Hot HR topics

Candidates ask, consultants answer - part 3

Nora Naydenova - Process Improvement Manager at HRS Bulgaria answers to the questions and answers in part 3 of the rubric "Candidates ask, recruitment consultants answer". We advise you to read in detail because there are many useful tips and practical information for starting your dream job.

1. Hello, I am a “Law” student, but I have a deep interest in the field of "Human Resources" and I want to work in this sector. I think that I will cope with the difficulties that the profession creates. But I have struggled to find an internship in this field, probably because of the non-relevant specialty I am studying. Would you give any advice to everyone, being in such a situation, on what we need to emphasize to be able to develop in the field of HR?

It’s a fact that most recruiters first rely on relevant education when it comes to selecting trainees for the HR department. However, during the interview with the candidates, more emphasis is placed on the personal qualities of the candidate, rather than on the knowledge acquired at the university. So there is still hope for people studying a specialty other than “Human Resource Management”. In your situation, it is a good idea to add a "Career Objective" section to your CV before indicating your education - in which to describe your "passion" for HR and your desire to develop in that direction. In this way, this will be the first thing that will attract the attention of the HR specialist reviewing your CV, and your chances of being invited for an interview will increase.

2. Hello! First, thanks for the opportunity to ask a question, because I've always had a few (related to applying), but I couldn't find a chance to ask them.
What is the attitude towards spontaneous applications? I have heard that due to the GDPR, companies are limited because, in reality, the applicant does not explicitly agree to have his data processed. But what about companies that have certain sections of their sites through which a person can apply even if there is no advertised place? Is this GDPR compliant and accordingly is there a chance to get an answer?

Spontaneous applications are acceptable in most companies - they show that you are interested in a particular employer and would like to develop your career there, even though there is currently no suitable role for you. In most cases, applications are kept for a certain time per the GDPR and within this time, if a suitable job role arises for you, the chances of the company calling you are high. In terms of GDPR, most of the company's career sites allow you to register and submit your CV, with the option to agree to the company's privacy policies and GDPR compliance - now all companies are required to do so. There is virtually no way to submit your CV without going through this step.

3. If I am applying to a company but they do not contact me, how long after that is acceptable to apply again if it is for the same or another role? And if the job ad simply does not disappear, does it mean that I was not a suitable candidate and they continue looking after one? In case, it reappears after 3 months, does it make sense to apply again?

Usually, companies keep CVs from the submitted applications for a certain period (several months) and one of the practices is to consider old applications for it when a new role is open. So our advice is to wait at least 6 months before applying again to the same company. Think about something else - if the same company advertises the same job role every three months, the chances of expanding their team and looking for a person are high, but there is a risk that the appointed candidates will not be successful in the new job or there is a problem in the company itself, because of which people leave - in this case, it is good to understand why the ad appears so often on the market.

4. How long after posting an ad does it make sense to apply? An ad in stays for around 30 days if the employer does not remove it and at the same time, I know that companies usually find people in the first few days after publication. In that case, if I see a 20-day ad from a company I like, is it wiser to wait for the next suitable ad than to send an application? Thanks again, I will stay tuned for an answer.

It's a fact that: the faster ones always win! However, there is a chance that the applications received so far have not been suitable and the company is still looking for the right candidate. Therefore, our advice is to never give up and never miss the opportunity to apply for your dream job.

5. Would you hire someone who has no experience but wants to start his career in HRS Bulgaria?

We would do it, but in this case, we usually start with an internship position, so that the person gains a little basic experience and knowledge before "diving deep" in the responsibilities. At HRS Bulgaria we invest in young and inspired people with a desire and ambition to develop.  Personal qualities are very important to us. So if a junior candidate shows desire, enthusiasm, intelligence, optimism, being result-oriented, and has teamwork skills, we would always give him a chance.

We hope you found these answers useful. If you haven’t read part 1 and part 2, do it now. They include different questions. And...stay tuned for our next article with HR tips.