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Authenticity in the interview: How open should applicants be?
By Simone Janson (More) • Last updated on October 25.11.2023, XNUMX • First published on 03.07.2014/XNUMX/XNUMX • So far 4389 readers, 4102 social media shares Likes & Reviews (5 / 5) • Read & write comments
Some time ago there was Best of HR - Berufebilder.de® an exciting discussion: the topic was that HR Candidate often fast put in drawers - and that these also the Courage should have to show more of themselves. Actually?
How honest can applicants be?
The key question in the discussion on Dirk Ohlmeier's contribution was: How Honestly Applicants may, indeed must, actually be. As Ohlmeier wrote in his contribution:
It remains questionable whether this question and answer game is the right way? The added value of rehearsed job interviews that follow the formula F cannot be effective... It is often forgotten that Candidates slip into the applicant role in job interviews. However, this represents only one facet of the candidate and is not necessarily the same as the role of the employee, colleague or supervisor.
Applicants, are you open?
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The Recruiting-Training and interim recruiting manager Henrik Zaborowski made a comment clearthat you should see job interviews as a non-binding getting to know each other. And also immediately explains what it should look like:
Does that mean for the Companys: Give applicants the opportunity before they even join apply want to speak to your employees. And for the applicants: Use your networks and have a say People, not with roles! And no Anxiety before openness. Otherwise you will end up in jobs and corporate cultures that do not suit you.
How much openness is good?
Now I would like to fully agree with Mr. Zaborowski: It does not matter, to turn in the application interview, which one afterwards in full-time job but never quite endure.
But how much openness is good and when does openness become rude as in the example shown in the photo above? There are Boy People who actually bring something like that - and when they hear something about openness and honesty, they believe that that's exactly what it means.
The subtleties of communication are important
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In fact, in such advice, one should avoid the intricacies of the Communication withholding that are necessary in social interaction. And that's where I want to go Michal Moeslang's contribution refer to professional authenticity, which also led to heated discussions. Moeslang stated:
When we interact with others, our powerful subconscious constantly checks whether what they are doing and saying is real. It is a security strategy. However, the crucial word is not “real” at all, but rather “works”. We are concerned with whether we believe that someone acts genuinely in their actions and speeches.
So in the end everything is a question of consideration? And maybe we shouldn't give applicants a little bit of this tool before we tell them "just be yourself"?
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Here writes for you
Simone Janson is publisher, Consultant and one of the 10 most important German bloggers Blogger Relevance Index. She is also head of the Institute's job pictures Yourweb, with which she donates money for sustainable projects. According to ZEIT owns her trademarked blog Best of HR – Berufebilder.de® to the most important blogs for careers, professions and the world of work. More about her im Career. All texts by Simone Janson.
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7 Answers to "Authenticity in the job interview: How open should applicants be?"
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It sometimes resembles a courtroom: the candidate on one side (probably at the end of the conference table) and on the other side the decision makers of the company. (Of course together at the other end) How can openness arise here if the applicant feels like a defendant? It does not fool well-intentioned politeness with a lukewarm cup of coffee.
I think that openness in a job interview has nothing to look for, because ultimately this path leads to very personal statements of the applicant. But the applicant would have the right to expect and also to ask for this openness. It is a partnership that should lead to a relationship. You also want your partner or partner to be open.
And that even at the first date, in all its detail?-
Hello together, exciting discussion.
I agree with Mr. Röhrdanz, who also advocates openness from companies, but at the same time, like Bernd, I am of the opinion that a certain degree of authenticity is necessary. However, many companies are emphatically cool and open, even though they are not. Time and again I experience how young people are enthusiastic about managers because they can address them with “you”. That doesn't make things open.
At the end of the day, however, the chemistry has to be right and you have to fit into the company - and the employee should feel more or less comfortable.
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My answer is: we should! No. Maybe we even have to. Confidence is an important factor in job interviews. Nowadays, preparing for an interview seems like preparing an actor for his role (as mentioned in the post). Unfortunately, very few applicants have graduated from drama school and are pushed into a profile that seems forced and that they don't fit into. Authenticity is required - and must no longer be an exclusion criterion!
I see the responsibility for the personnel decision-makers, who would like to motivate their candidates in the interview to answer natural responses and also want to see people. The workforce is NOT a uniform machine that only needs to be tested for your function. A great contribution!
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