Mentoring stage interview
What really counts in a job interview: Recruiters
give insight
Mentoring stage talk at the EXCELLENCE 2025 job fair
The application process is often the first contact first contact with a company - and decisive for the further course of the career. But how is recruiting organized in companies organized? What challenges are there, and how do you entry into the world of human resources? Three experts - Maria Magdalena Beutle, Markus Schwarz and Christoph Mayr - gave an insight panel discussion on the mentoring stage at the EXCELLENCE 2025 job fair insights into what happens in front of and behind the scenes of the recruiting process happens in front of and behind the scenes
How is recruiting organized in your company and what are you responsible for?
Maria Magdalena Beutle: I am head of the Recruiting department at Holding Graz, a municipal service provider with around 2,400 employees. We cover a wide range of areas - from water and waste management to Graz Linien drivers, marketing and investments such as Citycom. My job is to coordinate the entire recruitment process. This starts with the creation of skills profiles for the advertised positions and extends to the final recruitment. I find the variety of jobs we fill particularly exciting - from morticians to lawyers and managers. An important part of my work is communicating with applicants. We attach great importance to making the process transparent and meeting the candidates at every stage.
Markus Schwarz: I am a Senior People Experience Partner at Storyblok, an international software company that develops a solution for website design. We are a 100% remote company with employees in over 50 countries. My main role is to manage the recruiting process and work closely with managers to plan staffing needs. We draw up annual plans in which we determine which positions need to be filled and when. The diversity of labor legislation is particularly challenging as we operate internationally. At the same time, it is exciting to work with people from different cultures and ways of working.
Christoph Mayr: I am HR Business Partner at SSI Schaefer IT Solutions, a leading global provider of intralogistics solutions. Our company develops automated systems and software solutions for modern warehouses and storage facilities. In my role, I am the first point of contact for HR for around 150 employees and managers. I support the entire employee life cycle - from recruiting and personnel development to strategic topics such as employer branding and employment law. I find the variety of tasks in my position particularly exciting. In addition to traditional HR work, I am also responsible for apprentice training and work on projects that strengthen our company's attractiveness as an employer.
How does the application process work?
Maria Magdalena Beutle: At Holding Graz, the application process runs entirely via our online applicant management system. This makes it clear for applicants and efficient for us. The process begins with the creation of a skills profile that defines the professional and personal requirements for the position. After the job advertisement, we review the applications and first check the technical skills. We then look at the applicant's motivation: Why do they want to work for us? What do they know about our company? It is important to us that applicants have given the position some thought and show a genuine interest in it.
There are different procedures depending on the position. For some positions, an interview is sufficient, while others require a multi-stage process with tests or trial work.
Christoph Mayr: At SSI Schaefer IT Solutions, the application process is also digital. We use an applicant management system that helps us to make the process efficient. It is particularly important to us that applicants present their technical skills clearly and precisely. Especially in IT, it is crucial that technical skills are recognizable at a glance. Our process usually comprises two rounds. The first interview takes place digitally, regardless of where the applicants are located. In the second round, we invite candidates in person where possible so that they can get to know the company and the team. In this way, we want to ensure that applicants get a comprehensive impression of us.
Markus Schwarz: At Storyblok, the application process is also completely digital via our platform. We don't offer the option of applying by email or telephone. Our process comprises several rounds. An initial screening by the recruiters is followed by an interview with the hiring managers. In the final round, there is a task interview that tests practical skills. During this process, it is important to us that applicants explain precisely and clearly why they are a good fit for us and what experience they bring to the table. As we operate internationally, we also have to deal with different labor laws. This sometimes makes the process complex, but also exciting. It is very important to us that applicants receive feedback quickly and know what stage they are at.
What is important for application documents?
Markus Schwarz: Precision is the be-all and end-all for us. Especially with international applications, where we often sift through hundreds of documents, it is important that the information is presented clearly and concisely. There should be no gaps in a CV, and if there are any, they should be explained. It's perfectly fine if someone has taken time out - it's just important that this is communicated transparently.
Christoph Mayr: In IT, it is particularly important that technical skills are presented clearly and precisely. We want to see at a glance which programming languages or tools the applicants are proficient in. Geographical location is also relevant for us, as we do not offer 100% remote contracts. It is important that applicants indicate where they are currently located and what citizenship they have, as this can influence the further process with regard to residence and work permits.
Maria Magdalena Beutle: It is important to me that applicants make an effort and prepare their documents carefully. It doesn't always have to be a two-page letter of motivation - a short, concise text explaining your motivation and suitability for the position is often enough. We make sure that the professional skills are clearly presented and that the motivation is recognizable. It is particularly positive when applicants show that they have looked into our company.
How does preboarding and onboarding work?
Christoph Mayr: At SSI Schaefer IT Solutions, onboarding is a central part of the recruiting process. We attach great importance to giving new employees the opportunity to get to know the company and their colleagues personally. In IT, it is particularly important that new employees are quickly introduced to the technical processes. This also includes numerous software product training courses that are offered globally.
Maria Magdalena Beutle: Preboarding begins as soon as we have decided on a candidate. During this phase, we ensure that new employees receive all the important information about the company and their future workplace. Onboarding starts on the first day of work. We attach great importance to ensuring that new employees are well integrated into the team. This includes providing them with a contact person and allowing them to participate in an onboarding community. This community brings all new employees together so that they can support and network with each other.
Markus Schwarz: At Storyblok, we work with a 30-60-90 day plan. This plan sets out clear expectations and goals for the first three months and helps new employees to find their feet quickly. As we work exclusively remotely, it is particularly important that new employees are well supported from the outset. We make sure that they receive all the necessary tools and information and can network with their colleagues.
Conclusion: Tips for a successful recruiting process
- Careful application documents: Precision and clarity are crucial. A clear CV with no gaps and a concise letter of motivation that clearly states your suitability and motivation for the position will leave a positive impression.
- Research and preparation: Find out about the company and the advertised position. Show that you have given it some thought and have a genuine interest in the position.
- Transparency in the event of gaps: If there are gaps in your CV, these should be explained openly and comprehensibly. Whether time out, travel or reorientation - honesty and clear communication are important.
- Phrase motivation clearly: Whether in a short text or a detailed letter - the personal motivation for the application should be clear. Why exactly do you want this job and why are you a good fit for the company
- State your realistic salary expectations: Find out about standard industry salaries in advance and state a realistic salary expectation. Clear communication is crucial here to avoid misunderstandings.
- Open-mindedness and flexibility: Be prepared to engage in different processes - whether multi-stage interviews, practical tasks or face-to-face discussions. Show that you can adapt and are motivated to actively help shape the process.
The experts
Maria Magdalena Beutle has a Bachelor's and Master's degree in Sociology from the University of Graz and also completed a Master's degree in Applied Ethics. She began her career at Holding Graz in Human Resources Development, where she worked as a personnel developer. She later took over responsibility for recruiting and has recently become head of the Recruiting department at Holding Graz.
Markus Schwarz studied Sociology at the University of Graz and then completed a Master's degree in Business Consulting and Management at the University of Applied Sciences Wiener Neustadt. During his studies, he gained his first experience in team building and HR at Team Amazing and Young Mountain Marketing. After graduating, he joined Storyblok, where he initially worked as People Experience Manager and now holds the position of Senior People Experience Partner.
Christoph Mayr trained as a business educator and studied business education at the University of Graz. During his studies, he spent time abroad at the University of Valencia and gained his first professional experience at the management consultancy No-Tool. After working in HR consulting and as Human Resources Manager at XAL, he is now HR Business Partner at SSI Schäfer IT Solutions GmbH, where he is also responsible for employer branding.
Tanja Baumgartner, Coordinator Alumni Management and Career Mentoring, conducted the interview, which took place on November 12, 2025 on the mentoring stage as part of the EXCELLENCE job fair at the University of Graz.
This article was created with the help of aTrain and UniGPT.