Finding the one who fits 

Companies want to increase the quality of their applicants, which is why personnel marketing should be rethought.

Especially in times of a shortage of skilled workers, it is believed that personnel marketing must be given greater importance. Employers often assume that if there are more applicants, the quality of the selection process will automatically improve. But these views are one-sided. For example, if you go to a company event as a student, this usually becomes a pure advertising event instead of informing applicants about the real requirements or opportunities of the job. This would not only have the advantage that mainly people who are suitable for the job apply, but also reduce frustration among the new employees. 

For students, this means being aware of their own strengths and weaknesses. But it is also important to know which tasks are the most fun and what your goals are when you start the job. You should also gather information about the real advantages and disadvantages of the working conditions beforehand. For example, an internship or a telephone interview is a good way of asking your own questions. 

In concrete terms, this means not placing too much trust in companies‘ self-portrayals, for example on social media, and instead gaining your own experience.