On his own initiative: At the beginning of the week, a former colleague informs him that a position that could suit him is being discussed within the Group. He provides his contact with his documents so that the latter can launch them in the HR department with a corresponding recommendation. Unfortunately, the relationship between his companion and the HR department is not the best and this overrides ER's application. Therefore the answer is short and asks for patience.
NewPlacement: NP is looking forward to the interview with the management and the owner and rightly so. He describes his career in line with the demand factors of the company and the decision-makers. In particular, NP is able to build bridges between two of his projects and the owner's recent interview. Thus, in the course of his presentation, themes of projecting the target job in the searching company keep emerging. After NR is asked at the end if he has any further questions, he motivates the owner by a "base question" to a 5-minute monologue. They part on both sides with a high level of satisfaction. Already in the evening, the headhunter is delighted to hear from him and arranges a second interview for the week after next at the company.
Our recommendations:
13. after job information from the network, the documents should not be sent to the company via this route. The network should be consulted intensively for further information and the application should be sent to the decision-makers as a recommendation marketing of a third party (postal, hybrid).
14. the description of the career, reduced to the actual demands of the company and the decision-makers, can become a promising projection to the new job. Without individual exploration of the 50-70 demand factors and their implementation, the applicant gets lost in the standard.
