn and engaging with professionals in your field can increase your chances of being referred.

How can you effectively ask for a referral in Germany?

Rather than directly asking for a referral, approach potential referrers by showing genuine interest in their career and seeking mentorship. Build a relationship by engaging with their posts and sharing relevant content. This helps increase the chances of being referred.

What role do ATS tools play in the recruitment process in Germany?

ATS tools screen CVs before they are reviewed by recruiters. If your CV doesn’t meet specific criteria (like language skills or experience), it might be rejected by the ATS system, even before it reaches a human recruiter.

How can you optimize your CV to increase your chances of getting noticed in the international job market?

To make your CV more appealing internationally, avoid using local languages or currencies (e.g., INR), and instead use international languages (like Spanish, Italian) and currencies (like USD or EUR). This makes your CV more relevant to global employers.