Winning applicants as partners: Leading a dialogue with the candidates



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We are moved by the idea to make the world of work more human - without constant pressure for efficiency, stress and fear. As Publisher Best of HR - Berufebilder.de® with podcast, eLearning-on-demand offers and a news service we share 15 years of experience with our customers (Samsung, Otto, state institutions). By the Top20 female blogger and consultant Simone Janson, referenced in ARD, ZEIT, Wikipedia .
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Uta Rohrschneider wrote up Best of HR – Berufebilder.de® how HR consultants avoid standard answers rehearsed in the interview. HR Christoph Athanas criticized the misleading of the applicant - it was much more about winning candidates as partners. Here are some ideas.

Winning applicants as partners: Dialogue with candidates will lead to applicants2

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Here writes for you: Dirk Ohlmeier is Headhunter, Personalberater and Managing Director of Ethos Human Recruitment GmbH. Profile

The misleading of the applicant is discouraged

Overview

Christoph Athanas wrote in his differentiated comment: Such questions do not lead to the fact that you really learn more about your candidates, but that they perceive the interviews as incomprehensible, and then just close them and withdraw from the socially socially desirable behavior. Only to the loosening up and with good Anmoderation some of the questions above are to be used. Otherwise, I strongly need to advise against it, because without requirement and unprofessional. Candidates in the interview should be partners and not volunteers ...

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Refreshed responses are standard

Overview

But how exactly do you win your applicants as a partner? That's not as easy as it sounds: job application training is not only taking place in schools today, but also at universities.

In the meantime, every applicant knows which answers to standard questions and which ones are less liked to hear. By doing so Company ready-made and rehearsed answers, which usually says very little about the person.

Business guide

Overview

It remains questionable whether this question-answer game is the right way? The added value of rehearsed interviews, which run according to the schema F, can not be effective. After all, it means that the job market has changed and that the shortage of skilled workers means that companies have to apply to qualified employees.

But where are the business advisers? How do companies behave contemporaneously in job interviews? A simple and fundamental approach is to look at candidates not just as candidates, but as partners.

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How diverse applicants are is often not recognized!

Overview

It is often forgotten that candidates slip into the applicants' role in the application process. This, however, is only a facet of the candidate and is not necessarily the same as the role of the employee, the colleague or the supervisor.

No matter how fancy the questions of the companies are or which tricks are used, if interviews are conducted in such a way that candidates find themselves exclusively in the candidate role, you only get to know this one facet.

Machine or man?

Overview

"You can develop and train qualifications and skills with an employee. The personality, on the other hand, is given. That's why the key to long-term collaboration is that companies and applicants are a great match, "this quote comes from one of our clients.

And yet, many companies are engaged in job interviews as if they were testing machines for their abilities.

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More than just querying skills

Overview

When we were recruiting an engineer, we had to see that the technical director did not look at the candidate in the face of an hour and a half of the interview, but rather tested it as a machine for their skills in comparison to other machines.

It was a questioning of the candidate on a purely chronological and professional level without dialogue and without personality. You can guess. It was the candidate who, after the discussion with the company and the technical director as a superior, decided. Sure an extreme example, but how often does something similar happen in companies?


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  1. Henrik Zaborowski

    Hello in the round,

    I must agree with Christoph's objections to the questions referred to in the previous paper. Some of them do not go. As a candidate, I would be completely taken on my arm and would strongly doubt the professional competence of my counterpart.
    To your skepticism, Mrs. Janson, I would have a tip, but still needs a few years of cultural change. If we understand application not as a process, but as getting to know each other, we come one step further. And getting to know me can mean, as an applicant, I've talked to potential new colleagues (or thought the other way around, of course). In a non-binding exchange without a specific application, openness is much easier. The effect we have yes in employee or network recommendations. There is someone I already know as a person and knows how he / she is ticking. The professional can later interrogate someone else. But I already know (and can tell the HR or the potential boss) that my contact z. B. is messy - and creative. That he / she is morning mum and likes to work late at night etc.
    For such information, both the time and the openness are missing in the interview. Outside of a discussion talk comes however the more speak.
    Means for the companies: Give applicants the opportunity to talk to their employees 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.
    Kind regards, Henrik Zaborowski

    • Simone Janson

      Hello Mr. Zaborowski,
      I am completely in your opinion, wittily, this is precisely my thesis in my next column in the world, which appears next Friday. I also see again and again that it works this way and it is perhaps even for small businesses the way.

      On the other hand, there is a tendency among large companies to carry out systematic searches and to apply application databases according to Scheme F to the blood tests of applicants. When I look at this, this recipe seems comparatively naive. Or, what I've seen before, conservative companies are more of a pseudolock.

      Another point: When it comes to networking, those who are the ones who can market themselves are in the lead. That does not necessarily have to be the most suitable candidate, as I repeatedly notice. And openness is good, but sometimes it comes down to the intricacies of communication. I know that from myself: you can say a lot. But that's how it matters. I would like to point to the post https://berufebilder.de/authenticity-eternal-misunderstanding-altered / authentic.

      In the sense that I think it's great that you break a lance for open communication and networking, I agree with you. But you also have to look at it a little more differentiated.

  2. Kelly Services

    Recruit applicants as partners - Part 1: Conduct dialogue with the candidates

  3. Christoph Athanas

    Hallo,
    I am pleased that my skeptical comment from the aforementioned contribution was taken up herewith. I would have liked to continue the dialogue, but could not because of time reasons. So here are my three cents on the subject:
    1) Many facets: Yes, I think all people know the feeling does not want to be put into a single drawer. If I am in the applicant roll, would like to show just more "rolls" of me than the candidate (which is indeed in the situation is forcibly). I will do this as an applicant only if I have the impression that this is desired and I am encouraged to do so. Then the interview for the company can also get much more depth and there is in fact a better preview on how the applicant could be a colleague etc. The key is to bring relaxation into the conversation.
    2) First see the people, then the applicant! Personnel and other company representatives, who are only oriented on their interview process, usually miss a good host. This is important, however, in order to be able to conduct a good conversation (and thus ultimately to gain insight into the applicant in the interview process).
    3) Symbolic communication: The example with the supervisor, who never had eye contact with the applicant, is already violent. But also in a smaller dose symbolic communication, so what does the space look like, where the conversation takes place, how is the seating arrangement, which waiting time on the spot has an applicant up to the conversation (ideal: none) and how is this shaped etc. There is very many small proportions of symbolic communication, which in total work at the most subconscious level and contribute to a positive experience on the ground. It is worthwhile to think about it, especially when you consider how important the decision is for or against a candidate. Compared to this, shopping in the supermarket is super-trivial, but there is nothing unplanned! Why should companies not plan with themselves the details around the applicant capture?

    Ok, fine, if those thoughts keep the topic moving. Anyone who would like more information on how to improve the Candidate Experience in the interview can find it here in my blog 5 Tips: http://blog.metahr.de/2013/05/30/bessere-candidate-experience-im- candidate interview-five-points-the-recruiter-note-should /

    And by the way: I'm not HR staff, but HR consultant - but is close to it ;-)

    Many greetings, Christoph Athanas

    • Simone Janson

      Hello Mr. Athanas,
      We always like to pick up suggestions and I've improved the HR / HR consultant.
      As far as your optimism with respect to the facet's wealth is concerned, I am skeptical: so much time is not available in companies at all to deal so extensively with an applicant. Anyone who does not fit perfectly into the picture with regard to his qualifications will be sorted out long before the interview. This also shows, for example, the division in the media performance test in A, B & C applications. If you have a solution for this dilemma, I would be delighted.

  4. SNTlive

    RT @CAthanas: #Personal selection dialog with the candidates

  5. Christoph Athanas

    #Personal selection dialog with the candidates

  6. Competencepartner

    Recruit Applicants as Partners - Part 1: Conduct Dialogue with the Candidates: Recently, U ... wrote #Urder # Education

  7. QRC Group AG

    #Better as Partner - Part 1: #Dialog with the #Kandidaten lead

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