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

Business - young man in job interview for hiring, welcomes, Boss

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.

Advertisements
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.

Image result for Executive Search

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.
Related image

  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.

Image result for Executive Search

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.

Image result for Executive Search Firms

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.

Image result for Executive Search Firms

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.

Image result for Motivation

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.

Image result for Motivation

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.

Related image

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.

Image result for Behavioral Questions

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?

Related image

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

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.

Image result for Headhunting In Germany

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.

Image result for Headhunting In Germany

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

 Image result for Headhunting In Germany

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.

Image result for Headhunting In Germany
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

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.

Image result for Headhunting Company

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.

Image result for Headhunting Company

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.

Image result for Headhunting Company

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.

Image result for Headhunting Company

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.

Related image

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

The Best Executive Search Agency In Germany Is Searching For You

The German recruitment agency specializes in headhunting and helps companies of foreign origin recruit people they need in Germany. People can be from a wide range: from simple sales staff to country managers, marketing managers, CFOs, IT professionals and others. Top headhunting companies in Germany have the experience of more than 25 years in the business. They understand the cultural differences between other countries and Germany and work accordingly to choose the right employees with which you can grow your German business.

Image result for Executive Search Agency

How Does A Headhunting Agency Work?

Some of the best executive search agencies in Germany have highly skilled professionals with vast experience in the business. This helps them in identifying top talent and with the help of a strong network of contacts,they are supported by an enthusiastic team. The agencies have a regional hub in the concentrated areas and have a sector driven approach. They have a comprehensive approach which not only provides recruitment but also provides advisory services to the client. Decision making is the most important criteria in the quickly changing environment. Thus agencies help in identifying the candidates who are fit for the job and the environment.

Where Are These Agencies Active?

The work of the agencies is majorly focused on Germany but there are also some highly rated agencies which are active in the European Union. These agencies come in contact with all types of industries. The industry may vary from food, automotive, automation, calibration and consumer goods and retail sectors. These sectors are in a constant demand for the new work force to thrive in business.

Image result for Executive Search Agency

Why Headhunting Agencies?

According to this the candidates and the companies which were matched by an executive search agency or ahead-hunting agency were far more satisfied than those who went through the regular recruitment process. The advantage of the headhunting firm over the ordinary recruitment process is that not only it provides a large filter which helps the recruiters avoid the candidates who are not fit for the job. The number of applicants are drastically reduced which gives the companies more time to evaluate the potential of every deserving candidate and choose the best of them. At the same time, the candidates are provided with job offers by assessing their true potential. Thus the job is more suited to the skill set of the candidate, which helps him win the job more easily.

Image result for Executive Search Agency

Thus successful head-hunting means in-depth analyses of the market and customer requirements. It is not enough to learn the basics and have an abstract knowledge of business to start the work as an executive search agency. It requires the right understanding of business, a detailed background and need of the customer, a professional team with strong ethics and many years of experience. These virtues when combined distinguish a good executive search agency from an average or moderate agency.

The Best Executive Search Agency In Germany Is Searching For You