From the author:
Corporations tick differently than medium-sized companies
The human resources department in a group, for example, is quite different from a middle-class decision maker. A responsible person in a social Company unlike one from an agency.
And the difference between traditional companies and start-ups or firms in new industries could not be greater. Everyone sees things differently, decides on the basis of specific requirements. Employers are as colorful as the resumes they see.
Selection Criteria Passive training
The selection criteria still include passport accuracy in education and relevant professional experience. While one might expect that the selection of flexibility gains, social factors come to the forefront of the selection, the opposite is the case.
Selection criteria are taken more closely than ever before. And to the existing breaks, personnel decision-makers like to add some.
Beware of the change of the industry
Did you know that changes in the structure of the organization and the change between social organizations and economic enterprises are almost as great a break as unemployment or family leave?
Yes, you read correctly, if you want to switch from chemistry to medical technology, whether you are a bookkeeper or a salesperson, this is not easy for you - no industry experience is the statement of those responsible.
Hurdles that are not
An accountant from the food industry was looking for a new job that was closer to his home. Family commitments no longer allowed constant commuting. However, no food company was located in its regional environment. So he applied in other industries - to no avail. The answer is always: "You have no experience in our industry."
There are certainly positions in which industry experience is essential to perform certain tasks. For example, it should be high for positions in research, development and construction. But this does not have to apply to all positions.
Difference in higher positions
The meaning can decrease the higher the position. As you can see: Minister of Family today, Minister of Defense tomorrow, the day after tomorrow ... If the proportion of business tasks increases and the tasks in interface functions increase, the importance of the sector could decrease.
Examples include: technical sales and purchasing, technical marketing, project or product management. Here, the functional discipline should be decisive and the branch orientation of the CV rather secondary. Unfortunately, practice still speaks a different language.
Also, a change from a medium-sized company into a group and vice versa is a great difficulty. The different structures, procedures, decision-making and hierarchies are usually called as grounds for refusal. But not to you.
New goals, new career
Christine worked for ten years in a group of the food industry in the purchasing department. When I got to know her, she could not stand the habits any more. She was worried about the next negotiations and it became increasingly difficult for her to market the products. Not because they were bad, but because their lives had changed because they were health conscious and active.
Her desire was to combine your skills in negotiating, customer contact, and consulting with products that would appeal to her. Sports products or outdoor were their favorites. She finally succeeded in establishing herself as a medium-sized company for outdoor equipment by means of an intermediate step with a very large sports article manufacturer. There she is still very satisfied today.
Change between social organization and business enterprise
The third difficult change option is the one from a social organization into an economic enterprise, but also in the opposite direction. Many people have been thinking about non-profit organizations that work is being done in fixed structures and that familiar work methods have been fixed and are not willing to be changed.
This creates a picture of inflexibility and slowness when working. On the other hand, the image prevails that there is always pressure in the economy, that tough and elbow mentality are among the most prominent features.
... call this the organizations and think that the cultural fit of the candidates must be right. This is because skills can be trained and relatively promptly established, cultural attachment rather not. In the case of a good fit of the candidate, a high level of preparedness and ability to perform is assumed.
Therefore, the importance of the cultural fit tends to increase. An essential prerequisite, however, would be for companies to present a realistic picture of their culture. However, this is rarely the case, high-gloss brochures and stylized internet appearances are not always a true picture of the interior of a company.
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German edition: ISBN 9783965962781
English version: ISBN 9783965962798 (Translation notice)
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