What Personals Really Look For: 10 Don'ts When Applying


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Some applicants cancel redemption. But it is not always the lack of qualification: Often enough, banal formal reasons are due to the fact that the Casting is sorted out. But what do people really care about? What HR staff really pay attention to: 10 don'ts when applying


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Simone Janson Simone JansonSimone Janson is publisher, German Top20 blogger and Consultant for HR communication.

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Casting 2go: It's not that easy

Especially at StartUps and young internet companies, applying is easy and easy. Twitter, for example: While other companies are styling themselves up, emphasizing cool ideas for a recruiting video that seem to outsmart the wit and esprit, but cost enormous sums of money, Twitter's emphasis was simple and simple: with a home-made low-cost Budget video and partly in 80er years of aesthetics, which makes fun of the recruiting videos of other companies.

Of course, this can only be afforded by a company that is already considered cool by its target group. And where the employees are completely convinced of their work. Then you can also take your own acting talent on the slip. Motto: Authenticity is key. And success with the target group was not long in coming, as the well-known blogger Michael Seemann (@mspro) said on Twitter: "You really get into working on twitter".

The first impression counts - even when applying to startups

Sounds super easy for applicants, doesn't it? Not even close. Because who now thinks: “Maybe that's already the new, short Twitter application? You don't really need much more - do you? ” is wrong. Because even if such videos suggest that advertising can be done on the side, especially in start-ups, hip tech companies and new work companies, HR staff still pay attention to quality. Especially there, because in these companies it is even more important that every employee really fits the corporate culture.

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And how is this desired quality expressed? Mostly by the first impression. And that is often the first impression of formality. What Personaler really bothers in most cases, are for example spelling mistakes: annoying but true. In fact in every fifth application they occur. More about that right now.

Typos often mean the end for applicants

But while applicants often believe that does not matter, for the majority of companies, they are a knock-out point because they suspect that they are either uninterested in the business or generally sloppy. Only in the cancellation these reasons are not - and therefore the mistakes happen again and again.

Therefore, no job candidate should allow more than one typing error. Otherwise, his application will be filed immediately with many personnel on the cancellation batch. From three errors, most of the application documents are sorted out. It is particularly embarrassing from the point of view of the personnel departments, if the contact person is misspelled. Surveys show that only very few people were spelled wrong in the application.

Applicants: Requests for cancellations allowed

Candidates often have the problem that you are waiting for a respite or cancellation as if sitting on glowing coals. In her eyes only one thing helps: ask. But beware: A person could feel annoyed by too early an inquiry.

Surveys show that many HR professionals recommend a wait of at least two weeks, and some even wait three to four weeks for a reasonable time. Only a handful of people think that you can inquire after just one week, while others think it better if you do not ask.

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Energetic or modest?

A few years ago, applicants learned to act as confidently as possible in order to impress potential employers and gain respect. "Pad instead of spill" was the motto. It looks different today: Modesty is required in times of crisis.

"I wrote to them fairly forcefully what I think you could improve and get the job," says an applicant in a guide about his recipe for success. It sounds logical at first: In this way, the applicant shows technical expertise and convinces with the appropriate manner. And the company knows right away that it will get a dedicated employee.

Who likes to be criticized?

But the thing has a flaw: apart from the fact that in times of crisis and job cuts modesty in applicants is welcome, contraband applicants disregard something quite different: no potential boss is often criticized.

For example, if you write in your application: "The spelling mistakes on your site show volatility, only I can help you" will probably say several negative things about the applicant:

What does the application say?

Anyone who appears to be “self-confident” quickly loses all options. In any case, it is better to proceed more moderately and, for example, to explain why you really want to work in the company and what you noticed positively. Applicants can only be noticed negatively with these 3 points:

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  1. He is opinionated, overestimates himself and thus makes an unpleasant impression per se - nobody with whom one likes to work together.
  2. The applicant also overestimates his market value: Correcting spelling errors (or a comparable mundane activity) is not a specialized knowledge that only he masters (otherwise this may look different in the technical field). Such activities are often replaced in companies with cheap labor or even free interns.
  3. The applicant shows that he has no idea about the operating procedures. Volatility, for example, is often not caused by ignorance that the applicant intends to supplement - but the sheer lack of time. Anyone who shines with such an ignorance of the realities of a company has already lost.

Stand out positively when applying - don't stand out unpleasantly

The emphasis is on positively standing out. Not noticeable at all costs. There are also a number of examples for this. What was the oddest thing an applicant did in a job interview?

A few impressions? To fall asleep? Disappear? In fact, an online study by Harris Interactive in Germany was commissioned by CareerBuilder. 269 interviewed German managers and human resources experts.

Here are the current top 10 absolute no-go's:

The study published a list of the most serious mistakes in job interviews - from the point of view of executives and HR experts.

  • Bringing his mother to talk with 43
  • Escape to the toilet and never come back.
  • Rush the chaplain because you do not have time for a long job interview
  • Proximity attempts to the discussion leader.
  • Go to his mobile during the call.
  • Drill in the nose during the conversation.
  • In sports or Schlabberklamotten come - and then say that you feel better in it.
  • Specify with competencies where there are none - at a position in IT support you should at least know what "hard disk" and "memory" are.
  • Smoking in the middle of a job interview.
  • Drunk to talk.

The worst mistakes in the application

In addition to the most unusual gross errors, employers should also specify the most common and most harmful to the job candidate during a job interview.

  • 73% of employers cited apparent disinterest as the most damaging mistake an applicant could make during a conversation.
  • In second place with 63% were negative comments about the current or previous employer.
  • In third place, arrogance ended up with 46%.
  • Other mistakes were inappropriate clothing (25%).
  • The lack of good and meaningful questions (24%) as well as inaccurate answers (12%) were among the grave minus points.

Keyword Active Sourcing: Use social networks

Even if this is always recommended: The majority of personnel are urgently advised against seeking to justify the rejection. By contrast, in times of active sourcing and social recruiting, applicants are well advised to integrate social networks into the application process and to keep them up-to-date and error-free as well.

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Of course, there are those who have not yet used the Internet for research. They either have no time and no staff for it, or they believe that personal conversation brings more. However, some decision-makers use the Internet only for the narrowest possible range of candidates.

10 Don'ts: What do HR managers pay particular attention to when applying?

What do HR managers pay particular attention to? What should you consider when applying to avoid being sorted out immediately? The 10 most important don'ts

  1. Formalities: Formal sloppiness, eg if date and signature are missing.
  2. Form: Many decision-makers are disturbed by a non-uniform character.
  3. Gaps in the CV: It is also a no-go for many when there are gaps in the curriculum vitae.
  4. Missing attachments: Many people sort out if you have to search for attachments in vain because they have been forgotten.
  5. Too detailed: Many HR managers do not want to read novels in the office, but want applications that come straight to the point.
  6. Photo: A bad photo catapults the applications to many recruiters.
  7. Multiple use: If application documents were reused, this shows disinterest - and quite a few reject the application.
  8. Spelling mistake: Many decision-makers interfere with spelling mistakes in such a way that the applicant falls through.
  9. Linguistic style: Not a few people are disturbed by an inappropriate language.
  10. Wrong contact person: Many recruiters put the application aside immediately if the contact person is spelled wrong or the wrong person!

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  1. univativ

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  2. univative Journal

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  5. Thomas Eggert

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  8. PersonalPrivacy

    The point "researching your own data" is extremely important. I like that this is included, is mentioned far too rarely. A personnel officer once said to me: "Yes, I did everything, but I can't hire one".

    • Simone Janson

      Hello PersonalPrivacy,
      thanks for the contribution. Yes, in the search for personal data, the personnel are gladly silent. It is also somewhat at the latest since the data protection scandal of the Deutsche Bahn somewhat disrepute and also violates the General Equal Treatment Act.

  9. Alma Mater

    RT @SimoneJanson: Frisch Reblogged: Study shows what #Personals really pay attention to: Absolute No-Go's at #Bewerbung

  10. Simone Janson

    Freshly Reblogged: Study shows what staff really look out for: Absolute No-Go's when applying

  11. Competencepartner

    Study shows what HR professionals really pay attention to: Absolute No-Go's when applying: Some competitions ...

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