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For their successful, good life Information you really need: Government-funded publisher, awarded the Global Business Award as Publisher of the Year: Books, Magazine, eCourses, data-driven AI-Services. Print and online publications as well as the latest technology go hand in hand - with over 20 years of experience, partners like this Federal Ministry of Education, customers like Samsung, DELL, Telekom or universities. behind it Simone Janson, German Top 10 blogger, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia.
Disclosure & Copyrights: Image material created as part of a free collaboration with Shutterstock. Text originally from: “SUCCESS-PROVEN HIRING INTERVIEWS: How to find the right employees with professional questions” (2016), published by BusinessVillage Verlag, reprinted with the kind permission of the publisher.
From Uta Rohrschneider (More) • Last updated on October 04.09.2023, XNUMX • First published on 03.02.2014/XNUMX/XNUMX • So far 5864 readers, 3929 social media shares Likes & Reviews (5 / 5) • Read & write comments
The Generation Y is on everyone's lips. Sitting down HR then that Candidate opposite, it often turns out that these are the answers to “conventional” Ask have already arranged. Real information? none. We show you how to lure the candidates out of the reserve.
First of all: The "classic" among the questions in the job interview, for example the question about technical Competencies, personal preferences, Power and weaknesses, reasons for that Application and the Choice of Company, Commitment and Motivation etc., should and must continue to be asked. They are not “classics” for free, but because they provide you with valuable information.
But what changes over the years are the responses of the applicants to these questions. Every generation of applicants is strongly influenced by the respective (technical) developments of their time, by the understanding of culture and values that prevails in this generation.
Thus the perceptions of, for example, strengths and weaknesses of applicants of different age are seldom the same, but can be quite different due to their generational affiliation.
When HR personnel interpret your candidate's answers and check whether they are suitable, they always make this interpretation against the background of the candidate's generation. In particular, taking into account the fact that applicants in your company will increasingly belong to Generation Y, it is important that HR managers adapt to this target group.
This means that you develop an understanding of what this generation sees as normal and correct. Not because you want to share or accept their values, but because you can only make an appropriate selection decision against this background.
Therefore, put yourself in the situation of a job interview in which you, as a HR manager, want to hire a member of a corresponding generation: Since Generation Y applicants attach great importance to personal satisfaction you can only expect their full willingness to perform if you give them one Workplace can offer that satisfies them. It is all the more important to have the right one decision in the selection of the applicant in order to avoid the wrong choice. This is especially true for college graduates.
There are mainly four new theme areas that have gained importance in the interviews with Generation Y. Do not neglect to address these issues because you are making a statement as to whether there is a fit between the applicant and the job you offer.
The four themes are Work-Life-Balance, internationality, individuality and dealing with Technology. In the following, we describe the importance of these topics for Generation Y and the questions you can use to find out whether the Candidate really suitable for your position.
These topics include the work-life balance or the question of personal development. These four Generation Y topics are particularly important if you are looking for graduates for predominantly spiritual activities.
Although the topics are relevant to all Generation Y people and they want their company to take them into account, most of the applicants also have a realistic idea of what a company can do to meet the requirements of the position at all.
Before questioning your candidate about their ideal work-life balance, you should consider how the topic is seen and lived in your organization.
The word is on everyone's lips, but hardly anyone takes it as seriously as Generation Y. It is in one Welt grew up, in which there is an almost complete and constant availability of People gives. In contrast to the generations before her, the boundaries between a clear working and private time are therefore blurring.
Only if you know what requirements and opportunities your company has in terms of work-life balance Employees provides and offers, you can also assess whether the ideas of the potential employee match the ideas of the company.
If you want to evaluate the attitude and possibilities of your company on the topic of work-life balance, you can ask yourself the following questions:
It pays to ask yourself these questions before you Conversation to answer with applicants themselves. Because the probability that your applicant will ask you these questions is high.
You can ask the following questions to find out how he personally relates to the topic of work-life balance:
The balance of work and leisure is for many, in particular Boy employees, of great importance. Do not underestimate the demotivation or dissatisfaction that can result from a mismatch between company and applicant ideas regarding work-life balance.
If you find that the applicant has different expectations than usual in your company, speak up clear to ensure that the applicant gets a realistic impression of their future position and that you can make the right selection decision.
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Uta Rohrschneider is the managing partner of grow.up. After many years of experience in personnel and management development, she has been advising clients on the implementation of sustainable HRM for fifteen years. She is the author of over twenty publications on leadership and HRM. Together with Sarah Friedrichs, Hanna Haarhaus and Marie-Christine Lohmer, she wrote the book “Success-tested recruitment interviews. How to find the right employees with professional questions ”. More information at concheck.de All texts from Uta Rohrschneider.
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