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.

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5 Things Recruiters Should Not Say To The Candidates

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

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

Creative Tactics Employed By Headhunters In Germany To Hunt The Best Talent

There was a time when the recruitment race was all about paying a good compensation and getting the talented job seekers on board. The job market of Germany now a days is defined by the organizations who are ready to hire talented individuals with intricate packages. The various best headhunting companies in Germany are battling with each other to hire similar kind of talent for their client organizations.

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So how do the Headhunters in Germany make sure that their candidates are not snatched up by the other headhunting companies? Let’s have a look at the creative strategies which the headhunting agencies adopt to make sure that they recruit the best talent for their client’s organization:

  • Host Events

In today’s cut-throat competitive market, just attending the events organized by other organizations and recruiters is not enough. The headhunting companies these days host their own events in order to create a welcoming presence in the community so that the candidates can start associating themselves with the recruitment companies. Because of such events the brand grows as a whole and the candidates even start mentioning the name of the recruitment agencies as an entity that is known.

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  • Creative Recruitment Models

These companies follow the most innovative and creative recruitment models for making a long-lasting impression upon the job seekers. The innovative models employed by the headhunting companies match the brains of the elite and tech candidates. These companies spend a lot of time in knowing the candidates through the resumes once they receive the application from the candidates. They use creative strategies for matching up the ratio of industries with that of the companies and that of the skills possessed by the job seekers.

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  • Use Internet For Networking

The executive search companies capitalize on the Internet for reaching out to a wide range of job seekers. By using the Internet as a means for networking the recruitment companies meet a pocket full of passionate and talented candidates who can be the driver behind the success of any organization. This way, the hiring agencies position their company as a brand which support the people who look for work and actually works. The candidates also develop trust in such agencies and actively participate in their recruitment call.

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  • Utilize Apps For Searching Talent

The world of the internet is amazing. Apart from just using the various Internet portals for networking with the top talent, there is the presence of a number of apps which are specially designed to help recruitment companies find a talented workforce. The recruitment agencies dig into the apps to get the best resources for the client’s organization.

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The Bottom Line:

Gone are the days when the straight ladder used to take the masses on the path of the success. The executive search companies have to become creative in order to bridge the gap between the top talent and the client’s organization. Thus, by trying out more creative avenues the executive search companies are extending their hands to grab the best talented individuals who can put their best efforts for the success of any organization.

Creative Tactics Employed By Headhunters In Germany To Hunt The Best Talent

How Are The Top Headhunting Company In Germany Attracting Out Of Town Talent?

What are the qualities to look for when hiring new talent in the organisation? These are skills, talent, ambition and cultural fit. There are cases when you come across a candidate who fits the bill perfectly but may turn down the job offer due to the geographic location of the company. The top headhunting company in Germany is working out to overcoming this limitation.

Here is how the top recruitment company Germany is hiring candidates both from far and near for the client’s organizations:

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  • Step Into The Shoes Of The Candidates

Out of town candidates have specific needs in terms of relocation which the organization needs to handle with care. Such candidates require complete information about the requirements of the job in order to make the final decision for relocation to a new place in order to take the job offer. The headhunting companies in such case do not just read out the job description and the requirements of the job, but also give a detailed picture of the work environment and what qualities one should have to thrive in that environment. They also focus on the challenges faced by the current staff members and how the company helps the employees in overcoming the same.

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  • Give Clarity About The Company’s Culture

When it comes to out of town candidates, candidates are not just in search of a good and prospering career, but also, a place where their families can live and grow. Thus, they look for a company which is right for their own personalities and work style. The recruitment company illustrates the culture of the client’s organization and the alignment of the values throughout the search and recruitment process. They even use the testimonials given by the current employees to reflect the love the employees have for their organization and leaders and how the company is helping them in building a happy and satisfying career.

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  • Company Location

For a large number of candidates, the decision to relocate to a new place is not only based on the job profile, but also on the location. To give a clarity about the location where the company is situated or the locality whether the candidate would be living in case he/she accepts the job offer, social media platforms display all the wonderful activities one can indulge in if one resides in that location. Headhunting companies also highlight the location and its offerings during the personal interviews. The attractive features of a location such as restaurants, localities and attractions for the adults and kids are also showcased. They also give the candidate reasons for considering the relocation as a positive thing.

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  • Traditional Recruiting Is Not Put At Stake

The recruitment agencies make use of a number of digital resources to establish connections with the out of town talent. But, at the same time, they also use the traditional methods of finding the good talent within the town. Networking is what that keeps these companies ahead of their competitors. The key persons of the recruitment companies attend the network events in different locations to find passionate and talented people who can fulfill the future needs of the companies.

How Are The Top Headhunting Company In Germany Attracting Out Of Town Talent?

The Must Have Qualities Of German Recruitment Agencies

In recent years, recruitment firms are leaving no stone unturned in providing the best services at minimal costs. For an employer, this has given them something to ponder upon. Most of the German Recruitment Agencies are offering recruitment services at most competitive prices.It becomes vital that before hiring any recruitment agencies you make sure that they possess a certain set of qualities.

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Hiring the right headhunters in Germany will streamline the entire process of recruiting the best candidates. Let’s have a look at a few of the qualities that a recruitment agency should possess.

Specific Expertise of Industry : It is vital that the recruitment agency should have a clear understanding of your industry. By having a solid insight of your business, the agency will be able to identify all those candidates whowill be suitable. There is no point in investing in a recruitment agency that is not aware of the nature of your business.

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Should Dig Deep : There is a possibility that the candidates,who you are looking for might have been already recruited by your competitors. However, the best recruitment firms would look into every possibility to hire the best workforce for you. There is a lot more to it than just picking up candidates from online job portals. Nowadays, there are many strategies which are adopted by the recruitment firms to rope in the best candidates.

Indulge in In-Depth Screening : The job of a recruitment agency is to sort out the best people who would be perfect to perform a particular job. An agency which is diligent enough will spend the optimum time in screening the candidates. Finally, only those candidates will be presented to you who will prove to be ideal for the role.

Qualified And Registered : Most of the reputed recruitment firms are well qualified and are registered under the laws of a particular region. The firm should have a clear understanding of the ethical standards and the latest employment laws.

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High Retention Rate Of Employees : Never fall into the trap of those recruitment agencies which boast about filling the complete vacancies of their clients. Just filling the vacancies won’t matter if the recruited candidates quit only after a few months. The agency should be able to showcase theactual data of the retention rate of the employees.

Guarantee Their Results : A good recruitment agency would always guarantee their results. This will reflect their confidence in the ability to select the perfect candidate. Also, once the agency has hired the candidate, this doesn’t mean that their job is done. The agency should keep a constant check on the performance of the recruits at least for the next six months. This would enable them to rectify their approach and choose the right candidate next time.

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In The End

With a plethora of recruitment agencies to choose from it really becomes vital that you invest in the right one. This enables you to save both your time and precious money. Hiring just another recruitment agency would do no good for your company. Therefore, it becomes vital that the agency you choose should possess a few of the qualities which are mentioned above.

The Must Have Qualities Of German Recruitment Agencies

Hiring In Germany – Need For A Strategic Partner

Germany’s Job Market

Germany is one of the most industrialised nation of the European continent which boasts major players in the industries such as automobile manufacturing, machinery, precision equipment, heavy automotive, technology, financial services and software.

The German job market proved to be one of the most resilient during the recent recession. The employmentrate is high and unemployment is comparatively low, but an acute skills shortage is posing a threat to companies in the country.

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With the amount of recruiting going on in the market, competition is fierce for companies of all origins and sizes as well as across segments and functions. The demand for candidates is leading to a scarcity of “readily available” talent and reduces the volume of job seekers in the market.

The top opportunities in Germany include:

  • Sales and Marketing experts
  • Healthcare professionals
  • Scientific researchers
  • Information Technology Specialists
  • Mechanical and Electrical engineers
  • MBAs
  • Finance and Accounting experts
  • Hospitality Management professionals
  • Teachers
  • Administrators

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Recruitment Companies

More targeted and sophisticated recruiting processes are being used to identify and attract the calibre of candidate required. Hence choosing the right recruiting partner has become crucial in the German market. There are thousands of recruitment companies in Germany of varying sizes and origins – domestic as well as international.  Several of them focus onexecutive search for senior level positions or highly technical specializations. They have the know-how, resources, image and credibility to get high calibre candidates to the table and advise and support the clients in every step of the process. Recruitment companies also communicate the long-term vision and prospects for the company and for the individual.

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Time to fill and hiring manager satisfaction are becoming less significant, making thequality of hire an even more valuable performance metric. Most organizations are measuring thequality of hire through new hire performance evaluation. Given the criticality of getting it right first time, the agency costs for recruitment has reached almost 33% of the first year’s salary of the candidate making it a vastly remunerative and fiercely competitive business.

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Recruitment companies are increasingly using innovative approaches related to social media, mobile technology, big data, and artificial intelligence.The Social media has emerged as one of the powerful tools for accessing the information about the potential candidates and thus, enabling the recruitment companies to tap into a bigger talent pool by engaging the  passive job seekers. Mobile technology is being leveraged as an opportunity to reach job seekers while they are on the go and also influence employer branding. The data is used by the recruitment companies for sorting through the vast streams of data to find out the qualified candidates in a speedy manner, predict the hiring needs and thus, increase the employee retention percentage. Artificial intelligence is also being used to streamline the recruiting process, helping to identify the best candidates through the use of algorithms and advanced search technology.

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The best headhunting company in Germany offers clients a selection of candidate profiles, service quality, consultative style, value for money and placement speed through sophisticated and innovative techniques. On the candidate side, the company focuses on quality and selection of positions offered, consultation and communication during and after the process, service quality and duration of the placement process.

Hiring In Germany – Need For A Strategic Partner