AI And Executive Search In Germany – When Art Meets Science

AI And Executive Search In Germany - When Art Meets Science

Using AI to augment human intelligence and experience can turn out to be an extremely powerful tool in future. This would not only help build great teams but will also streamline thus saving a lot of time in the whole recruitment process. AI, as a component of executive search in Germany, is not very far in future. Chatbots has become a crucial part of the initial application process. With the help of Artificial Intelligence, it has now become easier to scan the internet and come up with the most relevant potential candidate list that would fulfill the unique requirements of each business client. With its own pros and cons, the day is not far when the AI will be utilised by top executive search agencies in Germany.

AI And Executive Search In Germany – When Art Meets Science

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AI And Executive Search In Germany – When Art Meets Science

5 Important Factors To Keep In Mind In Your Executive Search In Germany

5 Important Factors To Keep In Mind In Your Executive Search In Germany

Enter the Best Executive Search Agency in Germany. Not only do they have access to the best talent in the country but they will also be able to judge exactly what kind of executive would be right for your company. But ultimately, the last decision would be yours to choose from the best option your recruitment agency will lay down for you. In order to help you decide, here are five important factors that you can keep in mind when making a hiring decision. Do not go for someone who has lesser experience in leading teams. Look for someone who has worked in a similar profile with a similar skill set. You can then judge the success they had there in order to decide if they will be able to replicate the same thing in your company or not.

5 Important Factors To Keep In Mind In Your Executive Search In Germany

5 Important Factors To Keep In Mind In Your Executive Search In Germany

Executive Search In Germany, How To Find Your Person?

“She’s My Person. If I Murdered Someone, She’s The Person I’d Call To Help Me

Drag The Corpse Across The Living Room Floor. She’s My Person.” – Dr. Cristina Yang (Grey’s Anatomy)

People are one of the most important assets in any company. They make or break your organisation. As a consequence, hiring an Executive Search Agency in Germany for your company is like hiring the second most important person in the organisation after you. Choosing the wrong company for this task can cost you dearly, a risk you should never take. Having the Best Executive Search Agency in Germany onboard with you in this process, can help you with a lot of things and ease out the areas of pain for you.

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But in the end, the decision to pick one from a final few is yours. You, as a CEO of the company has to choose, who of all the potential candidates seems to be the right fit for you and who will help you grow your business further. While conducting an executive search with a reputable company you will get some of the best talents as finalists. They all start to look similar after a point. They all have an amazing reputation. They all have accomplished a lot. They all have outperformed their peers.

Everything from qualification to experience seems somewhat equivalent. So how to pick one from the final few? We always counsel our clients in such situations to stay calm and see things from the perspective of “Candidate Fit.” In short, do you see that person to be your person? Can you make him your confidant in the longer run? While taking the final round of interviews, which candidate was most aligned to your vision for the company or which candidate had a similar approach to yours for a particular scenario.

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This exercise can help you eliminate at least half of the final candidates. For the remaining few, you need to be a bit more precise and for that here are some of the points, you can consider:

Look For A Company Fit More Than Culture Fit

“Do Not Hire A Man Who Does Your Work For Money, But Him Who Does It For The Love Of It.” – Henry David Thoreau

Finding your person is not about finding someone who would fit in the culture of the organisation. More than that, he needs to fit in your company. Hiring an executive, is more like hiring a person who not only is adaptable to the company’s environment but also someone who forges a connection with the company and aligns his vision with that of the company. As a CEO, you should always go with the one who was able to forge a connection with you.

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A Person You Can Trust

“Recruitment requires patience. It used to be about finding the right person for a job. Now it’s about finding the right person that will do the job, enjoy the job and want to stay and grow with the company.” Finding an executive is like finding a person who shares your visions and always has your back. It is all about the unshakable trust you two should share with each other. Look for somebody who is capable and smart enough to help you become a better CEO. Someone who does not believe in  a“The boss is always right,” culture but rather, has a voice and beliefs of his own. Someone who challenges you in every possible way and brings something new to the table every time.

At the end of the day, whoever you go for has to be someone whose insights would help you make the most important decisions of your organisation. You do need someone, with whom you can have a connection.

Executive Search In Germany, How To Find Your Person?

How To Handle The First Meeting With The Recruiter In Your Executive Search In Germany

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Being one of the best executive search agencies in Germanywe can say one thing for sure that we are like your casting directors and there is only one question to answer, “Do I see this candidate in a face to face interview with the client?” The executive search agency, the company and you, the candidate are working towards exploring a possible long term relationship with each other, where the recruiter would get you placed in one or the other position depending upon what materializes for you. Experienced recruiters always focus on what you have done and achieved rather than hypothetical questions.

How To Handle The First Meeting With The Recruiter In Your Executive Search In Germany

Executive Search Tips For Reaching Out To A Top Headhunting Company In Germany

The first step towards getting ready for a career change and entering the next phase of your professional life is reaching out all the top executive search agencies in Germany and partnering with them in order to expedite your executive search. But before approaching these Top Headhunting companies in Germany, it is best to  formulate an approach with which you will reach out to them. Below are the few tips to keep in mind before reaching out to the executive search companies:

  1. Create A Resume Keeping Future Opportunities In Mind

A resume is your first impression before you even meet the search firm or the hiring organization. Whenever, we start looking for job opportunities, the first step is to update the resume with the most relevant and current experience at the top. But give it a second and go through the entire resume before you upload it anywhere in order to make sure that it is in accordance with the future career opportunities, you want to explore.

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You need to assess, into what light your resume puts you and whether it justifies your current organizational level as well as the level you aspire to achieve after an interview. The various elements of any role evolves over the course of one’s career and keeping the same summary section would not deliver the right message to the recruiter and hence it would be difficult for them to offer you the perfect job opportunities.

  1. Make A List Of All The Potential Search Firms

This would help you have a focused list of potential headhunters thus saving you a lot of time if in case you reach to a wrong firm with no potential positions of your interest. Having a focused list would make sure that you at least get the first meeting with the recruiter as he would be interested in listening to you so that he could help you with your future opportunities.
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  1. Write A Focused But Brief Cover Letter

A focused cover letter is the missive in which you communicate all the critical information. This helps you get a higher response rate from search firms. Be extremely brief but crystal clear about career goals, your qualifications and primary achievements. Also add other relevant information such as your willingness to relocate if required and salary expectations. Leave the rest of the information for your resume. A word of caution, extremely lengthy cover letters most likely go unread.

 

  1. Having A Helpful Attitude Helps

What does this mean? This means that before reaching out to your list of search firms, give yourself a reality checks and put yourself in the shoes of the search firm. They may or may not have any suitable opportunity in hand for you but that does not mean, they would forget you. If you get to chance to talk or meet, here is a chance to be helpful and create a lasting impression.

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Ask them if they any opportunities in store for you at the same time offer to help them with references by identifying potential candidates within your current industry for open searches. This would help create a mutually beneficial relationship at the same time create a lasting impression on the recruiter making you a serious candidate who is sincere and genuine.

Executive search consultants can be your key allies in helping you find a perfect job opportunity. But before you go out there knocking on every potential door, do your research beforehand so that you do not end up wasting your and the firm’s time.

Executive Search Tips For Reaching Out To A Top Headhunting Company In Germany

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