Such and As I explained An expert in LinkedIn racing, the personnel selection processes have become a play in which each character must play their role to convince its interlocutor.
In the same way as The curriculum must be adapted To respond to the profile of the job offer to which it is postulated, interviews with recruiters require a previous job to convince them that they are facing the right person to cover the vacancy.
Prepare a job interview. Adriane Schwageris CEO and co -founder of Growthassistant, a personnel recruitment company. The directive has more than 20 years of experience in recruiting people for all types of profiles and has shared its most important advice for candidates in An interview for CNBC: Arrive prepared.
According to Schwager, in the last five years it has noticed a decrease in the level of preparation of candidates for the personnel selection processes. “In fact, I am surprised at the number of times that people do not do their homework. Here is something very basic that I see that the candidates are not doing, which is (understanding): what does the company that is interviewing you?”, Says the recruiter.
Investigate the company. The recruiter ensures that the job interview is the perfect time to demonstrate interest in getting the position you are running. Not only because you need employment or For salarybut because the candidate really aligns with the values of the company.
A common mistake that the expert has observed in recent years is that many candidates do not investigate what the company does before attending the interview. Schwager points out that it is something that used to remember university students that were presented to their first interviewsbut every time he meets more experienced profiles that do not even bother to know minimally what the company in which he wants to go to work is dedicated.
Show interest from the beginning. Knowing your interlocutor in a job interview does not require great effort and provides an important advantage: it denotes a real interest in the position. Schwager emphasizes that it is positive when, naturally, a candidate mentions something about some publication in LinkedIn or X’s profile of the company during the course of the interview.
This shows that the candidate has had the interest of navigating the profiles of the company and knowing their situation, giving rise to the conversation already begging in a favorable way to their interests, changing the predisposition of the interviewer.
If you have a lot of interest, points high. On the other hand, the expert suggests not conforming only with the established hiring channels, but, if you really are interested in the position, communicate with the superiors to show interest in him.
Schwager assures that some of her stronger hiring have been to people who contact her directly through social networks, showing great interest and knowledge about the company. These candidates tend to be more committed and focused on the hiring process.
Companies seek commitment. According to Report data State of the Global Workplace 2024 Prepared by Gallup, 62% of employees consider that they have very low levels of commitment to the company, while 15% of the templates are in an active disconnection situation. Only 23% of employees are committed to their job.
It is estimated that those Low levels of commitment They generate losses to the global economy of 8.9 billion dollars. For this reason, companies are prioritizing the commitment of their new employees above other factors. Showing that commitment during the selection process gives candidates some extra points in your choice.
In Xataka | “I am very perfectionist”: the answer that recruiters no longer want to hear in work interviews
Image | Pexels (Tim Gouw)
*An earlier version of this article was published in September 2024
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