Here are the ten rules to follow to find work:

  1. Choose specialised professionals.
    Each recruitment company is structured differently, according to specific specialisation niches, reference sectors, functions and seniority. It is necessary to understand which companies follow the market and the career segment in line with your ambitions.
  2. No to “flooding” applications.
    Avoid responding to offline advertisements to “try your luck” or as a shortcut to get in touch with the recruiter. The application in response to an advertisement must be made in a targeted manner and only when it actually matches the required characteristics. Any candidacy outside the perimeter risks devaluing the candidate’s profile.
  3. Better manage the contact method.
    Among the least effective ways is spontaneous candidacy not in the face of any specific cue. At the time of contact, then indicate the market opportunities in which you are interested or the individual skills that distinguish you, in relation to the open positions on the site, which you have previously examined.
  4. Create a collaborative relationship, beyond the specific application.
    If you are contacted by a head hunter it is convenient to never refuse a cognitive meeting, even if you are not interested in the specific position proposed, but it is good to face at least a cognitive chat to clarify wishes and any future professional ideas. If you want to keep your candidacy fresh in the consultants’ memory after a certain period of time has passed since a meeting, it may be useful to follow their Linkedin profile or share interesting and useful market information for their updating.
  5. Be consistent with your social image.
    The selection phase does not only take place during the interviews. It is very important for managers to be active on the social channels that are considered important (LinkedIn and Twitter). It is an added value to show that you understand the usefulness of the channels and that you use them at best by publishing topics dedicated to your sector with a personal opinion. If you are a “passive” user of the communities, it is better to declare it openly, motivating the reasons why this choice was made.
  6. Perform a full pre-interview background research.
    You need to make sure you know as much as possible about the company offering the position. It is important to understand if the values of the company are in line with their own, to inquire about the internal structure, long-term objectives and corporate philosophy. In addition to the website, social networks and company newsletters, it is essential, even for the non-finance professions, to consult the annual reports. If the company name is not available, the preparation will focus on the job description. Based on how the job announcement is presented, it is possible to understand what questions will be asked during the interview and if the working environment that will be met is in line with our wishes.
  7. Punctuality, accuracy and transparency.
    Even during the interview phase, it is necessary to respect every characteristic required of a manager on a daily basis: to present themselves with the utmost punctuality, to take care of the correctness and accuracy of the information provided, and never neglect clarity. A little transparent, confused, or veering behaviour during the whole process of research can lead to compromise a relationship with great speed and to preclude professional opportunities, even future ones.
  8. Show specific skills, but don’t forget to transfer the managerial charisma.
    During the meeting, it is important not to focus only on the specific aspects of your role but to show that you have critical management skills. It is essential to impress the recruiter to describe how attitudes such as problem-solving, leadership, knowing how to motivate others and knowing how to evaluate performance based on specific objectives are applied in everyday life.
  9. Don’t “wing” it.
    The interview is a moment of tension even for professionals accustomed to interacting with management figures who and work in stressful conditions. Preparation is always a fundamental component for a successful interview, at all levels. For example, already, looking at the job description, questions may arise. Any doubts, doubts about the position, during the interview, consider the consultant a career partner with whom to discuss any aspect. The recruiter will be happy to unravel every aspect in this evaluation and brainstorming phase rather than facing the client during the contract signing phase.
  10. Don’t be persistent.
    It is important that it is clear that recruitment companies work for their client companies, and the latter makes the final decision. Therefore, it is of no use to appear offended or dissatisfied if you are not considered in the group of final candidates, or if you are rejected, even if in the advanced selection phase or already started. Above all, it is counterproductive to insist that your application be taken into consideration. Instead, discuss the reasons that led to being discarded, so that you understand any mistakes to avoid in the future.
  11. Non essere insistenti.
    È importante che sia chiaro che le società di recruitment lavorano per le loro aziende clienti, e sono quest’ultime a prendere la decisione finale. Dunque non ha alcuna utilità mostrarsi offesi o insoddisfatti se non si viene considerati nel gruppo di candidati finali, o se si viene scartati, anche se in fase di selezione avanzata o già avviata. Soprattutto è controproducente insistere nell’esigere che la propria candidatura venga presa in considerazione. Discutete piuttosto le motivazioni che hanno portato all’essere scartati, di modo da comprendere eventuali errori da evitare in futuro.