90 seconds @ Burda is a new video series giving you an understanding of people, brands, divisions and projects at Burda in a minimum of time. This time, we visit the trainees of Burda's Management Graduate Programme.
Christoph Diebenbusch is Burda’s HR director and has been working in HR for 20 years. In this interview, he provides some exclusive tips on how to turn an application into a job offer.
Mr Diebenbusch, what kind of candidates does Burda want?
We are looking for candidates with an affinity for the digital world who can incorporate this skill into all professional fields. Naturally, this particularly includes techies who want to work as product managers, project managers and programmers. Knowledge of German is not strictly necessary in this area. Our developers often work in international teams where English is spoken as a matter of course. We want creative, independent thinkers who approach tasks from an entrepreneurial perspective and enjoy making decisions.
What do you look for in applicants and what do you expect from them?
As well as an aptitude for the profession, candidates must be willing and able to continue developing. I want candidates who are enthusiastic, open and authentic. They shouldn’t spend the interview trying to be someone they’re not. I like it when candidates get the interviewer thinking with questions, clear opinions and ideas. They also need to fit in on a personal level and both people must be able to imagine working together every day.
How can applicants surprise you?
I think it’s good when candidates bring humour to an interview – where appropriate.
What was your strangest interview experience?
One candidate stands out in particular: He’d won the lottery and wanted the job without any interest in the salary.
What are your top 3 tips for applicants?
Write a letter that makes us want to get to know you. Be authentic and unforced. Finally, prepare well and make sure you know the company and the vacancy inside out.