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By Simone Janson (More) • Last updated on October 27.08.2023, XNUMX • First published on 27.09.2016/XNUMX/XNUMX • So far 4542 readers, 1160 social media shares Likes & Reviews (5 / 5) • Read & write comments
the Channel Candidate receive rejection after rejection. But it's not always because of the missing one qualification: Quite often, banal formal reasons are to blame for the fact that the Application is sorted out. But what do people really care about?
Especially with start-ups and young internet companies, application seems easy and relaxed. Example Twitter: While other companies styled themselves, cool ones emphasized ideas for a Recruitingcome up with videos that seem to always outdo each other in terms of wit and esprit, but cost enormous sums of money, Twitter came across as emphatically simple: with a homemade low-budget video and partly in 80s aesthetics, with which it find out about the recruiting videos of others Companys makes fun.
Of course, this can only be afforded by a company that is already considered cool by its target group. And with the Employees are also quite naturally convinced of their work. Then you can also make fun of your own acting talent. Motto: Authenticity is Trumpf.m And the Success the target group was not long in coming, as the well-known blogger Michael Seemann (@mspro) announced on Twitter: “You really get excited to work on twitter”.
Sounds super easy for applicants, right? Not even close. Because who now thinks: "Maybe that's already the new, short Twitter application? It doesn’t really need much more – does it?” is unfortunately wrong. Because even if such videos suggest that you can apply for a job on the side, pay particular attention to start-ups, hip tech companies and newWork-Companies recruiters still focus on quality. Especially there, because in these companies it is even more important that every employee really fits the corporate culture.
And how is this desired quality expressed? Mostly through the first impression. And that is often the first impression with Formalia. What really bothers HR managers in the vast majority of cases are, for example, spelling errors: annoying but true. In fact, they appear in every fifth application. More on that in a moment.
But while applicants often believe that it doesn't matter, they are a knockout criterion for the majority of companies because they suspect disinterest in the company or generally sloppy work behind them, as survey results repeatedly show. Only in the rejection these reasons do not appear - and therefore the mistakes happen again and again.
No job candidate should allow himself more than one typo, otherwise his application will immediately end up on the rejection pile for many HR managers. From three errors sortieren most of the application documents. It is particularly embarrassing from the HR department's point of view if the contact person is misspelled. Surveys show that only very few HR managers didn't care about spelling mistakes in the application.
Applicants often have this Problemthat you are sitting on red-hot coals waiting for an acceptance or rejection. In your Eyes only one thing helps: ask. But be careful: a HR manager could be fooled by asking questions too early fast annoyed feel.
Surveys show that many HR professionals recommend a wait of at least two weeks, and some even wait three to four weeks for a reasonable time. Only a handful of people think that you can inquire after just one week, while others think it better if you do not ask.
A few years ago, applicants learned, if possible confident appear in order to impress potential employers and yourself Respect To provide. "Klotzen instead of spills" was the motto. Today things are different: modesty is in times of Crisis .
"I wrote to them quite vigorously about what I think you could improve and get the job that way," says one applicant in a guide about his recipe for success. It also sounds logical at first: The applicant shows expertise in this way and convinces with the corresponding Appear. And the company knows right away that it is getting a committed employee.
But the thing has a flaw: apart from the fact that in times of crisis and job cuts, modesty is welcomed by applicants, applicants who appear like this disregard something completely different: not a potential one Executive is often criticized.
For example, if you write in your application: "The spelling mistakes on your site show volatility, only I can help you" will probably say several negative things about the applicant:
who to”confident” occurs, quickly gambles away all options. In any case, it is better to proceed more moderately and, for example, to emphasize why you really want to work in the company and what made a positive impression on you. With these 3 points, applicants can only negative stand out:
The emphasis is on positively standing out. Not attracting attention at all costs. There are a number of examples of this as well. What was probably the most unusual thing an applicant could do in a Job Interview has done?
Would you like some impressions? Fall asleep? Disappear? There was even one Online- Survey conducted by Harris Interactive in Germany on behalf of CareerBuilder. 269 German managers and human resources experts were surveyed.
The survey publishes a list of the most serious mistakes in job interviews - from the point of view of executives and experts in personnel development.
In addition to the most unusual gross errors, employers should also specify the most common and most harmful to the job candidate during a job interview.
Even if this is always recommended: The majority of personnel are urgently advised against seeking to justify the rejection. By contrast, in times of active sourcing and social recruiting, applicants are well advised to integrate social networks into the application process and to keep them up-to-date and error-free as well.
Of course there are those who do Internet not yet used for research. They either don't have the time and staff for it, or they believe that the personal Conversation brings more. However, some decision-makers only use the Internet very specifically for the narrowest circle of candidate selection.
What do HR managers pay particular attention to? What should you consider when applying to avoid being sorted out immediately? The 10 most important don'ts
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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.
A rejection in advertising sometimes has banal reasons. Here are some don'ts in the #Bewerbungsprozess: - Recommended contribution KMiPL088tv @Berufebilder
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The point "researching your own data" is extremely important. I like that this is included is mentioned far too rarely. A HR manager once said to me: “Yes, I've done everything, but I can't hire someone like that”.
Hello PersonalPrivacy,
thanks for the contribution. Yes, in the search for personal data, the personnel are gladly silent. It is also somewhat at the latest since the data protection scandal of the Deutsche Bahn somewhat disrepute and also violates the General Equal Treatment Act.
RT @SimoneJanson: Frisch Reblogged: Study shows what #Personals really pay attention to: Absolute No-Go's at #Bewerbung
Freshly Reblogged: Study shows what staff really look out for: Absolute No-Go's when applying
Study shows what HR managers really pay attention to: Absolute no-go's when applying: Some applications ...
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