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All recruiting is matching or: why job postings and profiles don’t always match

Recruitment concept image with business icons and copyspace

When reading job postings, one question pops up: is there really someone who matches all the requirements? Probably not – so you shouldn’t let that huge list keep you from applying to jobs that interest you. Many job seekers send out application after application to any job that remotely fits their profile – often with less than satisfying results. On the other hands, employers have no less trouble finding candidates that seem really suitable for the job opening.

The discrepancy between the requirements of the employer and what the market has to offer is more than just a hunch: there are facts to support this. We have analysed our data about more than 500 jobs and 5,000 candidates and compared the requirements to the actual skills of the candidates. In order to make sure the results can be compared, we have focused on one job category: commercial jobs without team responsibility. We had a look at both soft and hard factors

It doesn’t matter what you can do – if you lack the proper education, you don’t stand a chance.
Most employers have precise demands concerning the applicant’s education. They don’t even ask about their actual skills, but focus mainly on the certificate. At the same time, a third of the applicants is interested in new fields of responsibilities – and they also have the skills they need.

Entry level applicants with experience, please! Or: Done with the training – finally jobless!
Education is not enough: Around half of the jobs require experience on the job. But if entry level positions require experience, where do the entry level applicants actually get their experience? This is a huge problem for young people who have just finished their apprenticeship: a significant part of the applicants in the commercial field have difficulties finding a job after finishing their training. That is very frustrating – and it can lead to a lot of problems in the work market.

And now: In English. And of course in French.
In the commercial field, language skills are a must. Candidates should speak at least two, sometimes even three or more languages on a high level. But the Candidate market simply cannot offer this: Many applicants do have certain language skills, but they are not nearly as good as they believe them to be – and nowhere near the level their employer requires. French in particular is a huge problem: there are hardly any candidates who really master the language.

It doesn’t matter who you are – as long as you fit the requirements
While the requirements for education, experience and skills are very demanding other factors such as soft skills and personality continue to be neglected. That can be quite problematic – after all you can acquire skills – but you won’t change anyone’s personality.

Of course it makes sense fore employers to set high standards for their candidates. After all, they don’t want just anyone, but someone who fits the vacancy they have to fill in the best possible manner. And they don’t want to lose too much time assessing profiles that lack the most obvious requirements. But focussing on hard factors such as education and language skills can cause more damage than profit – after all an employee that feels appreciated and gets he opportunity to develop new skills can be much more valuable for a company than someone who fits the requirements, but has no emotional attachment whatsoever towards his employer.

Jacando matchmaking does offer a solution for this problem: For us, candidates are not only a data sheet, but a person. We decide from job to job, from candidate to candidate, if education and experience are of importance or not. Read more about our approach here!

Published in[:de]Get-to-know I HR insights [:en]Get-to-know I HR insightsAllgemein