# 1 Frequent job changes
StepStone examined several application myths. According to the job platform, this includes the fear “If I have already had a lot of jobs, I am considered a job hopper”. That may have been correct in the past. Today, however, the labor market is becoming more and more fast-paced, and employees’ willingness to switch has increased significantly, informs StepStone. “Depending on the job profile in the advertised position, HR professionals even rate it positively when the applicant has gained experience in many different areas in a short period of time – this proves flexibility and adaptability,” said career expert Inga Rottländer. She recommended: “If you have changed your job very often and quickly, it is advisable to briefly state the reason under the relevant station in your résumé – for example, a move or that the job profile ultimately did not fit. In this way, applicants can directly intercept possible questions from HR managers. “
# 2 Apply to other companies
Some job seekers want to flatter their potential employer and claim to have only applied to him. A mistake, said Rottländer, because recruiters know the statistics very well. In a survey by StepStone, almost two-thirds of the participants stated that they had applied to at least six companies in the course of a job search. For every third party it was even more than 15 companies. “HR managers therefore expect an honest answer to the question of whether they have applied to other companies. Anything else could indicate a lack of motivation when looking for a job, ”warned the expert.
# 3 Demand a high salary
In Rottländer’s view, selling yourself below value is not a good idea when it comes to wage claims. If the required salary is too modest, the HR manager could interpret this to mean that the applicant is not even qualified for the position. “Low salary requests also reveal that you haven’t been adequately informed about a realistic salary,” the expert pointed out. “In the salary negotiation, it is advisable to name a salary expectation that allows a certain amount of downward buffer – and is still realistic. As a rule, applicants and HR managers then approach each other in such a way that both come to a satisfactory result. “