A job interview is like a negotiation between business partners. We'll show you what's important in 5 tips.
Application is only the first hurdle
Basically is a job interview like a negotiation between Candidate and employers: It's about being very well prepared and with a lot Reset about your own desires and Set, the interlocutor and be Corporate as well as all the trappings to be informed.
Of course not everyone has to Conversation It takes hours to prepare, but if you want to achieve something, it doesn't hurt to go through the conversation in your head - and answer the questions for yourself. Because: A formal one Application is just the first hurdle. At the latest when the sometimes trivial and unimportant questions of the HR waiting for an answer pays good Preparation .
Go through the most common questions in advance - 5 tips
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And who has ever gone through the most common questions in the mind, will experience fewer surprises and may appear more selfish.
Which questions ultimately expect the applicant can not be predicted. Among other things, it depends on the size of the company, the professionalization of the HR department and the experience of the interview partner.
1. The classic: self-presentation of the applicant
The questions about self-presentation are always exciting. The question at the beginning is usually quite innocent: “It's great that you applied to us. More interesting Curriculum vitae above all. But tell it yourself! " Well, and then the stage is opened for introducing yourself.
Of course, this part is fine to practice – and as an applicant, I should of course definitely do that. But first you should think carefully about what the company really needs. It's not about me, it's about my suitability for the job. If there's a lot of internationality and travel the Rede is, one should not necessarily aim at one's attachment to one's homeland in one's self-presentation.
2. The perfect candidate storytelling
It is important to think about what story you can tell about yourself. I have a nice example of this from one of my seminars, where a young Young Professionals seine Presentation So began: “I'm a boy from the coast. I come from Husum and wind has shaped my life...”
And then he reported on his bachelorStudy in mechanical engineering and the subsequent master's degree in energy technology with a focus on wind energy. I think the wind turbine builder who wouldn't hire him would still have to be found.
3. Score points as a newcomer to the company
I particularly like the questions that clear make sure that companies are also so brave, career changers and returnees (that's mostly Women) to invite you to a conversation:
- You have studied history. Why are you now promoting in HR marketing?
- After such a long break, you want to join us now. Why should we hire you?
The most exciting questions for applicants are of course those about contract design, i.e. when it comes to Money goes. It is advisable to be particularly well prepared for this part and to know exactly how much salary and why you want it.
4. Have your own profiles and data in view
Overall, one can say that the application process in many companies could use a little freshness. On the one hand, one always speaks of the shortage of skilled workers. On the other hand, well-trained female engineers have difficulty finding a job - probably because they have children. And that's just one example of many.
HR will not be able to avoid digitization - and that's a good thing. However, this will pose great challenges for many companies, just looking at the area alone Privacy Policy and personality rights, for example in HR Analytics.
5. New application paths go
But what will increasingly change is the identification more appropriate Candidates, especially for positions as specialist and Executives. Here the search via active sourcing will (have to) increase, because these are probably hardly open on the job market. The search and approach must be targeted and appreciative, otherwise you will hardly be able to win over these candidates.
What can help are “corporate influencers” or brand ambassadors, that is Employees of a company who represent the company to potential applicants. This can be at a careers fair or a trade fair, but also with specialist articles in the employee blog or via social media. Ideally, they will then know how to ask a few correct questions during an interview in order to find out whether someone is suitable for a position or area.
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