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

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Here writes for you: Simone Janson is a publisher, German Top20 blogger and HR communication consultant. Profile

Casting 2go: It's not that easy

Overview

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.

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Of course, this can only be achieved by a company that is considered cool by its target group anyway. And where the employees are convinced of their own work. Then you can also take your own acting talent. Motto: Authenzität is trump.m And the success of the target group was not long in coming, as the well-known blogger Michael Seemann (@ mspro) announced on Twitter: "because you get really bitz working on twitter".

The first impression counts - even when applying in StartUps

Overview

Sounds great for applicants, right? Not even close. Who thinks, "Maybe that's the new, short Twitter application? Much more is not needed - is it? Because even if such videos suggest advertising, you can do quite casually, pay attention even in StartUps, hip tech companies and New-Work-Companies personnel still on quality. Especially there, because in these companies, it is much more important that every employee really fits in exactly with the corporate culture.

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

Overview

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.

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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

Overview

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.

Energetic or modest?

Overview

A few years ago, applicants learned to be as self-confident as possible in order to impress potential employers and gain respect. "Paddling instead of blots" was the motto. Today things are different: modesty is needed in times of crisis.

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"I wrote them quite energetically what you could improve in my view and thus get the job," says an applicant in a guide his recipe for success. Sounds so first of all logically: The applicant shows in this way expertise and confident with appropriate appearance. And the company knows right away that it gets a dedicated employee.

Who likes to be criticized?

Overview

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 with that", presumably usually says several negative things about the applicant:

What does the application say?

Overview

Anyone who appears too "self-confident" quickly loses all options. In any case, it is better to act more moderately and to emphasize, for example, why you absolutely want to work in the company and what you have noticed positively. With these 3 points, applicants can only attract attention negatively:

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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.

Make a positive impression when applying - do not stand out unpleasantly

Overview

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 of absolute No-Go's:

Overview

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.
  • Indicate with competences where none are - at one point in IT support you should at least know what "hard drive" and "memory" are.
  • Smoking in the middle of a job interview.
  • Drunk to talk.

The worst mistakes in the application

Overview

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.

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  • 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

Overview

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.

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 people pay particular attention to when applying?

Overview

What do HR specialists pay particular attention to? What should you pay attention to when applying, not to be sorted out right away? The 10 main 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

    A rejection in advertising sometimes has banal reasons. Here are some don'ts in the #Bewerbungsprozess: - Highly recommended KMiPL088tv @Berufebilder

  2. univative Journal

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  3. SiiWii

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  4. karriere-thurgau.ch

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  5. Thomas Eggert

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  6. REGIS GMBH

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  7. Competencepartner

    What people really care about: 10 Do not participate in Simone Janson's application: - Highly recommended gifRIsqvyz #Professional # Education

  8. PersonalPrivacy

    The point "research own data" is enormously important. I like that this is included, is mentioned too rarely. One persona once told me, "Yes, I did everything, but I can not hire one like that".

    • 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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