Frequently asked
questions
Frequently asked
questions
I have a question about working at Kuehne+Nagel
I have a question about working at Kuehne+Nagel
Depending on the role you apply for the application process will vary, but the aim of the application process will always be the same: to ensure a great candidate experience and help us to get to know each other better. In general, our process will include always the following steps:
1. Application review by the recruiter and we aim to get back to you as soon as possible to arrange next steps.
2. Selection process, including a telephone or video interview with the recruiter to provide you with more details of the role and assess your suitability for the role.
3. Interview with the hiring manager and HR or any other hiring manager. Interviews usually last between 30 and 60 minutes 4. Offer and onboarding.
1. Application review by the recruiter and we aim to get back to you as soon as possible to arrange next steps.
2. Selection process, including a telephone or video interview with the recruiter to provide you with more details of the role and assess your suitability for the role.
3. Interview with the hiring manager and HR or any other hiring manager. Interviews usually last between 30 and 60 minutes 4. Offer and onboarding.
In general we only accept online applications. If you require support with our online recruitment application form, then please reach out to the Recruiter via the email or phone number indicated in the job ad.
Yes, after successfully submitting your application via our online application system you will receive an email confirmation that we have received it. Further communications from our recruitment team will be either via your email or telephone number provided on your application.
Our annual Performance and Potential Review sets the ground for all development measures and activities. During the feedback session with your manager you will talk about target achievement and possible areas of development. This includes your Individual Development Plan, which you will review with your manager in the next Performance and Potential Review Cycle.
We have a broad range of training and development activities in place to support your development. Based on our annual Performance and Potential Review we determine whether you are ready for the next career move.
Yes, working in an international environment with offices all around the world you will find many possibilities for an international career. Even for young talents we have internships and trainee assignments abroad. Please search for open positions and apply directly at the country organization that you are planning to do your assignment in.
We take data security very seriously. You data is treated with the utmost care and is not forwarded to any external third parties. The personal data from your specific job application will be stored for 6 months since last interaction. However we will consider your applicant profile as part of Kuehne+Nagel Talent Community for three years. The foregoing does not apply if you request deletion of your application data and the deletion request is not contradicting the Employer’s statutory retention periods.
The purpose of the 3-years retention period is to satisfy the Employer's statutory obligations under labour law and in order to consider you for future employment opportunities.
After termination of the 3 years - period statistical data related to your application are stored only in anonymous form for statistical evaluations. This statistical data record does not allow any conclusions to be drawn about your person.
The purpose of the 3-years retention period is to satisfy the Employer's statutory obligations under labour law and in order to consider you for future employment opportunities.
After termination of the 3 years - period statistical data related to your application are stored only in anonymous form for statistical evaluations. This statistical data record does not allow any conclusions to be drawn about your person.
I have a question about how to prepare my CV
I have a question about how to prepare my CV
The feature of CV parsing stands as a main characteristic in numerous Applicant Tracking Systems (ATS). It enables an automated process for the extraction, storage, and evaluation of data from job applications. The extracted information can then be structured and sorted for easy retrieval. The purpose of CV parsing extends beyond this - it aids candidates by auto-filling details from their CVs into application forms, though they must cross-check to ensure accurate field placements.
At Kuehne+Nagel, we utilise the data from this process solely to assist our applicants in completing their applications and suggest potential skill matches or job opportunities. Our recruitment managers might use data from the resumes to find candidates who match the job requirements. However, they will also carefully review every candidate's attached resume.
At Kuehne+Nagel, we utilise the data from this process solely to assist our applicants in completing their applications and suggest potential skill matches or job opportunities. Our recruitment managers might use data from the resumes to find candidates who match the job requirements. However, they will also carefully review every candidate's attached resume.
Regarding file formatting recommendations, we recommend two primary types: .docx and .pdf files. While PDFs excel at preserving your original format comprehensively, ATS systems parse .docx formats with higher accuracy. Therefore, if your aim is to ensure the ATS parses your CV effectively, opt for a .docx file format.
For optimum outcomes, consider implementing some of our advice outlined below. Numerous organisations and job boards utilise resume scanning technology, so this guidance isn't solely beneficial for those seeking roles at Kuehne+Nagel.
Formatting
Creating a curriculum vitae that can seamlessly navigate through an Applicant Tracking System (ATS), there are certain guidelines you should consider. These include refraining from incorporating:- Tables: It's advisable not to employ tables in your CV.
- Text boxes: Text containers might not be optimally processed by the ATS.
- Corporate logos: Refrain from using such symbols or logos.
- Pictures: Particularly in the U.S., it's inappropriate to add your photograph to your resume.
- Illustrative elements, charts, or additional visuals: Such components may disrupt the readability of the ATS.
- Columns layout: Given that most ATS systems scan documents from left to right, they may misinterpret information organised in columns rather than reading each column individually from top to bottom before moving onto the next one.
- Titles and footnotes areas : Details placed within these sections often get overlooked by ATS systems; ensure all relevant text is situated within the body of your document for optimal visibility.
- Uncommon headings for sections : Stick with conventional categories such as "Academic Background", "Professional Experience", and "Technical Proficiencies". This helps guide how content is categorised by the tracking system.
- Web links on significant terms : Some software only displays URL addresses while ignoring linked words so avoid linking crucial information like job roles or achievements; instead use generic terms like 'website', 'portfolio' etc., whilst providing link separately if required.
- Less common fonts : Use universally recognised fonts like Arial, Helvetica, Times New Roman, Garamond, Georgia or Cambria and steer clear of downloadable ones which could lead to parsing issues with certain applicant tracking software.
Here are some elements you can use without confusing an ATS:
- Bold
- Italics
- Underline: But stick to using underlines in headings and for URLs. In general, people tend to see any underline within sentences as links.
Make your resume easy to scan
It's important to ensure that not only is your CV content suitable for an applicant tracking system (ATS), but also the ATS can decode this information and present it in a user-friendly format to the reviewer at the other end.Interestingly, the composition of a resume compatible with ATS mirrors that which recruiters appreciate. Like human readers, applicant tracking systems scan from left to right and top to bottom - remember this when structuring your CV. For instance, all personal details including your name should be positioned at the top while commencing employment history with your latest or ongoing job role.
There are three primary layout options for resumes: chronological, combination, and functional. It's been established that both ATS software and recruiters favour either chronological or combination formats over functional ones. The use of a functional resume could potentially perplex both HR professionals as well as applicant tracking systems due to an unclear or disjointed professional background leading to confusion during text categorisation.
Basically, every hiring manager just wants to quickly find the important info on candidates' resumes without any hassle. So, making a resume that works well with ATS systems will also make it easier for recruiters to read.
Keywords
The essential function of any applicant tracking system, when analysing a CV, mirrors human behaviour: it sifts through key data to determine if the candidate is suited for the available position. As such, creating a CV that interacts effectively with an ATS involves ensuring all critical information is included and easily identifiable.The recruiter has the discretion to select which keywords they wish to use in their search within our prospective employee database. These typically revolve around skills, qualifications, experiences or attributes vital for carrying out the role competently. For instance, entry-level positions may value specific academic disciplines more heavily; on the other hand, technological roles might prioritise particular programming languages.
To maximise your CV's compatibility with an ATS system's functionality, it becomes necessary to incorporate these significant keywords into your document. Pay attention to technical skills repeatedly mentioned in job postings and prominently featured amongst job requirements and responsibilities. Technical skills refer to proficiencies that can be tangibly measured such as knowledge of certain software applications or methodologies spoken languages among others (In some cases even highlighting the advertised job title could prove advantageous!).
In relation to the specific sector, select educational qualifications and accreditations may also serve as significant key terms. This is especially true for professions such as nursing or teaching, where state authorisations are mandatory. It's critical for prospective employers to instantly identify that you have the legal clearance necessary to perform your applied role.
Moreover, it's important that these key phrases are presented within an appropriate context. Although automated applicant tracking systems can detect the presence of a crucial skill or prior experience, it is ultimately up to human evaluation to decipher its depth and worth. Individuals reviewing want clear evidence of how your abilities have been utilised in practice.
I have a question about development opportunities at Kuehne+Nagel
I have a question about development opportunities at Kuehne+Nagel
Our annual Performance and Potential Review sets the ground for all development measures and activities. During the feedback session with your manager you will talk about target achievement and possible areas of development. This includes your Individual Development Plan, which you will review with your manager in the next Performance and Potential Review Cycle.
We have a broad range of training and development activities in place to support your development. Based on our annual Performance and Potential Review we determine whether you are ready for the next career move.
I have a question about internships at Kuehne+Nagel
I have a question about internships at Kuehne+Nagel
In general, we offer 3 to 6 months internships. In order to apply for an internship it is generally a pre-requisite that you are enrolled at a university. Please take specific country regulations into consideration.
In general, all our interns, apprentices, working students and trainees receive a certificate confirming their assignment and performance at KN. This certificate usually contains a list of your tasks and responsibilities as well as comments about your way of working and your attitude towards colleagues and supervisors. Local labour laws and regulations apply.
Generally, the requirement for writing your final paper/student paper with us is a successful internship in one of our departments. This provides you with deep insights about our organisation, culture and way(s) of working and will thus makes your thesis a lot easier for you.
I have a question about trainee programs at Kuehne+Nagel
I have a question about trainee programs at Kuehne+Nagel
Our trainee programs provide you with broad range of insights about Kuehne+Nagel, our organisation, culture and way(s) of working. As a trainee you will be assigned to several short-term positions in different departments and organizational units. This is the perfect possibility to build your network and expand your professional.
Yes, evidence of your final achieve grades will be asked for at either assessment stage or prior to your start date depending on when your final exams are due to take place.
Yes but it’s always best to think about which you are most interested in and why.
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We take data security very seriously. You data is treated with the utmost care and is not forwarded to any external third parties. The personal data from your specific job application will be stored for six months since the last interaction. However, we will consider your applicant profile as part of Kuehne+Nagel Talent Community for three years. The foregoing does not apply if you request deletion of your application data and the deletion request is not contradicting the Employer’s statutory retention periods.
The purpose of the three-years retention period is to satisfy the Employer's statutory obligations under labour law and in order to consider you for future employment opportunities. After termination of the three-years period, statistical data related to your application are stored only in anonymous form for statistical evaluations. This statistical data record does not allow any conclusions to be drawn about your person.
The purpose of the three-years retention period is to satisfy the Employer's statutory obligations under labour law and in order to consider you for future employment opportunities. After termination of the three-years period, statistical data related to your application are stored only in anonymous form for statistical evaluations. This statistical data record does not allow any conclusions to be drawn about your person.
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In general we only accept online applications. If you require support with our online recruitment application form, then please reach out to the Recruiter via the email or phone number indicated in the job ad.
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Regarding file formatting recommendations, we recommend two primary types: .docx and .pdf files. While PDFs excel at preserving your original format comprehensively, ATS systems parse .docx formats with higher accuracy. Therefore, if your aim is to ensure the ATS parses your CV effectively, opt for a .docx file format.
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Our annual Performance and Potential Review sets the ground for all development measures and activities. During the feedback session with your manager, you will talk about target achievement and possible areas of development. This includes your Individual Development Plan, which you will review with your manager in the next Performance and Potential Review Cycle.
Drop Section Here
We take data security very seriously. You data is treated with the utmost care and is not forwarded to any external third parties. The personal data from your specific job application will be stored for six months since the last interaction. However, we will consider your applicant profile as part of Kuehne+Nagel Talent Community for three years. The foregoing does not apply if you request deletion of your application data and the deletion request is not contradicting the Employer’s statutory retention periods.
The purpose of the three-years retention period is to satisfy the Employer's statutory obligations under labour law and in order to consider you for future employment opportunities. After termination of the three-years period, statistical data related to your application are stored only in anonymous form for statistical evaluations. This statistical data record does not allow any conclusions to be drawn about your person.
The purpose of the three-years retention period is to satisfy the Employer's statutory obligations under labour law and in order to consider you for future employment opportunities. After termination of the three-years period, statistical data related to your application are stored only in anonymous form for statistical evaluations. This statistical data record does not allow any conclusions to be drawn about your person.
Development opportunities
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