Recruitment criteria for recruiters: What do recruiters really look for in applicants?


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There are big differences between what applicants think and what HR pay attention - and what HR managers really look at. What really counts when hiring: practical experience.

Recruitment criteria for recruiters: What do recruiters really look for in applicants? Universum_Hochschulranking2014_Softskills


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Which criteria decide on the personnel selection?

How to plan your career Is it better to do a Master or is it just a Bachelor? How important are a promotion and volunteering? These are questions that students face today when they think about how to improve their starting conditions for working life.

Universum has published a university ranking together with access KellyOCG and Wirtschaftswoche - and asked 500 recruiting managers about the recruitment criteria. So what do HR managers look for in applicants? What criteria do HR managers actually apply when selecting applicants? The results show an interesting gap between theory and practice.

Personality and practical experience count more than the type of graduation

In addition to the study subject, the applicant's personality, practical experience and very good English skills play an especially important role. Here, it can be assumed that simply the chemistry between the person and applicant is correct or the latter must fit into the company. Language knowledge is also an important aspect in times of increasing globalization.

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However, the following may be surprising for many applicants: The degree of completion - Bachelor, Master, Diplom - and the exam scores are less important. They only follow the fourth and fifth place.

Is a PhD worth it?

As Success Factors In the labor market, students are welcome to volunteer while studying. This can not hurt, but is of minor importance to HR professionals.

A doctorate, additional foreign languages, an MBA degree are also considered unimportant. However, I believe that such additional qualifications in the narrow range can be a tad at the scales with two equally well-qualified candidates.

Which soft skills are required?

And then there are the ominous soft skills. Which are important? For the majority of the personnel responsible, they are solution-oriented thinking, self-employment and communication skills.

And at this point, recruiters from higher education institutions are looking for more commitment to the education of students. In terms of the student's ability to cope with conflicts and the ability to work, as well as the empathy of the students, the staff needs to take action.

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It depends on the usability of the profession

It does not surprise me that the HR professionals value soft skills of their own and, more generally, those skills that are directly usable in everyday working life. This may be a little brief from the corporate side, but it's probably human.

Soft skills such as creativity, the mastery of learning and working techniques, rhetorical skills and willingness to learn, that is, the more abstract skills that are more likely to be useful in the long term, receive less attention.

Overcome the gap between theory and practice

This shows an interesting difference between the theoretical, university-oriented view of what might be in demand on the job market - and the actual demands in reality.

Graduates who want to successfully enter the career path are well placed to overcome the gap between their theorical training and practice.

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