Germany’s still struggling to get into the online education market

Periodically, I simply like to look for jobs in Germany. Not that I need one, but for projects in which I am involved, it is always interesting to see what is available, especially in regard to the various project foci. This time it was e-Jobs, like those whose profiles are being developed in the e-Virtue Project. Being located in Germany, however, I’m particularly interested in how the job market is developing in this sector, especially since the Germany economy, according to its politicians at least, is booming.

Unfortunately, I was disappointed again. I found listings for content developers, for example, in Germany, but at an English site, jobspotting.com. And I stumbled over a couple of online-language-teaching jobs at the German Craiglist site. Needless to say, this is a bit thin.

It would seem that both the Brits and the Americans are still leading the way in this field. Not only are wanted-ads more readily available and more easily accessible, there is a wealth of additional information available for people who are looking to perhaps get back into work or to change their career fields. One example, which I found particularly interesting was a site for work-at-home moms who might be interested in working even part-time. The information regarding the instructional designer was a good place to start thinking about possibilities, to say the least.

It is truly time for the German e-learning sector to get on board. If career information and job or career opportunities are to be found, they should, at a minimum, be found online.

Always in final round and not elected ? Check your soft skills demonstration !

You apply for different recruitments, you are often chosen for final selection, but do not get the job … One of the most probable issue is that you fail to demonstrate your « soft skills » !

In a recruitment process, as analysed by the e-jobs Observatory in different e-jobs fields, the first step is to eliminate the candidates which technical skills does not fit to the organisation criteria, then in a second step, the final decision is done on transversal skills and mainly on the non formal competences. Miriam Salpeter journalist at US news explain clearly « how it does not work » sometimes ! She proposes 5 decisive issues : Work ethic, positive attitude, communication skills, Time management and self confidence. those issues are not the only one, but as we analysed job market in Europe they are clearly an important issue !

5 Reasons Why Your Online Presence Will Replace Your Resume in 10 years

An article published in Forbes identifies « 5 reasons why your online presence will replace your resume in 10 years »:

1. Social networking use is skyrocketing while email is plummeting
2. You can’t find jobs traditionally anymore
3. People are managing their careers as entrepreneurs
4. The traditional resume is now virtual and easy to build
5. Job seeker passion has become the deciding factor in employment

Online recruitment

According to a study published by Cadres-Online recruiting on the internet is more and more difficult for recruiters: all year long there are about 300 000 positions available and published at the same time on the internet. Meanwhile, millions of applications are sent and recruiters who receive large amounts of applications have difficulties analysing all applications to make the good choice.

Most applicants seem non relevant to recruiters…. Time to process applications increases, recruiters do not have the time to answer all applications…
This study analyses the problem for large companies, but imagine the difficulties met by SMEs and very small companies! If they publish an add for a recruitment, they receive hundreds of applications they are unable to manage.

Recruiters (small or large) increasingly abandon the « usual process » and develop the use of other recruiting media: social networks, Google searches, blogs, forums…They search for a profile then contact directly the targeted person.

This leads to changes in the recruitment approach as well for recruiters, candidates and intermediaries in the recruitment process.