How to get a job? Frames solve all

The main causes of the disturbances — the absence of skills evaluation for the advantage coming professionals as well as haughty style of interviewing. I will confirm these views, as she repeatedly witnessed similar situations.

One of them occurred many years ago, when I, as a young professional, but with an impressive experience, came in for an interview in one company. Later, by cosmic accident, she has become my place of work. It by accident or fate, but not with the personnel officer, which was me interviewer.

When I arrived at the appointed time, I defiantly kept near the door in the area of one and a half hours. Naturally, my inner calm and poise was replaced by a more striking negative feelings, but I decided to wait for the climax. I was just wondering what can end this.

Exactly one hour thirty-haughty female voice invited me into the office. Director of human resources shut down the computer solitaire and waved his hand toward the chair. Taking my resume into three pages, she has long studied it, as if seen for the first time. After she asked me a few General questions, more like biographical: where did you study and where they were born, on a previous job.

The position for which I was meant knowledge of two foreign languages. The question was asked how well I speak them. I said that as well.

The position for which I was meant knowledge of two foreign languages. The question was asked how well I speak them. I said that as well.

Our meeting is almost over, she wanted to see me, but then I asked her if she wanted to test my knowledge of the language. I was given the answer that she was sure in my competence. “Thank you, we’ll call you“, — she said goodbye.

Already leaving I met my future supervisor, that he was looking for a specialist with knowledge of two foreign languages. I slowed down a step and saw him, looking at the personnel Department, asked how I was doing. “Nothing, “replied a haughty feminine voice.On the way out I stood, handing him my resume and offering to talk to me…

In this company I worked for many years, has achieved great career heights, bringing a greater professional and commercial benefit to myself and to her.

Photo: pixabay.com

Unfortunately, today the situation in the personnel area is not much changed. This is facilitated, in my view, for two reasons.

Unfortunately, today the situation in the personnel area is not much changed. This is facilitated, in my view, for two reasons.

First: historically.Despite the fact that “cadres decide everything”, the personnel Department has always been the most important Department of the business. Therefore, the professionalism of the Department was limited to the filling in of labor books and timesheets accounting time. And it does not need too much skills and knowledge, and for such work are not paid a lot of money. Accordingly, motivation is low and as a result, the professionalism and experience of the staff too.

Because of this, they may not have sufficient competence to evaluate incoming candidates. They can not verify the knowledge of foreign languages, because they themselves do not know them, and if I did, this post would not be sitting, because foreign languages don’t have other money. They can’t evaluate the professional skills and competences, as they themselves do not possess.

And most importantly, they have no proper experience and psychological training to see the potential of the candidate to be able to disclose it at the interview, or at least to help the candidate to “talk” given his stress during the interview.

Photo: pixabay.com

The second reason, which partly follows from the first isthe lack of internal maturity, wisdom and self-sufficiency

This leads to a desire to assert themselves, to feel power and value, to satisfy their domestic ambitions. Hence, haughty dialogue, awkward questions, actions, pretending to be components of the “stress interview”. These features were characteristic mainly for the female, so ladies in the field, but there are men that, in my opinion, even worse. Of course, there are exceptions. But today it is rather a rarity than a regularity.

What should I do? I can only hope that the situation will change. She’s already started to change. Department of personnel management has been given due attention. Professionals related to human resource, began to appreciate and perceive as one of the main components of the business. Because business people do, and therefore they should not to be missed, not to let go and appreciate.

In leading companies today, there are professionals with extensive experience in business and management with psychological education. They are able to see candidates in a professional manner, know how reveal the best qualities of their personality in the interview, to see their potential and future opportunities.

In leading companies today, there are professionals with extensive experience in business and management with psychological education. They are able to see candidates in a professional manner, know how reveal the best qualities of their personality in the interview, to see their potential and future opportunities.

But if you’re unlucky and you still came to the personnel officer of the ‘ 90s, there arefew real solutions

  1. Search for access to the supervisor. He’ll definitely be able to appreciate and see the same thing that he’s been looking for. Otherwise the business risks to remain without a good professional and specialist.
  2. And if you can’t break through to the head, then try to pass the first stage. Don’t bother the employees with their deep knowledge and impressive experience. Try not to cause them to have complexes that look more modest. Set yourself a main goal is just to please them. Then there is a chance that you would pass to the second round.
  3. You can also try to “tune out”, to create a so-called rapport. Hear leading need, most likely it will be in recognition and power. Accordingly, useful are a pair of appropriate compliments, the demonstration of the importance of a recruiter. But here the main thing — do not overdo it and not to curry favor.
  4. Competent HR in the interview to ask the questions that reveal your professional competence. If you feel that a specialist is not quite versed in the subject, there are two recommendations: talk about your achievements at a previous job using STAR technique (situation, problem to solve, the way to achieve the result), but try to use common terms while speaking in plain language. Second option: in a neat form, ask to interview the employee who may be your competence to assess. This is a very risky and extreme case, but if you feel that the situation is already unlikely that will help, try the last chance.

I hope these tips will help you in job searches and employment.

What else to read on the topic?

Interview. How to behave?How to find a new job? The InterviewThe Interview. How to get a good job?

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