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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: “Jobhunting: It’s possible! Career with Kinks” (2016), published by BusinessVillage Verlag, reprinted with the kind permission of the publisher.
By Petra Barsch (More) • Last updated on October 04.09.2023, XNUMX • First published on 10.02.2017/XNUMX/XNUMX • So far 4389 readers, 1288 social media shares Likes & Reviews (5 / 5) • Read & write comments
For the refusal at the Job Search there are many criteria that are nowhere to be found. As a rule, those responsible gave precise ideas about who they wanted to hire, also with regard to Age, gender and origin. So I'm not telling you anything new?
While I was working as a recruiter, I got a call from a contractor who was looking for a receptionist. He brought his ideas clearly and clear to expression:
His reasoning was that his demands were closely tied to his clientele with whom he was working.
The clientele is not always a justification for such claims; experiences that already exist play a role Team or personal preferences matter.
Imagine, you have a team in which everything is very harmonious, everything runs smoothly, there are no clashes and no rifts, also not in professional terms.
The team result shows that they have leveled off at a consistently medium level. They decide that a breath of fresh air needs to come in here. In the selection process, therefore, pay attention to one Candidatewho has these skills.
Or: There is always a high fluctuation in a department because of the Executive displays a rather choleric leadership style. In the selection process, you will pay more attention in the future to applicants who leave a stable impression and whom you trust to deal with this boss.
You see, in the selection process, considerations also play a role that you can not see from the outside and will never see.
I myself have been invited to talks for various reasons, which have not always had something to do with my professional life.
Once it was because I lived on the same street as the decision maker. Often because of my passion for crime, which I have in my Curriculum vitae describe. But there are also a number of selection points that you can very well influence.
A crucial criterion for the selection of candidates is still the photo. Once a photo on the Application the viewer is strongly tempted to make a hasty judgment. Because “a picture is worth a thousand words” is not just a phrase.
Everyone is guided by external characteristics, and even a personnel decision-maker is not exempt from this. Who in no time a decision has to fell, he prefers to look in the face instead of at the text, at least in the first step.
Even if by many now the Significance of the photo is denied, the practice speaks a different language. So whoever thinks that the photo has lost its meaning and the selection takes place solely on the basis of grades and expertise, which is naive.
When evaluating user behavior, the absolventa job exchange found that profiles with a photo are clicked three times as many as profiles without a photo. Receive HR an application without a photo, ask yourself, whether consciously or not, why the applicant left out the photo. It's not about beauty or perfection. Sympathy, Expertise and Personality are the key factors.
Actually, in times of imminent skills shortages, one should assume that the selection criteria would be reconsidered. Yes, I agree with you, but experience shows that it is far from being the case everywhere.
I remember a case, I call it Harald J. As soon as a boss got his application on the table, it said: independently, who can not say anything more, who is stuck in his views - reject.
And how did the applications of another case fare, I'll call him Matthias? He applied to another Industry, was the statement: no industry background, how does ours want it Employees lead when he doesn't know what we're about. He was known in the same industry and had witnessed his gradual decline - so no interest.
Then the applications came below his former position: if he applies below his position, then something was wrong there before, too far away from the operational one Shop, we can not pay - thank you no.
Also CV and Write to offer the employer a lot of attack surface. If he doesn't find out what you have to offer him, he will turn you down. No information about activities - refuse. No common thread - refuse.
You are expected to dig into the Companys think in, recognize and show what you can contribute to the success of the company. He doesn't want to know everything about you, just what is important for his company and the vacant position. In principle, he does not torment himself through extensive essays or multi-page résumés.
With a concise, meaningful and clear presentation of the relevant skills and experiences, you put it on the pile: Interesting.
As a rule, you do not know who decides on your applications. There are many reasons for, but also enough against Candidates speak.
A large undifferentiated scatter brings more frustration than Success. Precise knowledge of one's own experience, knowledge and inclinations coupled with thorough research of the market situation and a targeted application arrive ats Objective.
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Graduate in Economics Petra Barsch is a consultant and expert for future working environments. In strategic consulting, she advises companies on how to design the working environment so that their employees develop their full potential and, above all, are ready to contribute to the company's future. She began to get enthusiastic about this topic over thirty years ago. During her studies as an economist and economic historian in Berlin, she researched the influences of technology on people's working methods and worlds. She completed her studies with a scientific thesis on “Money and Value Theory in Germany in the 19th Century”. from and taught at the University of Mainz and at the University of Health and Sport in Berlin. All texts by Petra Barsch.
One can condemn it as politically incorrect, that a staff manager
his decision also depends on the application photo. If
ignored this fact, one becomes - as I in a blog to the
Costs of a job application have given times to concerns - his
Reduce chances on the job.
Thanks for the hint. Of course you reduce your chances, but here you may have to change something politically; the first approaches already exist with companies that only accept photo lots of applications.
Jobhunting - What recruiters do not tell - part 4: The perfect candidate of Petra perch - Recommended contribution ebYYwdGMs0
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