Interview with Tessa Richter (Coach and Consultant OTP), who has been working in the fields of outplacement, career coaching, leadership coaching and assessment since 2010.
Her clients appreciate her broad experience, her in-depth knowledge of the labor market and the application process, and her personal empathy. She is always able to motivate her clients to successfully take the necessary steps towards a fulfilling new job.
A lot has changed in outplacement coaching in the last 10 years. We have reviewed this time period together with Tessa Richter and looked back on her experiences and successes.
Back then 20, today over 200 applications for one job
“The job market has become much more demanding. There are no more standard applications. Every application has to be tailored to fit the open position. Today, it is no longer unusual to receive more than 200 applications for a position. That’s why applications today have to fit exactly into the sought-after profile in order to be interesting and processed by recruiters and digital selection programs. Our goal with the client is not to find just a job, but the best possible one”.
Today, everything goes a little faster!
“In the past, you could assume that the recruiter would draw conclusions about suitability even for tasks you had never done before. Today there is no time for that! I have to clearly prove that I have the required competencies. What applicants might be capable of is quickly becoming secondary today compared to the past.”
“In the past, you were invited to an interview even without perfect documents. The “analog” job market functioned more openly back then. Today, the CV and the precise presentation of one’s professional career, showing all relevant competencies, have become central. Therefore, it is important to know your competencies and to present them in the best possible way. With this competence portfolio, a search area is developed together with the coachee and checked on the job market. This is the basis for the targeted application strategy. Today most applications only work digitally via online application platforms and social media. When we have revised and refocused the resume with our clients, they are suddenly invited to many interviews. This is where our comprehensive career review comes in handy, in which we reflect e.g. with managers on their leadership behavior and realign it, if necessary. Today, job interviews are also increasingly conducted digitally. You have to think about what is important for the interviewer beforehand and have practiced the new situation. Thanks to digitalization, up to 5 online interviews per job are no longer uncommon.”
No job application success without digital competence
“Automatic Tracking Systems (ATS)” are digital selection programs, which are now used by many, even medium-sized companies, for online applications. They form a new hurdle for the applicants, which they have to know! We pass on our know-how here, so that the application survives all “filters” and is apprehended.”
Networking is digital today!
“Thanks to LinkedIn, etc., we can now get and stay in touch digitally. This type of networking has greatly increased in importance, no matter at what level. Digital networking significantly increases the visibility of job seekers in the labor market. Nevertheless, these contacts must be regularly maintained and greeted – just as they were in the past.”
Without social media, fewer chances of success on the job market
“The use of social media varies greatly – depending on how intensively job seekers have already come into contact with it in their work. It’s not always a question of age. Some people still find it difficult to use social media and only see the disadvantages. An optimal profile on LinkedIn and the continuous expansion of the professional network form an essential basis for success in job search.”
Job market for 50+ – yes!
“The opportunities of many aged 50+ years are often misjudged. I work with many clients in this age group who, thanks to my support, recognize their many years of experience and their advantages (e.g. breadth and depth of experience, different way of dealing with conflict or problem situations) and present themselves in a targeted way. The most important thing is to know your value yourself, to apply in line with the market, and not to want to compete with 30-year-olds.”
Hurdle of digitization for over-50 job seekers
“If you use technology the right way, you can always make it work for you. I recently assisted an over-60 client who was unfamiliar with social media. Thanks to my support and persistence, he quickly recognized the added value and found an exciting new job in record time for his age. This shows that digitalization in outplacement also brings benefits for our clients.”
10 years ago, there was no corona pandemic
“Today, job interviews are increasingly taking place online, and that means new challenges: How do I best present myself in a video interview? What should be visible in the background? How long may my answers be and what signs in my counterpart should I watch out for? This is where our practical experience is a key factor for success in the interview.”
The “job for life” no longer exists!
“Job profiles are changing and the time spent in a specific workplace is getting shorter. At the corporate level, we know about the fast pace at which people are willing to change today. It’s different at SMEs. There are still people who have worked in the same company for 20-30 years and then unexpectedly lose their job. Here, it is a matter of changing the negative self-image when leaving the company. It is important to note that today everyone changes jobs several times in his/her professional career. This belongs to our time and nobody is negatively branded because of it. On the contrary, today it is considered positive to change jobs again and again. It shows initiative.
The pressure is increasing
“Due to the faster pace of change, digitalization and corona restrictions, there is much more pressure in professional life. According to recent studies (and also my experiences with clients) this leads to more psychological problems (burnout, exhaustion and anxiety). In my coaching, it has become very important to talk about these issues and include them in the process. It is more important than ever to find a new employment that really fits my person, skills, experiences and values. In this way, it is possible to reduce a significant amount of stress and pressure. This includes the topic: how can I better handle difficult, challenging situations in the future”.
Best-fit: A personal “success story”!
“The potential analysis of an engineer in the ICT industry revealed that he was not able to acquire the desired “more social” behavior after a personal oaching for several months. Soon, I noticed that he had a special ability to see both big picture and details of a situation. This did not make him popular as a project manager with his team at the time, as he also saw and pointed out all the mistakes directly. Together we elaborated a sustainable OTP Career Masterplan ©, which showed his development potential as well as his best-fit. It quickly became clear that he would be in the right place as an auditor in a consulting firm. Here he would be among like-minded people and could use his special skills in a meaningful and valued way. Within a few weeks of this insight, he got exactly that job. A few months later he contacted me. He was very happy to have found the best possible job and also new friends in the team. This thanks to our assistance. He is very grateful to his former employer for this support. This is an important added value for his former employer”.