Headhunting In Germany Discussion Some Legal Frontier And Perils

The German labour market has had a shortage of skilled workers in recent years and this has led to a lot of employers to utilize professional  ‘headhunters’ that appoint or recruit future top executives. Let us understand the headhunting of Germany in this article and analyze some legal boundaries and risks for recruiting or headhunting professionals in the German workplace.

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German Employment Law Overview

As a general guideline, according to German law, headhunters and in-house recruiters can poach employees. This is considered a very crucial part of free competition. It is generally not accepted for headhunters to make personal visits to the existing employer’s business place or premises.

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Detailed View Of The Law

With respect to telephone calls at the workplace, the Federal Court of Justice (BGH) has actually established and also confirmed the below guidelines in the recent few years:

A headhunter or recruiter from any small or big Top Executive Search Agency Germany is allowed under German law to make initial contact through telephone if he or she:

  • Concisely introduces herself or himself at the start of the call
  • Elaborates on the purpose of the call
  • Cross checks with the employee if he or she is in fact interested in the contact
  • If the above needs are fulfilled, the headhunter might continue with the call and also describe the details of the position briefly
  • Any further contact needs to be outside of the workplace

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What Is Considered Illegal In Headhunting In Germany?

Any recruitment call which goes beyond the above is illegal per German law. This means it would be illegal to ask about details of the CV during this initial call or other information regarding the candidate’s potential career ambitions. Moreover, it should also be noted that any particular call that is made either to the employee’s landline at work or to the employee’s mobile phone that exceeds a ‘few minutes’ will bear evidence that the call is effectively illegal.

Apart from all these elaborate details, calls that are made by the headhunter to the employee’s personal mobile phone (even if during working hours) are far less critical because they do not use the facilities that the employer has put in place. On the other hand, the legality of recruiting or headhunting in Germany through business e-mail has not actually been considered by the German courts. Also, legal assumptions or individual perceptions regarding this area are practically non-existent.

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Important Points For Headhunters

The headhunter should refrain from sending an email along with a link to the detailed information regarding the relevant position to the business email of a candidate. Though it is a common perception that an email is far less intrusive than a telephone call, it has not been clarified by German courts whether this is acceptable or not. Besides, it is simply not good form to do this since it is unknown to the headhunter in Germany whether the email account of the candidate is perhaps being read by someone else within the organization or not.

Personal Email or messages through social media will not give rise to any legal risks for recruiting or headhunting. This is because it will not have any effect on the employer’s IT system. If you are not using a local German headhunter (who is familiar with these rules of course), it is advisable for employers to educate their headhunters and make sure they abide by the law guidelines if they are recruiting in Germany.

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Headhunting In Germany Discussion Some Legal Frontier And Perils

Recruitment Trends In Germany

Entering and forging further into foreign markets is surely a step worth considering especially developing and evolving the business. However, there are massive barriers a business has to overcome to happily enter a brand new niche, domain or market. In order to find highly skilled staff which is one of the biggest challenges let’s understand the top 5 trends that companies must be aware of regarding recruiting or headhunters Germany.

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Recruiting Technologies

It does seem that the trend of digitalisation is unstoppable but there are video-based job interview technologies that are now emerging and becoming far more popular over the past couple of years. Mobile recruitment solutions are also evolving and are very much on the rise since the year 2014.

There are also many Challenges that recruiters face nowadays. Every second recruiter is concerned with finding suitable candidates and placing candidates in a timely manner. About every third recruiter complains about their extreme pressure and workload along with the struggle to find an apt balance between operational recruitment tasks and project management.

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Active Sourcing & Social Media Recruiting

 

Post a dip in the year 2015, active sourcing has now turned out to be a commonly utilized recruitment strategy that people use.

When it comes to the digital concept of social media recruitment platforms there are no surprises in the recruitment market trends. Platforms like Instagram, SnapChat, Pinterest and Whatsapp are live in the shadow of the huge players in the market.

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There are now various channels that communicate about vacancies. The corporate career and job websites have come at the top of these channels and are being used to post communicate vacancies that are followed by social media business platforms. These also include recruitment events like the federal employment agency and various job fairs. On the other hand, print media, HR consultancies and various other external manpower sourcing providers have become important in communicating with clients and posting job vacancies on varied portals

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Future Investments

In which domains do German recruiters plan to invest more money? Almost every second company is planning to invest further in social media business platforms to attract candidates and hire new employees. The companies also emphasized investment into employee referral programmes, job fairs and social media platforms.

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Recruiting Tools in Executive Search Germany

Candidates actually consider employee referral programmes as crucial and a very efficient tool in the entire end to end recruitment process. This very much aligns with the new trend of companies who are ardently willing to invest into such innovative new age programmes. Video recruitment tools are found to be the least helpful by many job candidates. This fact is also indicated by various findings from recruitment trend studies in Germany. Lastly, it is crucial to have a culture test right in place because it is the second highest ranking recruiting tool which candidates will find extremely useful.

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What We Learn

 

  1. Candidate Experience and Active Sourcing has developed to be a very relevant topic in the entire recruiting business in Germany.

  1. Employer Brand has obtained significance in the most recent years and also imposes tons of challenge or restrictions to the recruiters in Germany as compared to hiring professionally experienced workforces.

  1. Social Media Recruiting trend has seen to be dipping low in the year 2015. However, through the entire year of 2017it has regained the traction and strives hard to make a comeback.

  1. Since 2013, the existence of applicant management systems is being steadily growing and the employee referral programmes will continue to obtain importance since the year 2014 as well.
Recruitment Trends In Germany

Tips For Negotiating Your Executive Compensation

A guide for your Executive Search in Germany

Executive Compensation is one of a necessary evil in your process of Executive Search in Germany. With such high stakes and so many pitfalls with lasting repercussions involved, it can be overwhelming for any candidate.

As a Top 10 Headhunting Company in Germany, we have come up with certain tips that would help you prepare better and alleviate some of the stress.

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Tip 1 – Do your Research

This is extremely important as overpricing yourself can make you lose the job and underpricing yourself would reduce your worth. It is important to understand the value of what you are planning to negotiate. Your compensation negotiation helps you to establish your worth. You can do this by researching what similar companies are willing to pay for someone with the same skillset and experience as yourself. You can do this online. There are many online websites that provide salary structure for many global companies such as Payscale and Glassdoor.

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Tip 2 – Your Value is Not Tied to Your Current Compensation Level

You need to understand this very clearly. While your most recent compensation level supplies the key indicators of your experience level and skillset to the potential employers and search consultants, it should not be the sole focus of your compensation negotiations.

Whenever you are asked for your current salary level, you need to also highlight what your peers with similar experience are receiving by way of compensation. You can also mention any additional fiscal benefits that might be included in your current role. This will help draw a better picture of your goals, expectations and your worth, thereby providing a fair idea to the recruiter or potential employer.

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Tip 3 – Executive Compensation Is Not Only About Salary

Remember, we just talked about perks or fiscal benefit in the above tip? So this would apply to your future company also. There are many items which are outside of the general annual salary structure that should not be neglected during the negotiation process. Be cautious to keep other factors in mind such as other perks, your title, working hours, flexi-time, remote working, further education, vacation days, bonuses and relocation compensation.

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Tip 4 – Don’t Be the First one to start the Negotiation

This is the most common mistake and the one you would regret doing the most. Very often in negotiations the first person to initiate is the one who loses and salary negotiation is no different. If possible, do not throw a number out when asked. If you do so, there is a good chance that you end up selling yourself short or pricing yourself out of the competition.

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To avoid such situation, you could either provide a very general range for yourself based on your research or ask them what the salary range for the role is. This also constructs a positive base showing that you can be flexible and are open to negotiation.

Tip 5 – Be Prepared for a Counter Offer

If you are not satisfied with your initial offer, you always provide a counteroffer supported by proper reasoning and come up with a more appropriate figure. In case it gets turned down, you could at least make a decision based on the fact that both the parties were well informed.

 

Tips For Negotiating Your Executive Compensation

How A Recruitment Company In Germany Finds You

The recruitment companies in Germany are looking for you as desperately as you want to be found. Whenever an executive search is carried on, there are many platforms/channels, a Recruitment Company in Germany uses in order to find the best fit possible for the role in hand.

In order to be found, there are a lot of things you can do. Being active on social media is one such thing you can do. Here is a list of things that every search agency uses while finding a suitable candidate for their executive search:

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Personal Network and Knowledge – Being one of the Top Recruitment Companies in Germany, we know that this is the first step any agency will take when they start their search for suitable candidates. Built over decades of industry and executive-level experience, an executive search professional’s personal network is their biggest asset which they leverage to find the right candidate in less time.

In order to come up as an option here you have to do what you do in your regular job: Make your brand. Attend Executive Leadership events and voice your opinion and values so as to establish yourself as a thought leader. Remember this is nothing but word of mouth marketing and for that you need to convince the people in your network that you are worth referring to.

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Social Media – This is the second most important platform that is being leveraged in executive search. And I am not talking about only LinkedIn over here. The requirement of the job would decide which platform the agency would be looking for. For example, if they are looking for a head of marketing, they might check your followers on channels like Facebook and Twitter. If they are looking for an Operations head, they would be more interested in looking at your achievements showcased on LinkedIn.

Nonetheless, platforms such as LinkedIn and Xing (for Germany) remain the foremost sources. Ensure that your profile reflects your skills.

Voice your opinion in the most relevant form possible. You can add comments on various discussion groups on social media. This would help you establish yourself as a thought leader with a belief system.

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Attendance Lists of Executive Events – Attending such events is something of a must. Executive search professionals can look at the attendance lists and then look into the background of the candidates who attended these events. Establishing yourself as someone who is proactive in such events can help you get the attention of Executive search agencies.

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Proprietary Databases – Most Executive Search firms maintain a database in which they store candidate and client information. This is a valuable source of information for any firm while carrying out the search for appropriate candidates.

For this, all we suggest is keep giving interviews. This could give you an entry in this valuable database source. Even if you did not get a job for the role you applied for, you are now in the system and may be contacted for future roles.

How A Recruitment Company In Germany Finds You

German Work Culture And Its Impact On Headhunting

Germans are known to be formal and reserved people with a liking for structured processes. They are disciplinarians who strictly abide by rules and regulations. This culture has strongly influenced their corporate work environment, functions and processes. In German companies, there are countless rules, regulations, procedures and processes.

German Corporate Work Culture

Businessmen, Entrepreneurs, Employees and practically anyone in the corporate sector in Germany have a strong preference for contracts and written agreements of all kinds. The presence of these elements and their strict, consistent and continuous application is imperative for them. Adherence to the tasks assigned and no deviation whatsoever is expected of the employees working in the companies. There are fixed consequences or penalties for not complying with the rules and regulations meticulously laid out prior to the commencement of the task.

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Different Aspects Of The German Work Culture

*Dependency And Elimination Of Uncertainty

Everything is highly centralized and formalized in the German Work structure. They are extremely rule-oriented and believe in bureaucracy.

*German Punctuality

They give high importance to time-planning in the formal work set-up and expect that from each of its employees. Appointments are meticulously planned and it is also expected that the time frames which are pre-defined are strictly adhered to.

*Stark Difference In Private And Public Spheres Or Stages Of Life

Germans tend to exercise a rigid separation between the different spheres of life. They clearly show a difference in their behaviour with others depending on the sphere or stage of their life. That is, whether it is private (personal) or professional (formal/business). This usually leads to German people in corporate or public life being perceived by members of other cultures of the world as very unapproachable and cold, also as extremely unfriendly.

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*Direct Communication

Germans express very directly and explicitly. They tend to formulate crucial statements directly and right in front of the person directed to. They do not believe in ‘window dressing’. They can also be misunderstood as rude and intimidating without intending to do so. They also do not conveniently recognise and respond to subtleties such as indirect hints or messages hidden ‘between the lines’ and various other non-verbal signals. Thus, they generally miss the content of an interaction.

In this manner, both German personal and professional cultures display a stark contrast to other cultures of the world. But, what are its pros and cons, especially for the Headhunters Germany?

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Pros For Top Headhunting Company In Germany:

  • In one way, this ensures consistency in work and high level of mutual obligation.

  • This gives a sense of relief to the employers and helps headhunters in Germany to satisfy their clients well.

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Cons For Top Headhunting Company In Germany :

  • However, on the other hand, this philosophy leaves very little room for change, flexibility and individual innovation.

  • For instance, in case a particular software or competency required to handle it is not available in Germany but is imperative for the work process, it becomes difficult for Headhunters Germany to find a suitable expat or person of another nationality that could adjust to the strict German work culture and ethics.
German Work Culture And Its Impact On Headhunting

Looking For International Recruitment? – Check Out German Recruitment Agencies and Recruitment Experts

Who doesn’t dream of working in an outside country and make a lot of money? In case you are the ones who wish to work in Germany for any reason, you are undoubtedly looking out for some top recruitment agencies, Germany. But before you make a decision, make sure you know about all the services the company provides along with the areas that it covers. Having an agency with years of experience in the field is always a plus point. They can find and seek the best multi-lingual candidates in the market. It can turn out to be a great career opportunity for you in Germany. The agencies working with the famous multi-national companies are trusted to land you an excellent job in the German cities. They have significant roles to play internationally.

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The candidate of a good German recruitment agency will be not only multi-lingual but also highly adept in their particular field. You can also check out some articles from leading newspapers, magazines and TV. If you are talented enough, the companies and the agencies are always going to be on a lookout for you so that they can strengthen their teams. You will eventually land up in a multinational company in Germany.

With the help of a right agency, you are going to be in a good position in a good company. This is the basis of all the recruitment process. However, care should be taken from both sides. You cannot wholly rely just on the recruitment agency without making any efforts from your end.

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Management And Contacts

The main aim of the German Recruitment Agencies is to have a specialization in headhunting and aiding the companies with external roots in recruiting the people they require within Germany. A wide range of people applies for the same- from sales personnel to the marketing managers, country managers, IT professionals,   CFO’s, etc. To be very honest, it is not very simple to find an excellent sales staff. There’s a significant cultural difference between Germany and the other countries. Only a right employee can help the company in growing their business in Germany. There comes the considerable role of the recruitment agencies. They know exactly where to look for finding the perfect candidate for particular industries. They will get you the perfect match so that you can be successful in all your endeavours.

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Roles of Recruitment Agencies

The primary focus of the recruitment agencies is in the executive recruitment. Some good organizations also offer the services in the field of mergers and acquisitions. They help the owners of the middle-sized German companies in finding the right candidates. They can also perform the searches for the ones wanting to buy a German company.  At last, they can also help the businesses looking for German distributors and get in contact with the ones who are interested in purchasing the new products. After closing the selection of a candidate, the agencies also provide the required support in negotiating the salary and in establishing the employment contract.

Looking For International Recruitment? – Check Out German Recruitment Agencies and Recruitment Experts

Things The Top Executive Search Agency Germany Does When Hiring Goal Oriented Talent

Work-life balance, career opportunities and good perks – these are some of the things that young talent of today is looking for when analyzing any job opportunity. The highly educated and skilled workforce which is hitting the German job market is not only looking for flashy paychecks, but something more than that. Their entire emphasis is on professional growth and the attainment of future goals. This is the reason that even the best recruitment company Germany was required to refocus their recruitment methodology in order to attract this goal-oriented workforce.

You must be wondering how the top executive search agency Germany is attracting the young talent?

Here are the ways and means through which recruiters are focusing their recruiting efforts ongoal-oriented talent:

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  • Defining Goals

Goal setting should not only be reserved for current employees rather, potential candidates should be given a similar opportunity so that they can make the decision whether to apply for the job or not. The recruiter focuses on more than just making a hire because he puts his emphasis on planning the future of the candidate with the client’s organization. The predefined goals surely aid in having a better understanding of who will fit the job perfectly. This way, the quality of hire is improved greatly.

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  • Give Clarity On Short Term And Long-Term Goals

Gone are the days when posting the overall goals of the organization can satisfy the queries of the candidates. Candidates nowadays want to know before joining the team how their goals are aligned to the wider goals of the company. Candidates need to be told about the long-term as well as short-term plans of the company. The executive search companies identify the goals of such candidates during the pre-screening process. Candidates are given the opportunity to bring to the table how they would approach as well as achieve their goals.

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  • Establish A Connection Between The Individual Goals Of The Candidate And The Overall Mission Of The Organization

The young talent of today is not only goal-oriented, but they aspire to make a difference to the corporate world. This is the reason the candidates are looking to work with that organisation, that establishes a connection between their vision and mission and the overall goals of the organization. The goals of the candidates should align with the mission, vision and the overall goals put forth by the organization. The mission and vision statement is shared with the candidates so that they can see what their individual goals are and how well they align with the larger goals of the organization.

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  • Autonomy

Headhunting companies these days are not just looking to find candidates who possess the right skills or experiences, instead, they are looking out for those who are self-starters. Autonomy is not a skill, but the way the employees interact with each other throughout the day. The candidates are told the amount of autonomy they will be given for the particular position and how they are required to manage the workload in an effective manner.

Things The Top Executive Search Agency Germany Does When Hiring Goal Oriented Talent