The greatest mistakes when recruiting for work. Recruiters reveal what not to do
On today's extremely competitive labor market, even the smallest mistake can ruin the chances of winning a dream position. If you apply for a job, e.g. in Allstate, carefully choose words, talking about previous professional experience.
Sean Barry, Vice President of Talent Acquiring in the Company, indicates that one of the biggest mistakes of the candidates is too severe criticism of previous employers and superiors. – I am still surprised how many candidates speak badly about former bosses or companies. After all, they talk to other people, and people do not like to listen to someone talk about others – he explains.
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Barry admits that a certain level of criticism is understandable, but too sharp statements may give the impression of lack of professionalism and raise doubts why the candidate left the previous workplace.
– Companies have a much larger choice today, which is why they are looking for people who do not run away from something but to something – it gives a greater sense of security – he adds.
American companies can now afford greater selectivity in recruitment processes. Economic uncertainty and other factors meant that the number of announced and planted positions has dropped. In addition, the development of tools based on artificial intelligence allows candidates to apply on a massive scale, which means more people willing for less offers. Excluding a short pandemic slowdown, companies in the USA currently employ almost at the slowest pace since 2014.
In this reality, every mistake matters. In addition to Allstate Business Insider, Google, Kraft Heinz, Verizon and Exelon also asked about the most common mistakes of the candidates. The answers included, among others typos and inaccuracies in documents or passing into the truth.
Banal errors still eliminate candidates
Some mishaps are extremely easy to avoid, and yet they still happen.
– You wouldn't believe how many biographies and cover letters contain the wrong name of our company – says Denise Galambos, Director for Human Resources and Equality at Exelon. – Candidates confuse us with Exxon, and we are not the same company – he adds.
Such basic mistakes – in her opinion – give recruiters an easy excuse to reject the application when you need to review hundreds of applications.
Barry from Allstate notes that the pursuit of as many applications as possible often leads to the creation of generic CVs and careless documents, e.g. incentive letters addressed to the wrong person.
– This is an example where the approach “more means better” often turns against the candidate – he says.
Spring Lacy, vice president for obtaining talents in Verizon, emphasizes that Some candidates are unable to prepare for a conversation about the content contained in their CVespecially those from a few years ago.
– They say: “Oh, I haven't thought about it for a long time,” he reports. – But since it's in your CV, the topic is open to the discussion – he points out.
Mathias Rech, head of the People and Performance department at Kraft Heinz North America, indicates that candidates often do not bother to get to know the company or the role of offered well. – If someone knows our culture, history and ambitions, you can immediately see authentic interest and preparation. In turn, general applications reveal that someone is just looking for any job – says.
Although in the case of Google you do not need to meet all the requirements described in the advertisement, the lack of a clear adaptation of the skills to the role may significantly reduce the chances. – One of the most common mistakes is to apply for positions in which the candidate does not meet even the minimum requirements set out in the announcement – explains Google representative.
And in the score and under the magnifying glass
Some candidates began to use AI tools to optimize CV, mass application of applications or prepare for interviews. However, too much relying on artificial intelligence can have the opposite effect.
Google has recently updated his guidelines for candidates, clearly indicating that The use of AI tools during interviews is the basis for disqualification. The company did not give the names of specific applications, but it is known that some candidates reach for “TelepromPters AI” that listen to conversations and suggest answers in real time. Even before the conversation occurs, many use the help of chatgpt when writing CV and cover letters.
See also: Hundreds of employees from India pretended to be AI. Backstage of the scandal that shook the world of technology
Barry of Allstate admits that The company uses technologies that allow you to capture applications generated with the help of AI, although not all can be caught.
He points out that AI can lead to the artificial “tune” of candidates, which means that recruiters waste time for talks with people who are not really tailored to the role. Luckily The differences between declarations and real competences usually come to light during the conversation.
– When we start to drill specific experiences, it comes out whether the candidate actually knows what he declares – he says. – The technology will develop, but we are also keeping up – he assesses.
Barry also notes that greater competition on the labor market may promote dishonesty on the part of candidates, in his opinion such cases have arrived in the last six months. The most common are: Assigning too much role in projects and suggesting that a university diploma has been given, which you actually did not finish.
– Any statement that can be easily verified and overthrown is a warning signal – he concludes.
The above text is a translation from the American Business Insider edition
