5 Red Flags You Should Never Ignore When Hiring A Headhunting Company In Germany

“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.”

 

When recruiting is the next big thing in your agenda, then it is time to reach out to the potential headhunters in Germany. It is said that employees are one of the most valuable assets in a company, but according to us what’s even more valuable is having the Best Headhunting company in Germany.

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Expanding a company can be bit overwhelming at times. The main reason behind this could be the cumbersome recruitment process. Hiring the right people for the right position can be challenging and so hiring a company to do that for you is a good idea. However, nothing good in this world comes easy and so you can’t just hire anyone.

Here is a list of 5 Red Flags that you need to keep in mind when hiring a headhunting company:

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  1. INEXPERIENCE

This is one of the basic red flags. You do not want to hire amateurs. Inability to display concrete results could be a red flag you definitely shouldn’t ignore. A good company would be the one that has been around for a longer time. They will have a good track record and they will be confident about it. So always do some homework before meeting with the potential company. You can google it up or ask for references.

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  1. INACCESSIBILITY

One of the best services a recruitment company can provide you is their time and accessibility. A company which is difficult to reach even before you have finalized with them will likely be much worse afterwards. So this is the red flag and you need to start looking for other potential options.

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  1. INEFFICIENCY

Why would you want to outsource your recruitment process? So that you can get the right people at the right time which is as soon as possible. A good agency is the one that understand the fact that hiring staff at a quick pace is crucial for your company. They are ready to use databases, can help you find the potential employees in no time and that is why you are ready to invest your money in their  services.

A good recruiter will always devote some time to understanding your business as well as the culture of your company so that he could find the right match for you in as little time as possible. If a potential company is not doing so, this is a red flag you should not ignore.

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  1. POOR COMMUNICATION

A good agency is one that listens to your needs and keeps them in mind while looking for the perfect employees for you. A good company would be the one who will look for the potential candidates keeping in mind the criteria you have listed out for them. They will regularly follow  up on such candidates and will follow the process that you both mutually agreed upon.

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  1. LACK OF DEDICATION

Lack of commitment or dedication is something that can do more harm than good. A good recruitment agency is the one who strives to become a crucial part of your business and wants to see you grow in the future. They dedicate their time and effort to knowing your business and leading you to become the company you aspire to be.

If you think they are not really interested in knowing about your company or its vision, it is time to let them go. The recruitment process is time consuming and requires attention to detail. Someone who is not paying attention to your company won’t pay attention to what kind of employees you are getting.

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5 Red Flags You Should Never Ignore When Hiring A Headhunting Company In Germany

4 Benefits Of Having An Exit Interviews

4 Benefits Of Having An Exit Interviews

In simple terms, an exit interview is an event where an employee who is about to leave your company is interviewed the same way as when he was getting hired for the job. Only this time, the questions are why they want to leave the job. As a Top Headhunting Company in Germany, we constantly counsel our clients to have exit interviews whenever any of their employees is leaving the company. Each suggestion needs to be prioritized and addressed after doing an in-depth analysis on the same. Possibly the employee has been offered a role elsewhere with a higher compensation or perhaps he is not satisfied with his progression in the existing company or he might be suffering from some personal problems causing him to leave the company.

READ More :::: 4 Benefits Of Having An Exit Interviews

4 Benefits Of Having An Exit Interviews

Second Interview – 5 Questions To Prepare For

Second Interview - 5 Questions To Prepare For

Preparing for this question would also give you an idea whether you see yourself in this company or not. As expert headhunters in Germany, one thing you need to focus on while on the second interview is to prove that you are the right person for this specific role. Share one of your major achievements which are relevant to your current discussion. Talk about the results of your initiatives, feedback received and quantifiable results if possible.  From a top German recruitment agency, here is a list of 7 questions that you need to prepare for in order to crack that second interview:

READ FULL Blog Here :::: Second Interview – 5 Questions To Prepare For

Second Interview – 5 Questions To Prepare For

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

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

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