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5 ways of using your blog in the job search

5 ways of using your blog in the job search

5 ways of using your blog in the job search

5 ways of using your blog in the job search

by Talentese Team 21/05/2019

Whether you spend a lot of time developing a professional industry-related blog, casually post something in your personal social media profile or even seemingly “meaningless” spend your time collecting memes from your favourite TV-show, there can be actually lots of ways of benefiting from your blogging hobby in job search or even turning it to a career. Let’s take a look at some of them!


1. Create a video CV

If you have a Vlog on Youtube or enjoy filming some short videos for Instagram (even TikTok!), you’re probably familiar with some basic (or maybe advanced) video editing tricks. Use them to create a video CV – it could be a perfect fit not only for some creative positions but for lots of others – from a sales person to a manager. And even if mostly “hard” skills matter for your job and you don’t have to demonstrate your personality that much, having a video CV might still be beneficial – who do you think have more chances to remain in the HR’s memory, a person who used a standard Word template any recruiter has seen dozens times, or a person that has clearly put some efforts into job search?

Take a look at some creative video CV examples here.


2. Highlight your soft skills

The fact of having a successful blog alone might be turned into a real prove of you being a goal-oriented person, having good communication skills and a well-developed network etc. So don’t hesitate to brag about it, especially if your future job has something to do with media, communications, public relations, sales, digital – having a successful personal project look as good in your CV as demonstrating good professional achievements. And even if your blog is not successful (yet), you might still be willing to mention it to showcase, for example, your visual taste, photo editing or copywriting skills (or at least persistence – you haven’t stopped posting though no one reads you 😅)


3. Use your blog as a portfolio

Not only designers need a good and detailed visual demonstration of their achievements! Instead of trying to fit all your professional experience into a CV, find some more appropriate places for that: as long as reporters are not lining up to interview you about your success, become your own mass-media and publish some work-related case stories you’ve had, share tech tricks you’ve developed, tell about the projects you’ve lead etc. Be careful about not giving up some sensitive/confidential information and choose the format wisely: Instargram would be fine to show up some design sketches you’ve done, but for a closer look at the same project you would rather use, for example, Dribbble or Behance.


4. Ask your followers for recommendations

Having lots of followers might bring you not only a solid amount of likes (which obviously boosts your self-esteem and therefore also helps you in the job search 😉 ) but some real profit – it would never hurt to actually ask your followers directly if they know any job openings that might be a good fit for you. Given that you’ve probably invested some efforts in content development and blog community creation, you have (hopefully) gained some loyal readers/viewers that are willing to share some some useful tips on a job ad they’ve seen or even recommend you to someone in their company – especially if you have gained some professional authority by creating and publishing field-related content.


5. Turn blogging to a career

Though you might think of blogging as of a simple hobby, there’re lots of ways to turn it into a career or at least a part-time job which would bring you joy – there’s something you’ve started doing without being paid for it, right? And it’s not only blog monetisation you can benefit from – you can consider earning money using the skills you’ve acquired as a blogger. If you liked cutting videos or creating covers for your YouTube videos, you might as well offer these services to other people (e.g. on Fiverr), sell your articles and offer “ghost blogging” (e.g. Freelance writing).


How do you use blogging in the job search?

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The highest paying jobs in Germany 2019

The highest paying jobs in Germany 2019

The highest paying jobs in Germany 2019

The highest paying jobs in Germany 2019

by Talentese Team 03/05/2019

Nobody chooses a job just for a good salary, but having a proper income belongs to the most important factors of being satisfied with your career, isn’t it?

Recent researches have revealed the highest paying jobs in Germany – let’s take a look at the list of professionals that are receiving the biggest salary!


Doctors (both seniors and regular medical specialists) are traditionally on top positions – no doubts that they deserve good compensation for many years spent studying and their daily duties which are obviously not easy.

Experienced sales professionals are in extreme demand – companies are ready to pay good money for employees with well-developed network that may be turned into clients.

Financial experts and skilled business professionals are in the list as well – working as an actuary, mergers&acquisitions specialist or a trader will get you a desirable salary as well.

Are you looking for a job in Germany? We can help!

Are you looking for a job in Germany? We can help!

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The future of work: career changes to come

The future of work: career changes to come

The future of work: the career changes to come

The future of work: the career changes to come

by Talentese Team 26/04/2019

Our parents used to choose a career path for life and had the same job for decades – and now we live in times when the skills that we learn in the university might actually become outdated even before we graduate. No one can be sure about having the same job for years anymore and probably lots of us will have to constantly adjust and learn to make sure we don’t lose our job to a machine. But is the future actually that scary? And if we are to be replaced by smart robots – would it be a happy human existence without work at all?


We have picked up the most fascinating futuristic TED Talks about the future of work to answer to these questions!



3 myths about the future of work (and why they’re not true)


Oxford professor Daniel Susskind comes up with encouraging news: even if machines displace human beings from particular tasks, they don’t have many chances to fully substitute for human beings. He demolishes the scariest myths and analyses the real-life cases on how our jobs are going to be impacted by the new technologies to come – from a doctor to a taxi driver.




How we’ll earn money in a future without jobs


Are humans actually going to become as useless for the job market as the horses once displaced by much effective and powerful cars and trucks? Futurist Martin Ford doesn’t exclude this possibility and talks on prospective benefits of this potential global unemployment – should we hope for the future where we all enjoy the freedom and live on the basic income provided to everyone?



Why jobs of the future won’t feel like work


“Driver” is the most common job in 29 out of 50 US states and the one to most probably become extinct along with other “narrow-skilled” jobs like cashier, loan processor and many others – and it’s not just blue-collar jobs that are at risk. How will our time at work look like when lots of mechanical tasks are to be done automatically? Innovation expert David Lee shares his thoughts on how we might actually explore future jobs that unlock our hidden talents and passions.


Are you excited about job market changes to come or scared? Let us know what you think!


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Looking for a job in Germany as a foreigner: 3 secrets you don’t know

Looking for a job in Germany as a foreigner: 3 secrets you don’t know

Looking for a job in Germany as a foreigner: 3 secrets you don’t know

Looking for a job in Germany as a foreigner: 3 secrets you don’t know

by Talentese Team 28/03/2019

Looking for a job in Germany might seem really similar to looking for a job in any other country: at least the main steps like writing CV, applying, interviewing etc. are exactly the same. Though there are some “typisch Deutsch” things on every stage that tend to be underestimated by foreigners: keeping in mind these “unspoken” rules might actually make the process of looking for a job in Germany as a foreigner much easier for you.


1. CV: your picture matters

Though you’ll never see in the job description a formal requirement to include your picture in the CV, that’s what all HRs are looking for and something that will increase the chances that your application won’t be left unnoticed. In every photo studio in Germany you’ll find a special service called “Bewerbungsfoto” and you should probably spend 15 minutes of your time to actually use it. Traditional “Bewerbungsfoto” that is German headhunters expect to see is slightly less formal than the one you would make for a passport though it should be much more official than just your face cut out from a blurry group party picture.

“Dress for the role” is an expression applicable to your CV picture – if you’re looking for a senior position in a corporate, don’t hesitate to put your best suit and tie on, and if you’re applying for a job in a startup, some business casual outfit would be a perfect compromise.


 2. Cover letter is not just a formality

In some countries it might be common to just write a couple of standard sentences “Dear Sirs, My name is X, I am applying for Y, please find the CV attached”, but Germany isn’t one of them, especially if you’re looking for a job in a “traditional” German company. Cover letters matter much more as well as all the other documents you’re sending – for example, your certificates, recommendation letter etc. Traditionally all documents should be signed by you or the person that has given you the recommendation.

In addition to your motivation to apply, cover letter should also include the detailed description of the relevant qualities/experience that allow you to justify why you might be the perfect fit for the job. Try to actually profit from this seemingly boring writing – maybe HR doesn’t know much about your previous employer (especially if you have been working for a local firm in another country), so you should both describe your job responsibilities and mention company specifics. 


3. Your German is important only if it’s really good

If you’re considering Germany as a country to work and live in, you have most probably started learning German at some point (or at least have tried to). Would it be seen as a competitive advantage if you have A1-A2 level? Unfortunately, any German that is not a nearly perfect German is basically “no German”.

Of course you can mention a basic German level in your CV, which might be seen as your willingness to integrate and learn. But as long as your German is not good enough to actually use it as a main communication language, don’t try to impress an HR and translate your whole CV to German (while you can actually only say “Hallo, ich heiße John, ich bin 30”). CV in German clearly signalises that you have professional fluency and if you don’t, better submit a CV in English (proofread and without any spelling mistakes).


Do you have chances to find the job if your German is far from perfect? Sure!

At Talentese we offer a lot of English-speaking jobs in companies willing to employ foreigners!

Get started here.


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6 things from sports that you should be applying to work

6 things from sports that you should be applying to work

6 Things from sports that you should be applying to work

6 Things from sports that you should be applying to work

by Talentese Team 20/01/2019

Games have always been an indispensable part of our childhood. Whether in school as extracurricular activities or with friends, we all have played some form of sports. Most people believe that to succeed in the workplace, you only need to be smart and know how to do your work. While this is somewhat true, it is not the entire truth. Success in the workplace or office is hugely dependent upon education, experience, willingness to learn, adaptability, and the ability to network.

Sports, however, play an equally crucial role in preparing you to succeed in the workplace. Most of us have worked hard to achieve our goals at sports or hobbies. Hobbies can range from games to playing a musical instrument. No matter which sport or extracurricular activity you choose, there is some measure of hard work that goes into it. Sports are no different. Most hobby sportspersons and athletes will have grueling and shocking tales to narrate about hard work, failure, winning, leadership, competitiveness, and team spirit. Career guidance counselors have observed that most sportspersons make excellent employees. We have always wondered why this is the case. Several things can be learned through sports. These basic examples and teachings can then be applied to succeed in the workplace daily.

Let us look at six things from sports that you should be applying to work to succeed and climb your career ladder faster.

1. Team Spirit:

Team spirit is the most important aspect of sports training. When sports are played in teams, sportspersons and athletes learn to trust, rely, and depend on teammates and team members to achieve a winning result. While the end goal is not necessary, it is the learning that team spirit imparts that is more important. When you visit a career guidance counselor and seek career counseling, the importance of team spirit and teamwork will be stressed. Cheering your teammates, helping them with challenging work, giving advice, and acknowledging individual success is as important as winning the end goal or bottom line.

2. Leadership:

Sports teach us the importance of listening to a team captain. The same is the case with bosses in the workplace. The boss at the workplace is a team captain, and the game is like completing the projects on time, efficiently, and without loss of quality. As a leader, you understand and work with the strengths and weaknesses of your teammates to ensure that you can make the best contribution to the project or task.

Understanding these aspects not only helps in building trust, goodwill, and reputation but also helps with your employee branding. Leaders are extremely sought after and are known to make adjustments to teams so that each teammate contributes their best to the task given.

3. Fierce competition:

Sportspersons and athletes have an inherent understanding of what sport is really about. Business is just like being in a sport or race. Only winners succeed with the best strategies, ideas, perseverance, hard work, and consistent execution of tasks. Any good career guidance counselor will stress the importance of fighting till the end.

For leaders and sportspersons, failure is not an option, only reaching the goal is. They can understand failures and adapt according to the need of the day to ensure that business goals are met the next time successfully. For leaders, failure is not debilitating. Instead, it is a learning curve to help improve themselves and their team members. Insight like this only comes through understanding competition and how to enhance personal strengths. Career counseling suggests that competition should be healthy and great managers find win-win situations for everyone involved.

4. Great sportsmanship:

Managers and leaders, like athletes and sportspersons, respect work given and understand the importance of hard work. Efficiency, quality, timely delivery, and quality are as important as achieving the task or goal. Leaders understand that in business, there is always competition and people playing or pitching against you and your team are as skilled at their work as you are.

Great sportsmanship in business means having a healthy respect for competitors. Managers are unbiased towards the strengths of their competitors and groom their teams accordingly. Challenges are accepted and treated like milestones to cross in business. This not only helps in furthering business and opportunities but also improving company reputation and employee branding.

5. Practice:

Athletes do not believe in luck. Similarly, in business, teams, and managers should not believe in luck either. Practice in tasks, constant hard work, and occasional failure is treated like learning curves that help in strengthening employee branding and quality of work. Managers endlessly push for consistency in action. The similarity between sports and business is that of a coach and a manager respectively. Managers drive for improvement, hard work, results, consistency, and a positive attitude.

People involved in customer service roles will appreciate the beauty of consistency and patience. Tasks, like answering phone calls, calming irate customers, and completing data entry operations, are successful only with constant practice. While these may not be fun, they are necessary to get better at your work.

6. Focus and concentration:

Constant exercise and practice help in improving focus and concentration at tasks. Sports like tennis, football, athletics, gymnastics, hockey, and so on help immensely in increasing controlled movement and focus. Things like distractions, wandering of the mind and forgetting tasks decrease over time.

Tasks are better performed through multitasking, manipulating information, thinking analytically, making better strategies, coordination, and teamwork. The same principles can also be applied to business and daily operational tasks. Focus and concentration are improved over time to get better at work.

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Employer Branding für Startups: Junge Talente gewinnen und halten

Employer Branding für Startups: Junge Talente gewinnen und halten

Interview mit Jörg Schleburg – Employer Branding für Startups: Junge Talente gewinnen und halten

Interview mit Jörg Schleburg – Employer Branding für Startups: Junge Talente gewinnen und halten

by Talentese Team 17/12/2018

Seit über fünf Jahren führt der Employer Branding Experte und Speaker Jörg Schleburg seine Firma VonVorteil und ist mehr als 10 Jahren in der Employer Branding-Beratung tätig. Im Interview spricht er über die Employer Branding Strategien und die Besonderheiten, die beim Employer Branding für Start-ups zu beachten sind.


Sie führen Ihre Firma VonVorteil seit fünf Jahren. Könnten Sie ein wenig über die Hintergründe des Unternehmens erzählen und wie es sich von der ersten Idee zu dem entwickelt hat, was Sie heute sind?

Ich habe mich mit dem Thema schon sehr früh sehr auseinandergesetzt, weil ich schon damals an die Chancen des demographischen Wandels geglaubt habe. Für Mitarbeiter den perfekten Arbeitsplatz und für Unternehmen den richtigen und aktiven Mit-Arbeiter, besser, Mit-Gestalter zu finden. Das hat sich bis heute nicht geändert und ich möchte Unternehmen dazu ermuntern, die Situation ebenfalls als Chance zu begreifen. Das ist der erste Schritt, um wirklich etwas bewegen zu können.

In den letzten 5 Jahren hat sich unheimlich viel getan. Employer Branding ist in den meisten Personalabteilungen angekommen… aber leider noch nicht in den Köpfen der Unternehmensführung.


Sie sind seit mehr als 10 Jahren in der Employer Branding-Beratung tätig. Was sind die wichtigsten Veränderungen der letzten Jahre – welche Trends sollten von jedem Personalverantwortlichen beachtet werden?

Man sollte sich generell nicht nach Trends richten. Trends haben etwas Vergängliches, sind oft nur eine vorübergehende Modeerscheinung. Employer Branding geht in Wahrheit viel tiefer. Wer eine gute Arbeitgebermarke etablieren möchte, sollte zuallererst ein guter, besser noch, ausgezeichneter Arbeitgeber sein. Und genau hier beginnt auch die Herausforderung. Um das nämlich beurteilen zu können, muss ich versuchen, einen objektiven Blick auf mein Unternehmen zu werfen. Ich muss mich wirklich für die Meinung meiner Kollegen und Mitarbeiter interessieren und offen mit Kritik umgehen – ob von innen oder von außen. Ich muss in der Lage sein, Fehler zu sehen und diese zu eliminieren. Wenn ich das schaffe, stehen die Chancen sehr gut, Dinge, die vielleicht noch nicht so gut funktionieren, zu optimieren. Dadurch kann im gesamten Unternehmen eine Dynamik in Gang gesetzt werden, die alle mitreißt und Blockaden umstößt.


Welche Aspekte des Employer Branding werden oft unterschätzt (und sollten es auch nicht sein)?

Oft beginnt es schon beim richtigen Projekt-Setting. Auch wenn es letztendlich um die „Beschaffung“ von Personal geht, darf man damit die Personalabteilung nicht allein lassen. Der Arbeitsmarkt und letztendlich die Mitarbeiter werden zukünftig den Unternehmenserfolg ausmachen. Employer Branding ist Chefsache! Wir haben es leider schon zu oft erlebt – wenn die Geschäftsführung den Prozess nicht begleitet, wird aus einer ambitionierten Employer Branding-Strategie ein Personalmarketing-Konzept. Die häufigsten kulturellen Herausforderungen in Unternehmen sind die ausbaubare interne Kommunikation und Schwierigkeiten im Leadership. Das wird sich auch durch ein tolles Employer Branding-Imagefilmchen oder eine pfiffigen Stellenanzeige nicht ändern. Es gibt allerdings schon ein paar Unternehmen, die mit gutem Beispiel vorangehen.


Junge Talente gewinnen und halten – nach Ihrer Erfahrung, was ist das Wichtigste für Millennials in der Jobsuche? Was suchen sie bei ihrem potenziellen Arbeitgeber?

Aufrichtigkeit, Augenhöhe und einen verantwortungsvollen Umgang miteinander. Sie möchten sicher sein, dass das, was nach außen kommuniziert wird, auch den Tatsachen entspricht. Sie wollen, dass mit ihnen und ihrer Zeit wertschätzend und verantwortungsvoll umgegangen wird. Und sie wollen an etwas Sinn- und Bedeutungsvollem arbeiten – einen Fußabdruck hinterlassen. Ich bin generell kein großer Fan davon, eine ganze Generation unter einen Hut zu packen. Denn wie in jeder Generation gibt es auch bei den Millenials (oder auch GenY genannt) die verschiedensten Persönlichkeiten und die verschiedensten Lebensumstände. Die Millennials haben jedoch einen entscheidenden Vorteil – sie sind rar und von daher zu Recht anspruchsvoll. Der Paradigmenwechsel hat schon längst begonnen – aus einem Arbeitgebermarkt wurde ein Arbeitnehmermarkt! Deshalb rate ich Unternehmen, sich von dem Wort „Bewerber“ zu verabschieden – die gibt es nämlich so gut wie nicht mehr – ab jetzt sind es Kandidaten. Arbeitgeber müssen in der gesamten Recruiting-Wertschöpfungskette vom administrativen zum akquisitativen Denken kommen.

Heutzutage greifen die Begriffe „binden“ und „halten“ meines Erachtens viel zu kurz. Sobald ich einen Mitarbeiter binden oder halten muss, habe ich im Grunde genommen schon verloren. Es gilt von Anfang an, Mitarbeiter zu faszinieren und zu beflügeln. Das geht einher mit Verantwortung, Freiheiten, Vertrauen und einer guten Kommunikation auf Augenhöhe. Ich sollte darüber informiert sein, warum ein Mitarbeiter bei mir arbeitet und welche Erwartungen er an mich als Arbeitgeber und an seinen Job hat. Nur dann kann ich die richtigen Mittel für eine gemeinsame gute Zeit finden. Und dann ist es auch für beide Seiten, also für Arbeitgeber und Arbeitnehmer, in Ordnung, wenn man irgendwann getrennte Wege geht.


Welche Besonderheiten sind beim Employer Branding für Start-ups zu beachten?

Start-ups haben per se schon einmal den Vorteil, den Agenturen früher hatten – ein spannendes Image: „Work hard, play hard“ zum Beispiel. In einem Start-up zu arbeiten, verspricht viel Freiheit, viel Dynamik, man kann ein wesentlicher Teil des großen Erfolgs sein und abgesehen davon spielt man sogar noch während der Arbeitszeit mit seinen Kollegen und Chefs Tischtennis, Kicker und Playstation gleichzeitig. Dass ein Image nicht immer der Realität entspricht, versteht sich von selbst. Ansonsten gilt auch für Start-ups, sie müssen sich mit Employer Branding ernsthaft auseinandersetzen. Am Anfang besetzt man die Vaknzen noch mit Kumpels oder Kumpels der Kumpels. Spätestens wenn die Kontakte nicht mehr ausreichen oder ich mich nicht mehr ausschließlich darauf verlassen mag und kann, fischen sie im gleichen Markt wie alle anderen auch.


Wie können Arbeitgeber bestehende Mitarbeiter in den Employer Branding Prozess einbinden und zu den Markenvertretern des Unternehmens machen?

Indem sie es einfach tun – und zwar von Anfang an. Wir bilden zu Beginn des Prozesses immer ein Soundingboard mit Mitarbeitern unterschiedlicher Hierarchie, Kultur oder Betriebszugehörigkeit. Dieses Soundingboard begleitet den gesamten Prozess, berät, bestärkt oder kritisiert. Abgesehen davon sind die Mitglieder des Soundingboards immer starke Multiplikatoren in den Teams.


Wie können kleine Unternehmen die Effektivität ihrer Employer Branding-Maßnahmen messen? Wahrscheinlich bringen einige traditionelle Methoden wie eine Standardbefragung nicht die bestmöglichen Ergebnisse, wenn es nur 15 Mitarbeiter im Unternehmen gibt. Welche Phasen (Bewusstsein, Bindung etc.) sind besonders wichtig?

Das Schöne in kleineren Unternehmen ist, dass ich die Effekte viel unmittelbarer wahrnehme und spüre. Regelmäßige Feedbackgespräche und Umfragen machen natürlich auch hier Sinn. Es hat auch immer damit zu tun, aus welchen Beweggründen ich Employer Branding-Maßnahmen in die Wege leite. Aus qualitativen oder quantitativen Gründen. Möchte ich mehr Mitarbeiter gewinnen oder eine bessere kulturelle Passung, möchte ich bessere Arbeitsergebnisse oder strebe ich einen Kulturveränderungsprozess an. Es gibt eine Vielzahl von Messmethoden, die die Attraktivität, die Relevanz oder auch die interne Akzeptanz messbar machen. Dazu könnten wir ein eigenes Interview führen.

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