SLSP

3) Better management of the entire application process: from the selection of applicants to their hiring or rejections: I was born and raised in German speaking Switzerland. Studied political science and am currently studying law. As a result, I have a native level command of the German language. However, I live abroad and do not have a residence permit in Switzerland; therefore, before I can be hired, I have to go to the Labor Office and SEM for approval. I also mentioned this in my resume. Nevertheless, the head of the company was surprised during the second interview that I do not have a residence permit in Switzerland and explained to me that she did not know whether it is allowed to hire someone like that. I guess this means that they didn't take a closer look at my application documents and invited me to the interview anyway. At the end of the interview, I was told that I had made a good impression and was promised that she (the manager) would contact HR to find out whether they could hire foreign applicants and let me know by "the beginning of next week" at the latest. Instead, three weeks later, I received a rejection letter, citing my lack of German language skills. This is disrespectful. It is up to the company to decide if they want to hire someone or not. It is also not obliged to give reasons for the rejection. If I had not been given any reason at all, I would not be upset.

1) Specific job description in the advertisement concerning the job and the company for which you are hired: I applied as a junior license manager for SLSP AG: the first interview I had was with an external HR company. I was told that I would not be hired for SLSP AG, but a smaller subsidiary (company) of SLSP AG, in which there was nothing in the advertisement. Nothing was explained to me more about the company or the content of the job. There was also nothing concrete about the job description in the advertisement. I still do not know what is meant by a license manager. 2) serious job interview: concrete questions and description of the job: The second interview I had with the manager of the subsidiary and a co-worker. In a 1 hour conversation, the two interviewers, even after I pointed it out, could not provide any concrete information about the job, what exactly they expect from a license manager. I was merely told that they had collected data and did not know what they could do with it. They would have to figure this out after they were hired, along the lines of "learning by doing." The whole interview seemed to me as if they themselves don't have a mold of what job they want to hire sb. for and are trying to figure that out during the interview. That's why, in contrast to the first interview, they didn't prepare any specific questions for me, because they themselves don't know what job they want to hire the applicant for.