Dominika heads Czech office from April 2014




Dominika Kubálková worked as a recruiter for three years. She sourced talent internationally for various positions across oil and gas as well as power companies. Her work experience encompasses roles in internal HR as well as a role as an external recruiter in an agency environment. Native in Czech, Dominika speaks English, Italian and German fluently.

From April 2014, Dominika assumes the position of International Career Consultant in the Czech division of 8careers.

Why did you decide to move into career consulting?
I gathered most of my work experience as a recruiter and HR professional. While working on recruitment projects, I noticed how many CVs fail to put the candidates in the right light and how ineffective they are in showing candidates’ achievements and strengths. Especially when applying internationally. Working as a career consultant, I can help jobseekers to present themselves in a more effective manner.

What value do you see in the covering letters?
Covering letters are an extra tool designed to attract attention to your best skills and to show that you can express yourself effectively and to the point. They also reveal your style of communication. What is even more important: They are there for you to show why you are interested and why you are the best candidate for a particular position. Especially for graduates or when applying for an internship, a high quality covering letter is a very good asset.

What do recruiters look at first, the CV or the covering letter?
Well, the more busy recruiters are, the more probably they will go right to the CV and only then, if at all, look at the covering letter. The primary goal of a recruiter is to see if there is a match of desired skills, experience, education etc. The CV usually allows a quicker assessment then the covering letter. However, an unacceptable covering letter can discourage some recruiters to even open your CV.

What feedback did you get from hiring managers on CVs from candidates from East-Central Europe?
Generally, I received good feedback. However, candidates often do not make a good first impression. They fail to recognize that, for example, including a photo is uncommon in Ireland, in contrast to countries in East-Central Europe. They also fail to correctly assess whether or not the photo they include in their CV is appropriate. As a result, applications include photos taken on vacation, in the pub or with slightly “angry” facial expressions. For example, British jobseekers have it easier. The photo is not a part of an application at all and there is no confusion whether or not you should include a photo.

What are the frequent mistakes, jobseekers from East-Central Europe make?
Surprisingly, quite many jobseekers still do not reverse the chronological order, with their current, or most recent job first. Instead, they begin with the “oldest” work experience. By the way, saying “working experience” instead of work experience is quite a widespread mistake that is made even by people that are otherwise very good in English.

What suggestions do you have for jobseekers from East-Central Europe?
Do not hesitate to sell your skills and mention your accomplishments in the CV. This is not boasting: The recruiters don´t know you and you have to prove what you have done. Do not forget to constantly work on your language skills, especially English.

Asking a professional to improve your CV is also extremely rare in these countries, unlike in the UK, for example. Then it often happens that recruiters bump into similar CVs using the same template from the Internet and with the same mistakes. I really suggest trying to stand out from the crowd a bit.

What suggestions do you have for people who want to embark on a career in oil and gas, or with power companies?
Especially for people who want to work in Sales at oil and gas or power companies, it would be very helpful to mention in their CV what products they have sold. Applicants often mention their company without specifying the company’s industry and hence the product line. By adding this information, applicants can easier show the relevancy of their experience. Otherwise, the recruiters remain unaware of the technical product sales experience and the applicant does not make it to the face-to-face interview. For other professionals, it can also be helpful to mention the sector they previously worked in (especially if it is relevant like e.g. automotive, aerospace or electrical manufacturing).

What do you think are the strengths of Czechs in the international labour markets?
Generally speaking, I think that a big asset of many Czechs is their ability to use common sense and critical thinking. Also, we do not like conflicts and are good in creative tasks. Although it is not as common for Czechs to work abroad as for Poles, for example, I believe that their interest in working in other countries will be growing.

Thank you, Dominika and welcome to 8careers!

* The hiring manager is the employee who requested a new position to be filled and to whom the new employee will report when hired. The hiring manager* is the head of the employee selection team. The hiring manager usually decides which candidate will be hired.

20 marca 2014 - 8careers [infinity careers]



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