Just as HR consultants track down the right candidate, applicants can also find the company and the right job. A proven tool is the phone. Yes, the good old phone. […]
“Several hundred applications for an interesting job advertisement are no exception today,” says career professional Daniel Detambel, who runs a recruitment consultancy in Wiesbaden together with Hans Rainer Vogel. Therefore, he recommends using industry and trade fair magazines or the Internet to search for a suitable employer yourself, pick up the phone and get connected to the human resources department or another contact person who is responsible for hiring employees – even if there is officially no suitable job advertised there.
Since most applicants respond to job advertisements, but avoid contact by phone or prefer to send an e-mail for convenience, courageous callers have a better chance.
In a telephone call – in contrast to the application folder – the necessary personal relationship is immediately there. If the phone call goes well and the spark of sympathy jumps over, the HR manager will remember the applicant positively in any case, if he holds the forwarded folder in his hands. This means that the most important thing has been achieved: to stand out from numerous competitors and to be one step ahead of them.
However, a preliminary search is essential, since such a phone call can also end in an early disqualification. The tip of the two experts: prepare the planned interview well and first start with companies or possible employers that you are less interested in. After four or five practice calls, you have found the necessary security to call the interesting companies and ask the right questions.
The decisive factor in a call is to convey your concern and the central message within a few seconds. Only in this way the caller arouses interest in his person and possible performance and does not unnecessarily strain the time of the interlocutor.
Therefore, the applicant should be able to formulate what he is capable of in four to five sentences – there should be no more, because after the first 30, at the latest after 60 seconds, the receptivity is exhausted. The core statements include the last training degree, two sentences in which you summarize your professional experience, a last sentence about your own goals and the type of position you are looking for. The more concrete the request, the more concrete the response.
Finally, it remains only to ask whether there is or could be a corresponding application in the company in the future. Within a few minutes it is clear whether the application is desired or not. If there is interest, it is important to ask the addressee of the documents what he attaches special importance to. He knows better than any guidebook what the application should look like: short and concise or rather detailed, with certificates or without. This information is the key to a tailor-made application with a high chance of success.
“With a decreasing number of job advertisements and an increasing number of applicants, it is wasted time to wait for a suitable job advertisement or the call of a headhunter, and wasted energy to compete against hundreds of competitors with a painstakingly created application,” summarizes Vogel and encourages applicants to become active, pick up the phone and use the tricks of the headhunters. The telephone is “without a doubt” the ideal application tool. “It is fast, cost-effective and guaranteed to be more personal than any application folder,” says the consultant.
*Hans Königes is Head of the Jobs & Careers Department and is therefore responsible for all topics related to the labor market, jobs, professions, salaries, personnel management, recruiting and social media in professional life.