Nine Things In Your Executive Resume That Are Hated By Recruitment Companies In Germany

As a top recruitment company in Germany, we review a lot of executive resumes and there are certain things that are absolute pitfalls. So, if your resume is not giving you the desired results, here is a helpful guide from one of the best recruitment companies in Germany, a list of 10 things that you need to avoid in your executive resume.

  1. Offering Up Unnecessary Personal Details

The top section of any resume is the personal information and that is where you need to be a little cautious in including unnecessary personal information such as your religion or marital status etc.

  1. Unprofessional Email Addresses

We all have them, some funnier and more embarrassing than others, but there is simply no excuse to put them in your resume. This is the paper where you want to show how professional and hardworking you are in your job and the first thing you tell them is only unprofessional. Do not do this. Create a professional email address for yourself.

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  1. Personal Pronouns

This is one of the most common mistake we come across. Use of personal pronouns such as “I”, “Me” or “My” in the resume needs to be omitted as one follows the convention of resume writing.

  1. Font Choices

In short, “It is not only about what you write but also about the way you write it.” While scanning the resume, decisions are made based on everything that is in your resume and that also includes the choice of font. Research has shown that the fonts can say a lot about a person so you need to be really careful while selecting one for your resume. Times New Roman or other serif fonts are considered old fashioned fonts but at the same time, you might want to steer away from fancy, calligraphy fonts which are difficult to read and understand. As they say, “Beautify your resume with your words rather than your font.”

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  1. Spelling Mistakes and Poor Grammar

A pretty self-explanatory but the most non-negotiable point in your resume. Having a spelling mistake or grammatical error is not only a poor reflection on your intelligence but also questions your ability to pay attention to detail, your genuine interest in this role and your time management skills.

  1. Inconsistent Formatting

Sometimes, when we are creating a new resume, we pick chunks of it from our old resume and this sometimes lead to inconsistent formatting and is a big pitfall. So make sure that the font type, its size and formatting are consistent. You need to be more cautious especially while adding bullet points, dates and other features.

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  1. Lack of Tangible Elements

While going through your resume, the primary question is whether you are a potential employee who will be able to bring an ROI for the company if you are hired. To showcase this you need to write down your achievements in a highly quantitative and measurable way thus making your capability unquestionable.

  1. Irrelevant History

Executive search usually presents us with resumes of people having more than 15 years of experience and as tempting as it sounds, you absolutely should avoid pouring each and every detail of it in your resume. The most acceptable length of an executive resume is 2 – 4 pages and any overstepping this limit would make you look like an unprofessional. Hence, it is often advised to only summarize positions that are a long time ago.

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  1. Your Compensation Level

Don’t worry! You will get plenty of opportunities to discuss this but your resume is definitely not one of them. A resume is not an appropriate platform to state your current salary or your future financial goals so please keep them to yourself for now and wait for the right opportunity to discuss this.

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Nine Things In Your Executive Resume That Are Hated By Recruitment Companies In Germany

Seven Habits You Should Avoid While In Workplace

“You have to have a work ethic, and you have to be educated in what you’re doing. You have to take it seriously. It doesn’t mean that everything you do has to be serious. But you’ve got to have the tools.” – Jakob Dylan

The ladder to success has many steps. With each step of climbing up the ladder, you need different things. At some step, it could be a recruitment agency in germany to help you move to a  better role or at another step it could be your pure hard work, but all along one thing that remains constant is being professional and following a work ethic while at work. However, the idea of what is termed as professional has changed largely over the years. The augmentation of social media and emails have made the communication more relaxed and casual but still some habits never look good no matter what time period you are working in.

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As helpful guide from one one of the top Recruitment Agencies in Germany, here is a list of top 7 habits that you should absolutely avoid while at workplace:

1)** Mixing personal life into your professional time. Everyone knows you have a life outside of work which is equally important to you, so the occasional chat with your family member or friend is tolerable but rambling on the phone for hours discussing about how life is going in every tiny detail is overdoing it and needs to be avoided. Still, if it is something completely unavoidable, you can always go outside and take a call from some place where you are not bothering your colleagues.

2)** Catching up on social media is something that we all do, but doing that in the middle of a working day is something you should avoid. This might be difficult to do but doing something that is not relevant to your company in your billing hours is against professional ethics.

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3)** Not being punctual is another habit that needs to be avoided. This is the old school work ethic where if you are expected to be in the office at 9, you should be there. However a bit relaxed now, a few minutes late is tolerable but that few minutes should not be a pattern and should never elongate to hours.

4)** Whining. It is not cute and definitely not professional. Everyone needs to vent their feelings once in a while but that does not mean you can overdo it. If you are facing issues at the workplace, talk to your manager and look for genuine ways to resolve them rather than going to every single soul and cribbing about it.

5)** Playing games/wasting time on your phone. This needs to be a caution especially in the first few months after joining as the work pressure is less and it is always tempting to pass your time on the phone. But doing this sends a really bad message to the people around you about your personality. Besides, it can get you fired.

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6)** Calling in “sick.” Now, what do we mean by this is, if you are sick, remain sick and make it look real. Many people take impromptu sick leaves but don’t call in sick and then post an instagram picture with your friends. If you are sick, either ask a day off or go to work and come back early if you could not stay for long.

7)** Being invisible. In other words, not responding to emails or phone calls or texts or any other mode of communication. The most important rule of being professional is being available. This does not mean you need to be available 24*7 but atleast set a particular window for you to reply to your emails. It could be 3 working hours or 2 or 1 depending on the severity and importance of the email. But always respond quickly in order to avoid stalling someone else’s work because of you.

Seven Habits You Should Avoid While In Workplace

Best Practices For Needs Assessment In Executive Search

Needs Assessment is one of the basic starting points in the executive search process. The process of Needs Assessment not only confirms that the hire for a particular executive job is needed but it also determines how this hire would be beneficial for the organization in the long run. Needs Assessment is very important as it prevents unnecessary hiring. Once your hiring is justified, it also helps in defining the type of candidate that is needed.

Being the Top Executive Search Agency in Germany, or at least one of them, the one thing we always stress before carrying out an executive search for any company is their Needs Assessment for the particular search. It not only helps us in understanding their requirement but it also helps in laying out a better recruitment plan before the executive search.

Best Practices For Needs Assessment In Executive Search

Basic Parts of a Needs Assessment for Executive Search

In order to lay down a needs assessment plan for your executive search, the first thing you need to do is list down the current skills of your organization and try to look for the performance gaps that might require an executive position. Doing this would help you determine whether you need an executive or not. This can be done for any position be it a brand new one or the existing one. You can also use this analysis to identify new opportunities and the same can be addressed as well during the ongoing hiring process.

Once you have sufficient reason for the job, lay out a job description based on the needs you listed down. At this stage, you may be tempted to copy from the past executive job description but as we discussed earlier, with time, the requirements from even an existing post may change and hence writing down a fresh job description might be a good idea. As all the top headhunting companies in Germany make use of this job description in their executive search, making sure that it lays down your requirements clearly can ensure an effective and speedy recruitment process.

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Executive hiring is very important so spend some time determining exactly what experience and skills you are looking for. Also rewriting the job description gives leaders an opportunity to run a SWOT analysis on their previous job descriptions as well as the candidates that were hired on the basis of that description.

Once you have the job description, it is imperative to determine the urgency of filling the position as it will have an impact on the manner in which the hiring process would be carried out. Here, the recruitment agency comes into play and is especially helpful when it is a high-urgency hiring situation.

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Benefits of a Needs Assessment

Working on Needs Assessment might take a little bit of time, but in the long run, it will result in a more focused, less time consuming executive search. It could save you thousands as the more time it takes to find the perfect match, the more expensive your executive search will be. Also hiring the right person in less time would mean more productivity as well as more achievements in terms of organization’s goals.

Needs Assessment leads to a faster hiring process, as finding the right person takes less time when the needs are properly identified. Also, once the needs are clear in advance, the screening of candidates becomes faster and the shortlisting of candidates happens faster.

Lastly, needs assessment not only helps in the hiring process, but the ongoing analysis helps in identifying potential gaps which can be worked upon in order to ensure better productivity in the organization.

Best Practices For Needs Assessment In Executive Search

Importance Of EQ Over IQ In Your Executive Search In Germany

“Hiring People is an art, not a science, and resumes can’t tell you whether someone will fit into a company’s culture.” – Howard Schultz

Irving Berlin once said, “Talent is the starting point.” In today’s age of internet, this quote still holds true and hence become even more effective because talent in reality is just a beginning. With an infinite pool of knowledge educational tools on the internet, anyone can learn various skills be it sales tactics, coding languages, Digital Marketing, Leadership skills and many more anytime. It is thus becoming difficult for companies to judge which candidate has come out to be the most promising candidate in their executive search in germany.

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With increase in skill set, what is that one thing which companies should look for before they hire any candidate? How to make sure they are hiring the right person? The answer to these questions is “Emotional Intelligence.” As one of the best executive search agency in germany, we have seen that candidates hired on the basis of their EQ are likely to be more successful in their job than the ones hired only on the basis of their IQ.

EI or Emotional intelligence, is the person’s ability to perceive, assess and navigate the emotions of oneself as well as others. The EQ of a person EQ is the measure of their motivation, empathy, self-regulation, self-awareness, and social skills. Such qualities are necessary especially when you are looking for an executive role.

Many a tims, our emotions create a hindrance in our path as we work towards important business ventures. Such emotions can also keep us from forming important social relationships. Understanding the EQ of a candidate is one of the most critical tool at your disposal in the hiring process. Creating an elaborate process to evaluate emotional intelligence, helps you uncover candidate’s true self and would reveal all the potential red flags which would prevent you from making a grave hiring mistake.

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Step 1 – Motivation

The first step in your hiring process is to judge the candidate’s motivation that is their ‘Why’. There are two types of motivators that prompt a person to seek a particular job – Intrinsic and Extrinsic. The extrinsic motivators are the external factors such as moving up the career ladder, learn new things, earn more money, having power and a bigger title etc. These are valid reasons as most want to grow in their professional life but should not be the sole and primary reason.

And there comes the second type of motivator, the Intrinsic Motivator or in simpler words, “What story in their life has motivated them to this role?” The answer to this question would give you a fair idea that how motivated a candidate would be once hired for this particular role.

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Step 2 – Empathy

Empathy means a willingness to understand the position of people and a desire to connect with them and help them grow. Some of the most important work of an executive is to make people feel connected to the company and keep them motivated to work towards their personal as well as company goals. Failing this test would mean that the person might fail in his role to collaborate with his team and effectively communicate with them or the clients. Hiring such candidates solely on the basis of what an intelligent coder he is would be a big mistake.

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Step 3 – Behavioral Questions

Judging the EQ of a person is very difficult. No matter how many interview rounds he goes through, there is still a chance of a mistake. Many companies are thus including behavioral questions in their hiring process such as, “What was the most difficult situation you faced in your previous job and how did you handle it?” or “Were you ever criticized for your work and how did you respond?” Behavioral questions need to be formulated in a way that they reveal the inner truth of the candidate. How humble or self-aware are they?

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Step 4 – Observe Every Move

This step needs to be kept in mind throughout the hiring process. Observing the body language helps recognize the truth about whatever they say. Try to create a comfortable environment before you come up with difficult questions. Studies have shown, that a face to face interview conducted in a relaxed environment reveals almost 55% more about a particular candidate than the ones taken over the phone or video conferencing.

Importance Of EQ Over IQ In Your Executive Search In Germany

5 Things Recruiters Should Not Say To The Candidates

 

A guide by one of the best Headhunters in Germany

Of all the recruitment articles, one sees, there is a great deal of discussion around do’s and don’ts for the candidate. But there is another important dimension that should not be neglected. As one of the top Headhunters in Germany, we have learnt a great deal regarding what a recruiter should avoid saying to the candidate in an interview.

As someone who has worked in German Recruiting agencies for a long time, we know that  we are all human and are hence as likely to utter something silly as the candidate. So, here are the top 5 things which any recruiter should absolutely avoid saying in an interview:

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  1. “Which Celebrity Would Be Best Suited To Play You In A Movie?”

There could other questions like “In a fight, who do you think would win, a bear or a shark?” It is a humble request to all the recruiters, please do not ask such questions of the candidate. We 100 percent support all the fun and originality you want to bring in the interview, but such obscure questions are nothing short of toe-curling.

Such questions do not help in ascertaining anything valid about the candidate’s ability to think and react in a particular business situation. It does not reveal anything worth knowing about their personality. There are a lot of other means to help youfind out whether a candidate is a cultural fit or not.

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  1. “We’re Looking For A Ninja.”

You might as well be looking for a rockstar as well. Let’s be honest. You are recruiting for an entry level retail job but use this phrase only if you are planning to embarrass your candidate.  Try to step into his shoes and imagine what you would reply to such phrase, “Oh yes sir, I sure am a ninja and would not only do my job but also entertain your clients with some A class ninja stunts.” Injecting a certain level of personality into the interview is fine but not to an extent that it gets ridiculous.

  1. “I Wanted To Reach Out To You.”

This in particular has fast become the recruitment phrase de jour. This in short is a synonym for ‘contact’. But the problem with this phrase is that, it makes the candidate feel that he is in some destitute position from where he needs to be rescued. A word of advice here, ‘Abandon this phrase.’ I am sure, you can come up with something better than this.
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  1. “My Client Implies Business So There Is No Time To Waste.”

This phrase is as pushy as it is harsh. It is someone’s career we are talking about. Being in a hurry may help you save a bit time in your recruitment process but if you really want the market’s best talent, you need to be patient. Treat your candidates like stars. Do not urge them to take any decision in haste.

  1. “Do You Have Experience With ASP.NET?”

It is more or less like asking someone, do you know C hashtag. Always gain enough knowledge around the skill set of the candidate and also the skills you are recruiting for. For this you do not need to be an expert in the field but you should know enough to have an intelligent and healthy discussion with the candidate. This would not only help you understand candidate’s strength in the skill you are looking for but will also make him excited to work with you in future.

5 Things Recruiters Should Not Say To The Candidates

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.

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