Becoming the Ideal Candidate
17 October 2011
Read by 2219 persons
Nobody is perfect. Therefore, job seekers struggle to adopt the right approach or conduct to attract potential recruiters. Many candidates, especially recent graduates, lacking initial guidance, adopt a rather limited approach. A closer examination of job applications, especially unsolicited ones, reveals this lack of relevance.
Certainly, finding a stable, well-paid job is a challenge for young graduates, but they make mistakes by sending the same application to several recruiters and copying them in. The least they could do is personalize the application to make the recruiter feel that the applicant has made an effort to show interest in the chosen company.
Sending a standard application, including a CV and cover letter, to ten or even twenty employers is a big mistake. More intelligence is needed. Remember that this application could be your passport to getting accepted and landing the job. For more details, let's cite some examples from unsolicited applications received by Le Matin Emploi. "You may be looking for someone with my training. I am sending you my CV so that you can compare my profile to that of a position where I could put my knowledge into practice. I would be pleased to discuss my professional background with you," said Mohamed F., a State Engineer in Mechanical Engineering, or Zineb A., a graduate of a Master's degree in Accounting, Management Control and Audit from IAE Grenoble: "During my various experiences, I have acquired solid knowledge in audit missions, making me able to successfully carry out the missions you could offer me. I am very interested in a structure like yours where I could continue to achieve my professional project in the field of audit and consulting, and invest in constructive and value-creating missions."
As for Omar B., a State Engineer in Electrical Engineering, he wrote in his job application, sent to ten companies, the following lines: "Captivated by the reputation of your company, its technological advancement and its rapid growth in a booming sector, I would like to be part of your team and put my know-how and skills at your disposal." This approach leaves much to be desired. For Mohamed Bajjou, HR Director of Marsa Maroc: "The cover letter must be oriented towards the target company. As for the CV, there is no harm in highlighting the prerequisites of the position, such as qualification dimensions in the "professional experience" section of the CV if, of course, you have them."
In short, good preparation beforehand and a personalized application are a "must". Do not opt for the easy way out and ignore the advice of experts and specialists. A good candidate is someone who can highlight their technical and personal skills while trying to attract recruiters even more. So, what would be the profile of a good candidate?
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"The most sought-after skills are much more linked to know-how"
Mohamed Benouarrek, Director of the Strategy, Organization and Human Capital Department - Promamec
What is the typical profile of a good candidate?
It is difficult to answer this question in a standard way for two simple reasons: recruiters do not have the same specifications for requirements, and the skills required are intrinsically linked to the positions filled.
It is clear, however, that a number of traits are commonly shared and sought after. In my opinion, the ten most sought-after skills are much more linked to know-how than anything else.
What are these 10 criteria?
Your ability to be operational and pragmatic (to quickly enter into a logic of action) is vital. Moreover, this is one of the reasons that pushes many recruiters to opt for experience.
The ability and willingness to learn quickly. Learning to learn is an increasingly required skill in a world evolving at a remarkable speed.
A third skill to note is the one linked to your results orientation. Results-oriented culture has invaded many companies, and the cascade obviously affects individuals.
Multitasking is also highly sought after today. In other words, your ability to manage several missions and projects at the same time. The linear and monochronic mode of work is increasingly challenged by competition and the need to handle several obligations in parallel.
Stress management is also a sought-after skill. We all know that the pressure of objectives and obligations is increasing, hence the need to deal with this increasingly heavy component. The sixth skill generally sought after is the one linked to the individual's entrepreneurial spirit. You can be an entrepreneur while being an employee in your state of mind. This requires a penchant for initiative to become a force of proposal. We find there creativity, the courage to take the lead and to undertake rather than simply passively execute instructions and directives.
A corollary skill is the one linked to your critical thinking. A growing number of managers now appreciate collaborators able to challenge their ideas and present counter-proposals if necessary, instead of being in agreement and always stroking in the direction of the hair.
The eighth frequently required skill is the one linked to your ability to honor your commitments without chasing (accountability). Reactivity, coupled with proactivity, is a pressing obligation nowadays. Being chased about a project or mission is already half a failure.
Working as a team is a must in a corporate life. Managing conflicts related to diverging interests and opinions is a highly appreciated skill. Demonstrating it during an interview or during one's job is an essential plus.
The last skill to note (and not the least) is the one linked to your ability to zoom in and zoom out. In other words, your ability to act from a macro view and at the same time to go into details at the micro level without getting vertigo.
What advice for applicants?
Be yourself. You must accept yourself while having the will and ability to act on yourself to improve. You will have to continuously revamp yourself to remain "in" and accompany the wave of change in terms of perceptions and skills newly required by the job market.
By Nadia DREF.
Lematin.ma
Published on October 9, 2011.
Posted online on October 17, 2011.
Certainly, finding a stable, well-paid job is a challenge for young graduates, but they make mistakes by sending the same application to several recruiters and copying them in. The least they could do is personalize the application to make the recruiter feel that the applicant has made an effort to show interest in the chosen company.
Sending a standard application, including a CV and cover letter, to ten or even twenty employers is a big mistake. More intelligence is needed. Remember that this application could be your passport to getting accepted and landing the job. For more details, let's cite some examples from unsolicited applications received by Le Matin Emploi. "You may be looking for someone with my training. I am sending you my CV so that you can compare my profile to that of a position where I could put my knowledge into practice. I would be pleased to discuss my professional background with you," said Mohamed F., a State Engineer in Mechanical Engineering, or Zineb A., a graduate of a Master's degree in Accounting, Management Control and Audit from IAE Grenoble: "During my various experiences, I have acquired solid knowledge in audit missions, making me able to successfully carry out the missions you could offer me. I am very interested in a structure like yours where I could continue to achieve my professional project in the field of audit and consulting, and invest in constructive and value-creating missions."
As for Omar B., a State Engineer in Electrical Engineering, he wrote in his job application, sent to ten companies, the following lines: "Captivated by the reputation of your company, its technological advancement and its rapid growth in a booming sector, I would like to be part of your team and put my know-how and skills at your disposal." This approach leaves much to be desired. For Mohamed Bajjou, HR Director of Marsa Maroc: "The cover letter must be oriented towards the target company. As for the CV, there is no harm in highlighting the prerequisites of the position, such as qualification dimensions in the "professional experience" section of the CV if, of course, you have them."
In short, good preparation beforehand and a personalized application are a "must". Do not opt for the easy way out and ignore the advice of experts and specialists. A good candidate is someone who can highlight their technical and personal skills while trying to attract recruiters even more. So, what would be the profile of a good candidate?
------------------------------------------------------------------------
"The most sought-after skills are much more linked to know-how"
Mohamed Benouarrek, Director of the Strategy, Organization and Human Capital Department - Promamec
What is the typical profile of a good candidate?
It is difficult to answer this question in a standard way for two simple reasons: recruiters do not have the same specifications for requirements, and the skills required are intrinsically linked to the positions filled.
It is clear, however, that a number of traits are commonly shared and sought after. In my opinion, the ten most sought-after skills are much more linked to know-how than anything else.
What are these 10 criteria?
Your ability to be operational and pragmatic (to quickly enter into a logic of action) is vital. Moreover, this is one of the reasons that pushes many recruiters to opt for experience.
The ability and willingness to learn quickly. Learning to learn is an increasingly required skill in a world evolving at a remarkable speed.
A third skill to note is the one linked to your results orientation. Results-oriented culture has invaded many companies, and the cascade obviously affects individuals.
Multitasking is also highly sought after today. In other words, your ability to manage several missions and projects at the same time. The linear and monochronic mode of work is increasingly challenged by competition and the need to handle several obligations in parallel.
Stress management is also a sought-after skill. We all know that the pressure of objectives and obligations is increasing, hence the need to deal with this increasingly heavy component. The sixth skill generally sought after is the one linked to the individual's entrepreneurial spirit. You can be an entrepreneur while being an employee in your state of mind. This requires a penchant for initiative to become a force of proposal. We find there creativity, the courage to take the lead and to undertake rather than simply passively execute instructions and directives.
A corollary skill is the one linked to your critical thinking. A growing number of managers now appreciate collaborators able to challenge their ideas and present counter-proposals if necessary, instead of being in agreement and always stroking in the direction of the hair.
The eighth frequently required skill is the one linked to your ability to honor your commitments without chasing (accountability). Reactivity, coupled with proactivity, is a pressing obligation nowadays. Being chased about a project or mission is already half a failure.
Working as a team is a must in a corporate life. Managing conflicts related to diverging interests and opinions is a highly appreciated skill. Demonstrating it during an interview or during one's job is an essential plus.
The last skill to note (and not the least) is the one linked to your ability to zoom in and zoom out. In other words, your ability to act from a macro view and at the same time to go into details at the micro level without getting vertigo.
What advice for applicants?
Be yourself. You must accept yourself while having the will and ability to act on yourself to improve. You will have to continuously revamp yourself to remain "in" and accompany the wave of change in terms of perceptions and skills newly required by the job market.
By Nadia DREF.
Lematin.ma
Published on October 9, 2011.
Posted online on October 17, 2011.
