If networking brings more than any application
Recently, during a lecture in Marburg, a participant told me that it was not so easy to get to her internship. At first she tried a normal application. In the second attempt, then, as she admitted a little bashful, she then used her vitamin B - and get the internship.
But at the same time she defended herself defensively: "But then I noticed that a large part of the people in this company got their job so. So I'm no exception! "
Ethical concerns about networking
The example illustrates the disadvantage of the so often and so gladly (by the way, also by me) recommended career principle (Social) Networking: Apparently, there are still enough people, which is somehow unpleasant.
Because it has a negative connotation. Because many people want to convince with their honest work. Because you do not want to be dependent on others, etc.
People are not objective!
I am a little torn by myself: on the one hand, the desire is understandable that one wants to convince through its good performance and work. Very praiseworthy. On the other hand, people just do not work that way.
Because we are designed for communication. And often only perceive things that we want to perceive - selectively, as the gorilla experiment shows. The objective performance assessment does not exist!
The boundaries between networking and nepotism are fluid
This may bring people to the palm that do not have the appropriate contacts. Because their performance is misunderstood. Svenja Hofert has written an interesting blog contribution. And it must not be an excuse for cousinism. But the boundaries are indeed fluid.
I found interesting in this context a survey that the Austrian Job Fair Karrie.at recently performed among their users - so it is not really representative, because theoretically, of course, each 10 times the same point can select. But let's assume that the numbers show a certain tendency:
"Who has relationships, should also use them!"
It was asked how important vitamin B is when looking for a job. Here, a distinction was made between employees and employers. The majority of respondents say, "Anyone who has relationships should use them" - both a relative majority of employers (48 percent) and applicants (41 percent) agree.
What is interesting is this result: While four out of ten employees (39 percent) are convinced that looking for a job "does not work without relationships", 43 percent of employers believe that good people can find good jobs even without contacts. I rather believe that employers here want to speak freely of the accusation of nepotism.
Employer: "Contacts are not important"
Of course, every business wants to think and communicate that it has the best, most talented and great employees. Imagine a staff member who admits that he has selected an applicant not for objective abilities but because he knows the XY - he would make himself completely vulnerable. Even if that happens in reality often!
In addition, only four percent of 181 respondents on the employers' side say that relationships are the non-plus ultra in the search for potential employees.
Employees: majority does not believe in objectivity
Treacherously: 48 percent still advise applicants to let their contacts play if they have the opportunity to do so. And the fact that only objective criteria are used in the selection of candidates were given by only five per cent of the surveyed entrepreneurs and personnel decision-makers.
Incidentally, the employee side sees it completely differently. For example, just under a fifth of the 563 employees surveyed (18 percent) think that qualified people can find good jobs even without help from others. And a negligible number of respondents - a meager two percent (!) - believe that application processes only include objective criteria.
The survey results in detail:
Workers (563 participants): Job Search - Success through "Vitamin B"?
* Nothing works without relationships: 39 percent * Who has relationships, should use them: 41 percent * Who is good, even without a good job: 18 percent * It only counts objective criteria: 2 percent
Employer (181 participant): Applicant search - Success through "Vitamin B"?
* Nothing works without relationships: 4 percent * Who has relationships, should use them: 48 percent * Who is good, even without a good job: 43 percent * For me, only objective criteria count: 5 percent
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