The competence trap
But what does it matter? What should I consider? How do I position myself and how do I prepare myself at all? A few thoughts for a successful application interview.
In spite of the demographic change, it will not be enough on the employee side in the future to exploit new career opportunities, and interesting offers will be more interesting Company to locate and send styled applications. The crucible is the personal contact - and for the job interview, you as a candidate should above all have the right inner attitude. Here's an example.
An experienced manager is invited to an interview. His interlocutors - the CEO, [m1] the CFO and the HR manager - conduct the conversation together. Everyone introduces themselves before and after a brief description of the advertised responsibility, they put the potential candidate to the test. The manager is well prepared. He parries every question about professional and personal competence. His self-confidence increases in the course of the conversation without limits. After two hours you say goodbye with the advice that a final decision on the election of the new director will be made this week and that feedback from the HR manager can be expected by Friday.
In a certain expectation that the management had decided to do so, the manager of the Personalleiter received a cancellation. What happened?
Competence in the CV, personality in the application interview
A job interview is similar to advertising for a relationship. What is important? Sure, it's also about expertise. We are looking for a manager who should close a significant gap in the company. Professional competency is assumed - and it already results in substantial parts already from curriculum vitae and reference letters.
But many applicants tend to want to shine primarily with it. However, competence is highly complex and always contextual. "The recipient determines the message" - this is a basic rule of communication that everyone knows, but which is very often forgotten in business. Knowledge workers who want to highlight themselves through numbers, data, facts often forget the emotional level of communication.
10 Key questions in the application interview
Potential candidates for a vacant position are invited to a job interview because the professional competence has already been thoroughly tested in advance. A decision is, in principle, only necessary if equivalent alternatives exist. In an application interview, it is much more important to get to know the candidate as a person. The key questions are:
- More proximity or distance-oriented?
- Is she or he possibly of the “competitor” type or rather a good manager?
- Can she or he represent our company well?
- What is the external appearance?
- Could I imagine working with him or her well?
- What makes the person as a person?
- Which questions about the cooperation are important to the candidate?
- How much interest does she have in herself?
- How is their inner attitude and fit the person at all to us?
- Is she or she looking for security or independent, interrelated work?
10 Tips for Applicants: Set on the Opposite!
A successful application interview depends essentially on the answers to these questions. Preparing yourself beforehand for the various conversation partners is therefore extremely helpful - and often much more decisive than the training of competence questions or the memorization of your own career.
Mindfulness in the conversation with the respective protagonists is a very necessary prerequisite. The following points must be observed:
- What would my opponent want to hear from me?
- How do I fit in with my personality to my conversation partners?
- How do I feel in conversation?
- How is it the opposite of my listeners?
- What is our body language, eye contact and style of communication?
- Do you agree with me in my statements?
- Or is the reaction ambivalent?
- Do I want to work here?
- If so, do you also notice this?
- Spiegele I reflect this enthusiasm?
The power of the unconscious
In the subconscious, these questions are automatically answered and evaluated. This is much more rapid than we can reasonably do in the cognitive.
In my opinion, a successful application interview is successful if both sides are very attentive to the question of whether a successful work relationship is to be trusted. And when we look at the development of fluctuating rates: A setting is not always equated with a success ...
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