How honest can applicants be?
The crucial question in the discussion of Dirk Ohlmeier's contribution was: How honest may, yes, applicants really have to be. In his contribution, Ohlmeier wrote:
It remains questionable whether this question and answer game is the right way? The added value of rehearsed interviews that follow the F scheme cannot be effective ... It is often forgotten that candidates slip into the applicant role in interviews. However, this is only one facet of the candidate and is not necessarily the same as the role of the employee, colleague or manager.
Applicants, are you open?
The recruiting coach and interim recruiting manager Henrik Zaborowski made it clear in a comment that interviews should rather be seen as a non-binding meeting. And also explains immediately what it should look like:
Does that mean for the Company: Give applicants the opportunity to talk to your staff before they even want to apply. And for the applicants: Use your networks and talk to people, not roles! And do not be afraid of openness. Otherwise you will end up in jobs and corporate cultures that do not suit you.
How much openness is good?
Now I would like to fully agree with Mr. Zaborowski: It does not matter, to turn in the application interview, which one afterwards in full-time job but never quite endure.
But how much openness is good and when does the openness to rudeness become as in the example shown above as a photo? There are young people who actually do such a thing - and believe, when they hear something of openness and honesty, that's what it means.
The subtleties of communication are important
In fact, one shouldn't ignore the subtleties of communication that are necessary in social interaction. And I want to go there Michal Moeslang's contribution refer to professional authenticity, which also led to heated discussions. Moeslang noted:
When we interact with others, our powerful subconscious constantly checks whether what they are doing and saying is real. It is a security strategy. However, the crucial word is not “real” at all, but rather “works”. We are concerned with whether we believe that someone acts genuinely in their actions and speeches.
So in the end everything is a question of consideration? And maybe we shouldn't give applicants a little bit of this tool before we tell them "just be yourself"?
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