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Disclosure & Copyrights: Image material created as part of a free collaboration with Shutterstock. Text originally from: “The 157 most important employer questions in job interviews: What companies want to know, where stumbling blocks lurk, how applicants score points” (2018), published by BusinessVillage Verlag, reprinted with the kind permission of the publisher.
By Ute Blindert (More) • Last updated on October 04.09.2023, XNUMX • First published on 31.01.2018/XNUMX/XNUMX • So far 5856 readers, 1581 social media shares Likes & Reviews (5 / 5) • Read & write comments
A job interview is like a negotiation between business partners. We'll show you what's important in 5 tips.
Basically is a job interview like a negotiation between Candidate and employers: It's about being very well prepared and with a lot Background about your own desires and Set, the interlocutor and be Companys 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 .
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.
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.
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.
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:
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.
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 and personality rights, for example in HR Analytics.
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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Ute Blindest is an author, speaker and moderator whose topics are careers, networks and digital change. She is the publisher of the online career magazines www.karriereletter.de and www.businessladys.de and moderates events on career and digital topics as well as BarCamps. Her book “Per Netzwerk zum Job” (Campus, 2015) was counted among the 20 most important new publications in spring 2015 by the Handelsblatt. All texts by Ute Blenken.