Errors applicants for a job in a good company

[DARPA]

Error 1. You promotiruesh themselves without knowing that in reality the company needs
In good companies very rarely make personnel decisions, "playing" of the candidate, not to their own needs. HR (Human Resources Department and not a real human resources) forms its own need to fill a specific position and makes it available to the public if the need really need to fill in, looking at the whole market.

Therefore, if someone wants to declare himself as a candidate - look at the publications and announcements of vacancies. And first of all guided by it.

An attempt to offer an in isolation from the fact that the company needs - in most cases is doomed to failure. Proposals "I want to work for you" does not operate. If you want to work here - explore the needs of the company, vacancy, comparing their experience and capabilities. After that, make a bid and declare a position on the basis of what should be the company, not you. And fight for it.

Case Borovskikh Vitaly Vitaly initially began "negotiations" with our Company, on the basis of what it was amazing candidate, which should definitely take the job. Able to all, based on its extensive experience, major projects, which he headed. However, his ambitions have grown as we continue negotiations. Eventually he made us an offer to head of the project office of the entire company - a non-existent position, which we had not planned to do.


Mistake 2. You underestimate the ability of HR
In good company is always a good HR. Simply because without a good HR company simply can not be good. These people have seen a lot and all. On the selection in the HR team of true professionals with extensive experience. Of course, they asked, seemingly stupid questions, but each question there is a deep and not always intuitive sense of the candidate. Of course, they do not fall into the ecstasy from the conversation with you, no matter how beautifully you to paint their achievements and successes. They are interested in not only what you are good, but where the hidden potential problems. And they are just there for each candidate, as there are no perfect people.

And HR professional in good company with a high degree of probability determines the potential of the candidate and his ability to move on - to a meeting with a potential leader. With a very high degree of probability.

Case Vitali Borovskikh positioning itself as the leader of the team in an interview with Vitaly led only three there is no doubt an example - in the sixth grade, when he helped organize ski races, a student - when he helped the elder "solve" issues in the dean's office and when he organized leaving the team as one of the companies where he organized talks on compensation packages and they do not agree !!! If you pretenduesh to the head office of the entire Project Company - leadership and ability to lead the team is paramount. After receiving a polite refusal (read correspondence itself - just the top of respect and a positive attitude to the candidate) began trolling our recruiters. It should be noted, did it quite ingenious and beautiful - but a joke at this point in the favor of the poor and certainly not perceived as a joke. And the ability to beautifully and imaginatively troll - well not be useful to the positions which claimed Vitali.


Mistake 3. You are trying to jump HR and negotiate directly with the future chief
Many candidates think that the interview in HR - is a waste of his time. Who are these people who ask weird questions and was encouraged by a conversation with a man who is ideal for this position and for this company?

What are two characteristics of the unrecognized genius. He - a genius. He did not recognize.

They can not be estimated from the real person and they do not accept solutions. After all, the decision takes immediate supervisor. Here it is to accurately assess the candidate on merit. Therefore, the communication from the candidate to the HR staff often built from top to bottom in a rather scornful tone.

But, in fact, in the good company HR role and influence in hiring is not less than the role of direct customer. Moreover, dismissive and arrogant behavior towards the employee recruitment gives the organization the strongest and certainly a negative signal.

Attempts to "negotiate" with the potential head of directly creating the illusion that it is the right and shortest path. But the head of the right, the more in good company, never take a decision on such a question, do not ask about the opinion of professionals - his favorite division - Personnel Management (hereinafter referred to as the common people HRom). So it's better in the good.

Case Borovskikh Vitali Vitali has made several attempts to get through my reception immediately to the person who makes all the decisions and who can appreciate it - to the Director-General. And this his strategy, which he tried to return to Rosatom, employment in Norilsk Nickel (where he reached the first vice-president), well, and now it came to VimpelCom. But my desk still go where and should send. A specialist. As it turned out - for the better.


Error 4. Do you think about your problems with a previous employer, and no one will know they do not matter
Deep confusion and error. Now such a small world - where to learn all about all is not difficult, especially if you go into a public plane. If you had problems with a previous employer - it is a serious signal to the company that you are considering. Of course there is a conflict is not always a problem. But if you had a previous conflict in working life with a serious employer enjoys the respect and reputation in the world of HR, then your chances are plummeting. Who wants to take a man who could not leave without the conflict of good and reputable company?

If you are silent about the conflict and the more lie in the direct answer to the question - what is the fat cross on you as a candidate. In good company do not accept liars and troublemakers.

Vitaly Borovskikh case. Vitaly referred to very serious experience of his work in a serious and respected company Rosatom. But "forgot" to tell it from there, "left." Here's some of the feedback from the previous place of work - "he really insane - when we were fired through the turnstile jumping, from the commission, fearing to sign documents"

And the startling comments from those involved in the dismissal of our Vital in another organization and to write to me as a friend "just any little scumbag friend, do not want to good people got"

And, of course, he sued to stop with the employer, which indicates a place of its major achievements.


Error 5. Do you think that your big, not related to business activities and various regalia and public awards will cause awe
You are deeply mistaken. For several reasons.

The first - a natural question. If you have so many social activities, when you work at all? And this is not an idle question. All this activity requires an amount of time that the work may not be time. And who needs a worker, who is always somewhere in the heavens. Of course, if you do charity work at the weekend - it will respect and raise your chances to find a job. But everything else - I'm afraid not.

Second - if you're pushing it, it seems besides nothing much to brag about? And if we try to "push" the authority of the various 'high' organizations, it is starting to look like blackmail. A blackmail employers in the negotiation of a job - a thankless task.

Third - in good company are all well aware that the interaction with the state rarely brings positive results, but it takes time. And while business is quite skeptical about the people who are deeply immersed in the relationship with the state and near-state structures (except for situations where companies need someone in charge of relations with state authorities). Well there is unlikely to be taught, but can seriously spoil.

Case Vitali Borovskikh List of projects listed Vitaly impressive. When reading even want to get up, so that's cool. But if you think about it, all this is no enthusiasm will not cause the employer. Project i-russia.ru - has no continuation and development since 2012. ASI Events - maybe good, but not very informative dvizhuha to take it seriously. A leader in the development of international Vitali projects Rosatom "lifecycle management of complex engineering objects" at all raises questions at once. But more about that later. See errors 7.



Error 6. You Chayesh previous employer
Disrespect to the previous employer, especially if it is a good and serious company, greatly devalue you in the eyes of HR, which treats you to work in his company. You must be a very serious reputation in the eyes of the employer, to your opinion, and claims outweighed the view that developed the employer. So when someone begins to find fault with a previous employer how much light is - in the mind of a good HR alarm bell rings. Something is wrong here and the man is not quite adequate. Thus any employer understands that taking such g..nometa to himself, after some time there is a real risk of a similar situation in relation to itself. But who cares?

Even more a feeling of disgust, when the candidate disrespectful and even worse - speaks disparagingly about the head of the company in which he worked, to the experience which he cites as a serious argument for employment. At the same time, if the reputation of a leader in the business is very serious and that person enjoys widespread respect, it just puts you on the big and thick fat cross.

Vitaly Borovskikh case. Vitaly expresses its attitude towards a very respected person in the business, and the head of a huge company in a fairly questionable for the positive evaluation form. Do not think that your Facebook or any social network of HR is not looking to get an idea of ​​the candidate. And what can be seen by viewing the public account Vitali pushes on unambiguous and clearly not a positive evaluation of the candidate.

Kinder - Vitaly is probably meant by Sergei Kiriyenko, head of Rosatom. And judging by the CV - Rosatom Vitali was in good standing and fulfill an important task responsible leadership.


Error 7. You greatly exaggerate (or outright lying) with respect to its competence and experience
The presentation itself is important to maintain a reasonable degree of advertising. But advertising works well only when it is fairly close to reality. Otherwise, it works the other way around. Therefore, if a candidate starts to cross that line, it is quick to play against him. The more you cross that brink of self-promotion and a reasonable nearer your information begins to resemble a frank lie about their merit and experience - the closer the end of this farce. And the farther you are from being able to become a member of a good company.

Many of the candidates can not resist the temptation to greatly embellish their advantages, experience and merit. But it's not working. In good company in a good HR your experience and achievements will inevitably checked. World of HR is very narrow and get feedback and recommendation - this is a standard procedure in good HR. The higher you pretenduesh the position, the greater will be checked. Therefore, it will not be able to cheat. And if deception is revealed, then you put bold cross. Finito la comedy.

Case Vitali Borovskikh This exaggeration of their skills and work experience, I have not met. None of the above "successful" projects and "achievements" Vitaly has not been confirmed by previous employers. Rather well - they were all denied.

In conclusion - a song about HR
In any company, big or small, people determine the future of this company. The right people in the right places with the right motivation - is the key to success. And any weak element in the system makes the whole system weaker.

That is why the people in charge of personnel management (not the personnel department, namely the real HR) in good company - one of the most important if not the most important. Because the future of any company in their hands.

Case Vitali Borovskikh Thanks to our HR for what people like Vitaly Borovskikh do not fall within our company. And I might succumb to a flashy drive, pressure and empty rhetoric.

Do not make clinical errors, if you are looking for a job in a good company. And avoid people making clinical errors when trying to get you to work.