Getting Familiar With The Benefits And Hinderances Of Successful Succession Planning

Every business needs to replace the members of its top management at some point in time. However, only a few organizations invest in succession planning activities, which can play a critical role in enhancing the overall performance efficiency of the top management. Even the top headhunting company in Germany advocates the need for timely succession planning to ensure a smooth transition of power at the top level within an organization. In fact, timely succession planning can prove beneficial for a business in more than one ways. The most important of these benefits are discussed in brief as follows.

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Better Understanding Of Talent

Succession planning helps the members of the top management to identify the potential candidates suitable for replacing them long before the transition actually happens. This gives them enough time to understand their skills, competence levels and their ability to take the organization on a path of growth and success. This is not possible with new candidates hired at the last moment.

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Mitigating Business Risks

Timely succession planning ensures that responsibilities are gradually passed on to the chosen candidates gradually by the people who need to be replaced. This helps in ensuring the continuity of business processes in an uninterrupted manner even during the actual transition of power. It can further help in boosting the market value of the business besides enhancing investor trust and employee confidence resulting in greater growth and profitability.

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Improve The Effectiveness Of Top Management

Given that there is minimal business disruption during power transition at the top levels due to proper succession planning, the overall effectiveness of the management is naturally improved. The members of the top management does not need to invest too much time and effort in getting comfortable with each other before they can focus their energies on business growth.

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Sends A Positive Signal Down The Line

Investing in proper succession planning helps to send the right signals to hard working and competent employees working at various levels within the organization. It assures them of getting a fair chance to succeed through their skills, diligence, and determination.

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Hinderances In The Path Of Succession Planning

It is quite surprising that despite being aware of the various benefits of succession planning, the top management of most organizations may not approve of it due to the following reasons.

  • Many times the members of the top management might not share the same view about the future direction of the business. This might lead them to oppose the idea of identifying any potential candidates, who might endorse a view and vision quite opposite to their own.

  • A leading recruitment company Germany believes that the myopic view of the management board of a business organization may also prevent it from investing in succession planning activities. The members of the board may be too selfish to consider the idea of being replaced by someone with better capabilities and skills.

  • Many times the boards might also oppose the idea of succession planning as they might actually be ignorant of what it involves. The fear of being judged for their ignorance prevents them from taking this extremely vital step necessary for maximizing business growth and profitability.
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Getting Familiar With The Benefits And Hinderances Of Successful Succession Planning

Understanding The German Recruitment Culture For A Better Hiring Experience

Germany has emerged as a major hotspot for organizations seeking great expansion opportunities. With an increasing number of internationally based ventures are setting up operations within the country there has been a natural surge in the demand for high quality candidates across different niches. However, in order for an international headhunting company to ensure the success of its recruitment campaign in Germany, it is essential to gain a better understanding of the local recruitment culture. This includes learning about the various processes, routines and protocols that are generally followed during the recruitment process and how these are used for hiring the most suitable candidates.

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Assessing Candidate Quality And Competence

The German recruiters tend to study the resumes of the potential candidates in great detail. They try to analyse every small aspect of the career profile of the candidate even before the interview Hence, it is important for the candidates to make sure that they offer accurate and valid information in the resume and know the document inside out before appearing for an interview.

The interview process in Germany is more focused on the gaining an understanding about what motivates the candidates. Thus the questions asked are more related to the steps taken by the candidates to handle specific situations. It is also not unusual for the German recruiters to pose questions based on hypothetical situations to the candidates. The candidates’ responses to these questions help them to assess their skills and competence level.

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Generation Of Job Offer

It is not uncommon for the hiring process in Germany to comprise of 2-3 rounds of interviews with the candidates. In addition to a face-to-face interview, the candidates are also expected to attend a trail day with the company. It is normal for the hiring organizations to keep the candidates waiting for 1-2 months before they are provided with a job offer. This is because German people in general are known to take their time for making vital decisions. Since hiring an executive level candidate is not a minor decision, it is not unusual for the recruitment process to be completed within a period of 1.5-2 months.

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General Approach To Recruitment

The hiring culture followed by a recruitment agency Germany is significantly different from the culture followed in other countries. The key highlights of this unique culture are listed as follows.

  • The German recruiters do not have the habit of beating around the bush. They prefer the direct approach and hence if they want to know something they will ask about in an extremely straightforward manner.

 

  • Germans value efficiency above everything else which makes them extremely focused on their work. This also minimizes the chances of error as they make great efforts to understand the tasks being assigned to them to accomplish them with utmost efficiency.

 

  • The German people in general are extremely serious about meeting deadlines and being punctual. They do not think twice about putting in some extra time to avoid unnecessary delays.

 

  • Germans in general tend to follow rules and regulations in a stringent manner. They have a very poor sense of humour especially with respect to their professional roles and responsibilities.

Understanding The German Recruitment Culture For A Better Hiring Experience

3 Key Mistakes That Hiring Organizations Should Avoid Making During Mobile Recruiting

The number of people using mobile devices for internet access has far surpassed those still using desktops and laptops. This has deeply impacted several aspects of life of common people including the manner in which they search for the dream jobs. Consequently, almost every recruitment company in Germany is looking to tap the potential of this ever expanding market for finding and hiring the best candidates across various niches. With mobile recruiting having become a key hiring strategy, the competition within this sector is becoming extremely tough. Thus it has become necessary for the hiring organizations to avoid the below discussed key mistakes to maximize the benefits of using this technology.

3 Key Mistakes That Hiring Organizations Should Avoid Making During Mobile Recruiting

Using Job Postings Not Adapted To The Mobile Environment

One of the greatest reasons behind the growing popularity of mobile usage is the high level of convenience it offers. However, the failure of the recruiters to adapt the job postings to the mobile environment negates the whole idea of convenience. This is because the smaller screens of the mobile devices make navigating a regular web post extremely difficult. In addition, the short attention span of the mobile users makes them feel overwhelmed if they have to scan through the multiple pages of a long job post as it appears on their small screen. Hence ensuring the mobile compatibility of the job post is extremely essential for recruiters looking to entice the right candidates and help them understand the requirements and responsibilities associated with the given position.

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Absence Of A Mobile Career Portal

Most recruiters are of the opinion that investing in a mobile career portal is an unnecessary expense that they can do without. However, they fail to understand the fact the career portal can act as a medium of communication between them and the prospective candidates. The portal adds value to the overall process of mobile recruiting in more than one way. It helps the prospective candidates to seek additional information about the job posting they might be interested in on a one-to-one basis. This can in turn impact the overall interview-hire ratio and make the task of targeting the right candidates relatively easier for the recruiters. Thus investing in a mobile career portal can prove highly advantageous, especially in terms of reaching out to and hiring the young professionals from the millennial generation.

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Failure To Incorporate Data Into Mobile Recruitment

Efficient data incorporation is an integral part of every successful hiring strategy, including mobile recruiting. However, it is not uncommon for even the top experts from the best headhunting company Germany to take this aspect of mobile recruitment for-granted. This failure to incorporate data into the mobile recruitment strategies can deeply impact its efficiency. This is because the recruiters will not be able to determine which messages and channels are providing the desired results and which are proving to be ineffective. In absence of appropriate data to support candidate search, the recruiters might actually end up targeting the wrong candidates or using the inappropriate methods. These seemingly insignificant aspects can cripple the entire mobile recruitment process. Most importantly it can in the loss of credibility of the recruiters and drive away most talented candidates.

3 Key Mistakes That Hiring Organizations Should Avoid Making During Mobile Recruiting

A Comprehensive Overview Of Growing Use Of Social Media In Recruitment Process

The recruitment industry is increasingly becoming candidate focused and this has rendered obsolete the traditional methods of hiring. The trend is further fuelled by the large scale internationalization of businesses. Amidst the growing demand for international recruitments, social media has emerged as an important hiring tool. In fact the channels are being used by the German recruitment agencies to such a great extent that it has eliminated the competitive advantage for organization having a strong social media presence. However, despite the saturation of the channels, the use of social media as a vital recruitment platform has not declined in the least.

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Understanding The Significance Of Social Media

Gone are the days, when social media was used primary to help people stay connected. Today these technology driven interactive channels have become an integral part of the everyday life of a common individual. In fact, a majority of people across all age groups are known to spend most on their time on various social media platforms. Hence it is not surprising that business organizations, including recruitment agencies are trying to tap the potential of this rapidly expanding marketplace for their own benefits. For most recruiters social media channels offer an effective means to connect with potential clients on a more personal level. This enhances the overall efficiency of the recruitment process and also helps the hiring teams to reach out to the passive candidates in an easy and discreet manner.

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Influence Of Social Media On International Recruitments

As mentioned before, an increasing number of business organizations are looking to hire international candidates. In most such cases, the recruiters have shown a preference for using social media channels as it ensures faster connectivity with candidates besides gaining an almost immediate response from them about their interest in the proposed job position. The channels can be used for carrying out extensive interactions with candidates in real time. In addition, they provide the hiring teams with countless opportunities to promote the client organization amidst the right candidates. Most importantly using these channels opens up an entire world of recruitment opportunities in the form of referrals.

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A Cost Effective Way To Expand The Talent Pool

Another major benefit that the use of social media can ensure for a headhunter Germany is its cost-effectiveness in terms of expanding the talent pool. Such agencies are constantly seeking new and diverse talent to fulfil the demands of their clients. By establishing a strong presence on social media, these recruiters can easily gain access to countless potential candidates suited for various job roles. This proves to be a more cost effective option as compared to using the traditional methods of searching for potential candidates through well established networks or asking all the potential candidates to submit their resumes.

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A Highly Convenient And Hassle Free Option

One of the biggest advantages that recruiters gain by using social media as an important recruitment tool is that it is extremely convenient and hassle free. It eliminates the need of handling mountains of paperwork in the form of CV’s, applications and other similar documents. At the same time it ensures easy record keeping of the interactions being held with respondents.

A Comprehensive Overview Of Growing Use Of Social Media In Recruitment Process

Guidelines That Can Help Organizations To Ensure Fairness And Effectiveness In Their Hiring Process

While technology has made it easier for hiring organizations to source high-quality candidates, the inherent bias can completely negate these benefits. In order to eliminate this risk, it is the responsibility of the recruiters to ensure that their recruitment strategies are fair and efficient. This will help them to not only overcome the various challenges of finding the best talent but also to create an inclusive workforce that can help enhance business growth. Discussed below are some useful guidelines suggested and implemented by the best executive search agency Germany to enhance the effectiveness and fairness of the hiring strategies being adapted by them.

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Use Of Appropriate Language In Job Descriptions

The first step in the direction of fighting the hiring bias to help create an inclusive workforce is to use the right language while posting job descriptions. Using the wrong words or language tends to drive away candidates as they might feel that the organization is likely to give preference to specific type of candidates. This might create the feeling that investing their time and effort in applying and trying to acquire the job is a waste of their time. Hence it is important for the recruiters to check and recheck the language of the job description before posting it to avoid even the smallest indication of any type of bias.

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Proper Placement Of Job Listing

While using the right language is important to minimize the chances of bias, placing the job listings in the right media and websites is of equal importance. The recruiters should make sure that they do not focus on a single channel or medium while placing the ad for the job. In addition, they should try to use diverse listing methods to attract a diverse range of candidates. The hiring teams should integrate technology with traditional methods of attracting top talent to get the best results. This can help minimize the risk of losing out on the most suitable candidates simply because of the limited visibility of the job listing.

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Focus More On Talent Than Experience

According to the experts offering the services of headhunting Germany, business organizations need to focus more on attracting candidates with the necessary talent than those have the relevant experience. The recruiters need to acknowledge the fact that while it is possible for the appropriately skilled candidates to make up for their lack of experience, the opposite might not be as easy to achieve. Moreover, people with the right skills are likely to be better equipped for handling the day to day challenges they might have to face during the execution of their responsibilities.

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Working With Specialized Recruiters

With an unending demand for great talent, it is not surprising that the number of recruitment services providers is increasing exponentially. However, in order to make the process fair and efficient, it is advisable for the hiring organizations to partner with only specialized recruiters operating in their specific field. Such partnerships can prove critical for identifying and attracting the right candidates for a specific job posting. It can also minimize the risk of making a bad hire due to the inability of the recruiters to understand client needs.

Guidelines That Can Help Organizations To Ensure Fairness And Effectiveness In Their Hiring Process

Common Habits Responsible For Destroying The Development Of Talent Pipeline Within Business Organizations

Most businesses today work in close coordination with their recruitment partners to maintain a pipeline of potential talent competent enough to take up executive position when the need arises. The strategy has proven to be highly effective and hence it is not surprising that almost every one of the top 10 headhunting companies in Germany, advises its clients to adapt the same.  However, the efficiency of this strategy can be hampered by various everyday habits of the business organizations. Discussed below are the most common of these habits that can destroy the development of talent pipelines leading to major talent crises for an organization.

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Improper Use Of Data

At any given time, there is enough data available within an organization that can help its top management to access the talents needs that are likely to arise over the next several months. Unfortunately, most business organizations fail to make use of or even collect such data, which leaves them vulnerable to the risk of talent shortage. This can be remedied by simply seeking relevant data from various department heads related to any talent gaps they might be experiencing or the new talent needs that their teams might be having. In addition, the data related to the average employee tenure and the annual turnover rate can also be used to assess future talent needs and create an appropriate pipeline.

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Being Too Focused On Future Planning

There is no fixed-model that organizations can follow to create a successful talent acquisition strategy. This is because the talent needs of an organization tend to change in accordance with the changes of the market. In fact, it is almost impossible for a business organization to focus on future planning with respect to hiring new talent, without considering the realities of today. Any future hiring decisions are deeply influenced by the ongoing economic fluctuations, technical innovations and even expected legislative changes.

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Overlooking The Promotion Of Internal Talent

Most business organizations tend to conveniently ignore the skills and expertise of new recruits within days after their onboarding. This, according to the consultants from the best recruitment company Germany, can prove to be a grave error in terms of creating a talent pipeline. Promoting internal talent can help reduce the overall cost and effort required for creating a talent pipeline, as well as offering the additional benefit of enhanced employee satisfaction. Keeping the in-house workforce well updated about current opening as well as those likely to arise in the near future along with the desired skills and expertise required for the same is highly advisable.

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Having Poor Candidate Relationship Management Programs

Business organizations and their recruitment partners often interact with several candidates during the recruitment drive. However, not all of these candidates are hired by the organizations and in most such cases the companies do not make any efforts to remain in touch with the candidates. The lack of an efficient candidate relationship management program leads the organizations to lose out on potential candidates suited for a future job role. This can gradually erode the talent pipeline they have been working hard to develop for years and ultimately result in a talent crises for the business organizations.

Common Habits Responsible For Destroying The Development Of Talent Pipeline Within Business Organizations

How Technology Changed Working Of Recruitment Agencies In Germany?

We all know that there has been a sea change in the process followed by the Headhunters Germany now, then what was followed a few years back. Can you guess the reason for this change?

It’s nothing but technology. The automation acted as an enabler for the recruiters and made the process of recruitment a quicker, faster and easier exercise. We tell you how technology helped the recruitment agencies in Germany in searching and onboarding the talent in turn altering the entire recruitment process:

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  • Sourcing And Screening

With automation, the recruiters were able to create flexible plans and budgets for the different job positions in the organization. This way, the client organization always remained in tune with the financial plan and never ran out of the recruitment funds. It helps in focusing on the type of talent in the candidate is required by the client organization at the different levels based on the availability of budget. The headhunters started using the multi-channel sourcing methodology for sourcing the resumes from various channels and consolidated them at a place, thus aiding in the database management of the candidates.

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  • Interviews And Meetings

Technology has influenced the meetings and interviews in a great manner. Now a days, the multi-panel meetings and interviews are scheduled through phone itself, thus saving the time of both the interviewer and interviewee. The feedbacks are also shared through the online mode and in a way the human biases are eliminated.

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  • Appointment Letter

Gone are the days when one personnel of the recruitment agencies was dedicatedly involved in making the offer letters. Now a days, the system generated appointment letters are sent to the selected candidates. With the use of technology, the recruiters customize the multiple appointment letters to suit the needs of firms belonging to different sectors such as legal entity, departments, fashion houses, government agencies, IT firms etc. This aids in reduction in timelines and confusion over the offer letter as the same can even be sent on the mobile of the selected candidate and the client organization.

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  • Management Of The Remuneration

Technology has even played a pivotal role in transforming the way the compensation packages are designed and devised. With the availability of various software, the candidate’s compensation package can be easily configured to the package structure specifications given by the organization. Thus, calculation related to the salaries and other costs is no more a cumbersome task.

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  • Onboarding Formalities

There is an availability of software which can help in organizing as well as keeping a check on the different formalities which needs to be completed before the joining process can be initiated. The different certificates and the related documents can be digitally forwarded by the candidates for getting verified on the part of the recruitment firms. Thus, the paperless profile of the candidate can be created in seconds and the same can be forwarded to the client organization for final approval.

To conclude, we affirm that technology is one thing which has interacted with life of one and all and recruitment is no exception. Technology has helped in creating seamless operations for the recruitment firms. However, the headhunter companies need to wisely choose what kind of technology, it can handle as well deploy.

How Technology Changed Working Of Recruitment Agencies In Germany?