Whether they mediate for top positions or gas stations, there are two blunders that almost all have recruiters interviewed on their list. The first: complaining about a previous employer. Bjørn Gallée recommends: ,, Don’t get stuck in the negative experience and be realistic. Briefly state and explain why it will now be possible with a permanent place of residence, a new partner or other babysitter. The second frequently mentioned error is a poor presentation. Think of inappropriate clothes or smelling dirty. Britt van Capelleveen: “I’d rather smoke that cigarette after the conversation.” ,, I still give someone a chance; sometimes there is a story behind that first impression. ”
Each recruiter also shook up a number of striking examples. We list three donates per desk.
Bjørn Gallée and Adri Hulshoff from DITIS HR services work with people who are at a distance from the labor market. They come across this:
This is the voicemail from 06 …
,, Be accessible and make sure you have good voicemail. With a machine voice I often think: I will never hear from this person again. A professional e-mail address is also important. I still see “missnaughty” or something like that. “
Not googled
,, A Facebook photo with someone with 18 bottles of beer on it, that is not very handy. Google yourself and use it to your advantage. Retail jobs require a long standing period, which is physically demanding. A photo in a sporty setting helps. ”
Jacket still on
,, I often get a weak handshake, someone barely looks at me and sits down with the jacket still on. Of course it is exciting, but with a “good afternoon” and cheerful impression you are already halfway! “
Chantal Truijens is team lead recruitment at PEAK-IT, an IT secondment.
This is what she finds blunders:
Lying
,, Sometimes people cut and paste all kinds of qualifications and skills from the internet. Familiar with Windows 11? That version does not exist. “
Show desired behavior
,, Some candidates like everything, everything is fine. They are a team player, but also a single player. Rather be specific, because we are looking for the best place for you. If the candidate is authentic, we can make the right match. “ Frank van Veen from Female Capital recruits women for top positions. Are don’ts:
Children on the CV
,, The first thing clients think about this is: this person is probably not available outside office hours or full-time. While that is often properly arranged. “
Emphasize what you cannot do
,, Women, talk more about successes! Do not emphasize that one competence that you do not have. No fluent German? You can learn that. No candidate meets all requirements, although men are more likely to say that they do. “
Too modest
,, One candidate said that she took over for four months for the general manager. She didn’t put it on her resume because it wouldn’t be fun for the director. He had been overstrained. Do not be so modest. Men put in a resume that they have improved sales by so much percent, while women emphasize connection.
Soft skills are also important, but the other CV is more noticeable if you put them side by side. While that woman is just as good. “
Britt van Capelleveen is a recruitment & development manager at Yacht, focusing on HBO and WO positions. What does she discourage candidates?
Too vague
“Many CVs include” management experience “. Then it appears in a conversation that someone led a team of 128 or was responsible for large projects. Call that on a resume. “
Oversharing
,, Financial debts, problems with children … Sometimes people are too open in a first interview. Such matters are not relevant to an introduction. “
Rude versus too polite
,, Answering the phone during a job interview is a killer. Looking at your phone actually looks uninterested. I also experienced the opposite, most recently at a selection day. After an hour and a half someone came to interrupt us in search of his applicant. A participant was wrong all the time, but he was too polite to say anything about it. “