7 typical applications
- What do you know about us? Why did you apply to us? Why are you the right person for the job offered? The counterpart is concerned with these application questions, the motives and seriousness of the application or the candidate. The answer should clarify the interest in the company and make clear that and why the applicant wants to work in the company. It is not about platitudes, such. For example, the company is big and successful, but it's about linking personal motivations with the company you're considering and the job you're writing.
- What was your main job in your job as ...? Whether a previous full-time position, project or volunteer position, the other person wants to get an idea of the candidate's suitability for the job advertised on the basis of previous experience. But beware! Although the focus is on a precise description of the area of responsibility, it is essential that the applicant specifically highlight activities that are relevant to the vacancy.
- How do you imagine your professional development? Where do you look in 5 years? Of course, the HR manager and potential supervisor would like to know how goal-oriented the applicant is and whether he knows where he wants to go. Behind the answer lies a statement about the ambitions and demands on one's own career. But that's not all. Also in this application question is about the comparison with the job to be filled. Therefore, applicants should not answer them "just like that", but should be aware of which of the personal medium-term goals fit the advertised job. If there is a discrepancy here, an applicant quickly gets the impression that the job is only an interim solution or a compromise. For example, if there is a job in the payroll department of the company and the candidate indicates that they want to work abroad in the medium term, then the question arises, how does this fit together? Applicants should be careful to formulate concrete goals as much as possible while signaling a degree of flexibility when it comes to new tasks.
- How do you react to criticism? Of course, every HR manager would like to hear that the candidate is critical. But he should not let him be subdued. A possible answer to this question would be that criticism can be very instructive for further professional development, provided it is constructive and respected. If one feels himself not to be particularly critical, one does not exaggerate with this statement and admits to itself the space to work on its criticism.
- How are you working overtime? Even when it comes to motivation, it is important to stay honest and not fool yourself. One possible answer would be to signal that overtime is important for important jobs and certain phases of the project and is part of everyday working life. But beware: in certain industries, such as in business consulting or investment banking, the willingness to perform overtime is required! Who votes here a Song of Songs on recreational value and family, can quickly disqualify.
- Which other companies did you apply for? Here, candidates can and should confidently disclose when in dialogue with other companies - demonstrating that they are dedicated, realistic and do not want to rely on one single option. And, by the way, it increases your own market value when it becomes clear that the potential employer is competing with other companies or even your competitors. Exaggeration should, however, not - and this is true in principle for all the situation addressed - not. Incidentally, you as a candidate are well advised to use the above-mentioned question to explain why you have a particular interest in the specific position for which you are currently applying. Under no circumstances should the impression arise that this is an emergency solution. Important: Concrete company names should not be mentioned for reasons of discretion.
- The application for the strengths and weaknesses: It is a classic and is supposed to reveal how the applicant assesses himself and whether he can be brought out of the rest. In any case, you should answer this question like any other and do not try to be funny.
Conclusion: This is the best way to deal with difficult questions
Of course, the answers are as individual as the applicant, but still many are difficult. Strengths should ideally be related to the workplace and have advantages for the job, for example: communicative, can approach people well. The weaknesses should be real weaknesses, which can also be extinguished by explaining what one is doing about it.
Examples include perfectionism or the lack of professional experience in the case of professional beginners. These are weaknesses, which can also be strengths and at which one can work. For example, the beginner is an unbiased and, to a certain extent, learning and knowledge-oriented.
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