What recruiter and HR do not tell: The perfect candidate



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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 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 .
Reprint: This text is from the book "Jobhunting: Geht doch! Karriere mit Knicken (2016)" by Petra Barsch, published at BusinessVillage Verlag, and was left to us for reprint.
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There are many criteria for the rejection of job search, which are nowhere to be read. Responsible persons generally gave precise ideas about who they want to hire, and also regarding age, gender and origin. I will tell you nothing new?

What recruiter and HR do not tell: The perfect candidate for choice What recruiter and HR do not tell: The perfect candidate

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Here writes for you: Graduate in Economics Petra Persch is a consultant and expert for future working environments. Profile

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Clear ideas of the desired candidate

Overview

While I was working as a mediator, I got a call from an entrepreneur who was looking for an assistant with reception tasks. He expressed his ideas clearly:

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  • Training is clear,
  • Knowledge of English,
  • blond,
  • no piercings, tattoos or anything,
  • no dialect,
  • and as close as possible to 90 / 60 / 90.

His reasoning was that his demands were closely tied to his clientele with whom he was working.

Reasons for special needs?

Overview

Customers are not always the rationale for such claims; experience, the existing team or personal preferences play a role.

Imagine, you have a team in which everything is very harmonious, everything runs smoothly, there are no clashes and no rifts, also not in professional terms.

Fresh wind in the team or rather stability?

Overview

The team result shows that these have settled at a consistently medium level. They decide that fresh wind must come in here. In the selection process, therefore, pay attention to an applicant who brings these skills.

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Or: In a department is always a high fluctuation, because the boss is a rather choleric leadership style. In the selection process, you will pay more attention to applicants who leave a stable impression that you can trust with this boss.

What nobody tells you

Overview

You see, in the selection process, considerations also play a role that you can not see from the outside and will never see.

I myself have been invited to talks for various reasons, which have not always had something to do with my professional life.

What you can do to influence the selection positively

Overview

Once it was because I lived in the same street as the decision maker. Often because of my Crimean passion, which I describe in my CV. But there are also a number of choices that you can influence.

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A crucial criterion for the selection of candidates is still the photo. Once a photo on the Casting is, the viewer is strongly seduced to give a rash judgment. Because "a picture is worth a thousand words" is not just a phrasing.

Look into my eyes…

Overview

Everyone can be guided by external characteristics, of which a personnel decision is not released. Whoever has to make a decision in the shortest possible time is more likely to look into the face rather than the text, at least in the first step.

Even though many people now deny the importance of the photo, the practice speaks a different language. So if you think that the photo has lost its meaning and the selection is made solely by notes and expertises, that is naive.

Photos get more attention

Overview

When evaluating user behavior, the job board absolventa has determined that profiles with a photo are clicked three times as many as profiles without a photo. If personals receive an application without a photo, they ask themselves, whether consciously or not, why the applicant has omitted the photo. It's not about beauty or perfection. Sympathy, competence and personality are the decisive factors.

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Actually, in times of imminent skills shortages, one should assume that the selection criteria would be reconsidered. Yes, I agree with you, but experience shows that it is far from being the case everywhere.

Prejudiced prejudices

Overview

I remember a case, I call it Harald J. As soon as a boss got his application on the table, it said: independently, who can not say anything more, who is stuck in his views - reject.

And how did the applications of another case, I call him Matthias? If he was in another industry, the statement was: no industry background, what would our employees do if he did not know what it was for us? In the same industry he was known and had experienced his gradual decline - so no interest.

Then the applications came below his former position: if he applied under his position, then there was something lazy, too far away from the operative business, we can not pay - thank you no.

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What have you done?

Overview

CV and cover letter also offer the employer a lot of attack surface. If he does not know what you have to offer him, he will reject you. No info about activities - refuse. No common thread - reject.

It is expected that you will be in the company, recognize and show what you can contribute to the success of the company. He does not want to know everything about you, but only what is important for his company and the place to be assigned. Through extensive essays or multi-page CVs, he is basically not tormented.

With a concise, meaningful and clear presentation of the relevant skills and experiences, you put it on the pile: Interesting.

Summary

Overview

As a rule, you do not know who decides on your applications. There are many reasons that are for, but also enough, that speak against a candidate.

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A large undifferentiated spread brings frustration rather than success. Accurate knowledge of one's own experience, knowledge and inclination together with a thorough research of the market situation and a precise application arrive at the goal.


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  1. Thomas Wuscher

    One can condemn it as politically incorrect, that a staff manager
    his decision also depends on the application photo. If
    ignored this fact, one becomes - as I in a blog to the
    Costs of a job application have given times to concerns - his
    Reduce chances on the job.

    • Simone Janson

      Thanks for the hint. Of course you reduce your chances, but here you may have to change something politically; the first approaches already exist with companies that only accept photo lots of applications.

  2. Job college

    Jobhunting - What recruiters do not tell - part 4: The perfect candidate of Petra perch - Highly recommended ebYYwdGMs0

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