Guide
The application guide: your journey to the contract
From the first search to the signature: this guide walks you through the entire application journey — job search, CV, cover letter, interview and contract negotiation. Practical, current and to the point.
Important note: This guide offers general suggestions and proven orientation — not a magic formula. Every application and recruiting process is different, depending on the industry, company, country and your personal situation. Treat the tips as a toolbox to choose from, not as rigid rules.
1. The job search: strategy over scattergun
Before you send applications, get clear: which role are you after, what are your “must-haves” (tasks, values, location, salary) and where do you not want to go? This filter makes the search far more focused.
- Use several channels: job boards and company career pages, plus networks like LinkedIn and XING.
- Contacts and referrals: according to the IAB Job Vacancy Survey 2025, 27% of new hires in Germany came about through personal contacts, and just over half through online channels such as job boards and company websites. Contacts matter much more in small businesses. The often-quoted claim that 70% of jobs are never advertised has no reliable source. The takeaway: nurturing contacts pays off, alongside your applications.
- Network authentically: genuine interest beats collecting business cards: exchange with people in your target field, comment helpfully, ask for advice.
- Quality over quantity: the sheer number of applications adds little. What counts is a thoughtful choice of roles and strong documents.
- Stay organised: keep a simple table (company, date, status, next step) and follow up politely.
2. The convincing CV
Your CV is a marketing page, not a duty roster.
- Clear structure: contact details, a short profile, work experience (reverse-chronological), education, skills/languages.
- Achievements over duties, ideally with numbers: not “responsible for customer service” but “reduced handling time by 30%”. Concrete results are more tangible than lists of duties.
- Tailor to the role: many companies use applicant tracking software (ATS) that sorts applications by criteria. State hard criteria such as your work permit or location clearly, mirror the key terms from the posting (without “keyword stuffing”) and use a clean, readable layout.
- Length: in Germany usually two pages, gap-free and clearly structured.
- Photo: common in Germany but legally optional (anti-discrimination law). A photo can increase the risk of discrimination; leaving it out is a legitimate option. In many other countries (e.g. the US, UK) a photo is unusual.
- Care: up to date, error-free, consistent. Being error-free is well supported: in a 2023 experiment, five spelling mistakes cut the chance of an interview invitation by 18.5 percentage points.
3. The cover letter
A cover letter does not repeat the CV; it answers three questions: Why this company? Why this role? What value do you bring?
- Refer specifically to the company and the advertised task — show you understand what is needed.
- Back up your strengths with a short example instead of adjectives.
- Keep it to one page, clear and personal.
4. Preparing for the interview
Targeted preparation can reduce nerves. And if you are nervous anyway: nerves say nothing about how well you will do in the job.
- Research: know the company, product, recent developments and your interviewers.
- Stories with the STAR method: prepare 3 to 5 examples and tell them as Situation, Task, Action and Result. As a rule of thumb, aim for about 60 to 120 seconds per answer.
- Practise common questions: “tell me about yourself”, strengths/weaknesses, a conflict, a failure, why you.
- Video interview: test tech, lighting, a calm background and look into the camera.
- Ask your own questions: e.g. “What does success look like in the first 6 months?”, about the team, onboarding and development. It shows interest and helps your decision.
- Follow up: a short, friendly thank-you note leaves a good impression.
5. Salary & contract negotiation
Whether there is room to negotiate at all depends heavily on the sector and the employer. According to the IAB Job Vacancy Survey 2011, pay was negotiated individually in just over a third of new hires in Germany, in more than half in IT and technical services, and rarely in the public sector or under collective agreements.
- Don’t accept immediately: your greatest leverage is between offer and acceptance. Politely ask for a little time to consider.
- Research your market value: salary reports and portals (e.g. Glassdoor, Gehalt.de/StepStone data, Levels.fyi for tech) plus conversations in your network give you a realistic range.
- See the whole package: not just base salary, but holiday, training budget, remote work, bonus, pension.
- Ask with justification: derive your figure from the market value of the target role. An ambitious but well-founded first figure helps; an excessive one raises the risk that the negotiation breaks down. Stay friendly and show clear interest in the company.
- Check the contract: probation, notice periods, holiday days, overtime/working-time rules, fixed terms, extra benefits. If unsure, get qualified advice before you sign.
6. Regional differences & your next step
Norms differ by country, industry and company — photo or not, length, the importance of the cover letter, room to negotiate. See this guide as a map, not a track.
By the way: professional career coaching can be free for you via an AVGS from the German employment agency. You can find out whether you qualify in a few minutes with the AVGS check.
By the way: professional career coaching can be free for you via an AVGS from the German employment agency. You can find out whether you qualify in a few minutes with the AVGS check.
AVGS: frequently asked questions
Much of what surrounds applications and coaching can be funded through an AVGS. The key questions answered briefly:
What is an AVGS?
An Activation and Placement Voucher (AVGS) is a voucher from the German employment agency or Jobcenter under § 45 SGB III. It funds individual coaching with an AZAV-certified provider – free for you.
Who can get an AVGS?
In principle the unemployed and job-seekers, but also those at risk of unemployment – regardless of whether you receive benefits. Your caseworker decides on a voucher for coaching at their discretion (§ 45 SGB III).
How do I apply for an AVGS?
Talk to your advisor at the employment agency or Jobcenter and say you would like coaching via an AVGS. We support you with the application and the justification.
What does the coaching cost me?
With an approved AVGS, nothing: the employment agency or Jobcenter covers the cost in full.
How long is an AVGS valid?
Usually several weeks from issue; the exact period and scope are stated on the voucher. You must start the coaching within that window.
Is the coaching available online?
Yes. Online coaching is explicitly provided for under the provider’s AZAV accreditation – you choose your coach by fit, not by where you live.
Free templates to download
Ready-to-use templates as Word (.docx) or PDF — free, no sign-up. (Geared to the German job market; templates are in German.)
CV template
Cover-letter template
Interview checklist