𝙌𝙪𝙚𝙧𝙚𝙞𝙣𝙨𝙩𝙚𝙞𝙜𝙚𝙧 are not highly sought after in German companies. When recruiting, companies are still far too fixated on the rigor of a resume. The ideal candidate is expected to come from the industry, to have already successfully held the desired position at a previous company, and to have no experience in any other field. This fixation on biographical stereotypes, rather than on 𝙁ä𝙝𝙞𝙜𝙠𝙚𝙞𝙩𝙚𝙣, 𝙋𝙤𝙩𝙚𝙣𝙯𝙞𝙖𝙡𝙚 𝙪𝙣𝙙 𝙀𝙧𝙛𝙖𝙝𝙧𝙪𝙣𝙜𝙚𝙣, is typical and very common. Social scientists call this the “𝙃𝙤𝙢𝙤𝙨𝙤𝙯𝙞𝙖𝙡𝙚 𝙍𝙚𝙥𝙧𝙤𝙙𝙪𝙠𝙩𝙞𝙤𝙣” ph. This refers to the tendency of people to hire those like themselves. They replicate existing knowledge and experience rather than bringing new and complementary knowledge into the company. Do companies really need more of the same?
What are the benefits of hiring career changers from a company’s perspective?
– Greater diversity of experience
– Complementary knowledge
– More options for finding solutions
– A wider selection of suitable candidates
Diversity of experience is a key success factor and has a direct impact on a company’s success—according to the research.
HR experts criticize “homosocial reproduction.” Especially in these times, diversity is crucial.
In the selection process, decision-makers focus primarily on conformity—rather than on exceptions, unconventional thinking, and diversity.
Algorithms and AI tools are of no help either. They are fed data from those who were hired in the past. As a result, AI-driven recruiting programs select candidates who are carbon copies of those hired in previous hiring processes—and precisely not the ones a company urgently needs in the future.
A resume is a list of past positions and activities. What’s truly interesting, however, is what an applicant has accomplished so far, the circumstances under which those accomplishments were achieved, how they’ve dealt with setbacks and successes, and what insights they’ve gained from them. A resume doesn’t reveal how reflective a candidate is, what motivates them, or what communication skills they bring to the table. A genuine interest in the person and a face-to-face conversation are essential for truly getting to know them and making a well-informed hiring decision! All of this requires a professional and in-depth engagement with applicants. And it’s worth the effort. After all, people are a company’s most important and valuable resource.
What does a career changer’s application say about them?
– They’re willing to step outside their comfort zone and explore new paths
– They’re not afraid of change
– They’re eager to learn
– Above all, they have a genuine interest in the new role and the company.
