Employee Retention Strategies To Help Businesses Build A Stable Workforce

Employee retention is a major challenge faced by organizations today. The loss of a well-performing employee not only creates instability in a team but also causes financial loss amounting to around 33% of the annual salary of the outgoing employees. Moreover, the struggle to find a suitable replacement can be an extremely time-consuming process which further hinders a smooth workflow. That is why the experts from a recruitment company Germany advice their clients to work towards maximizing employee retention rates. However, there are various reasons that might prompt an employee to give up their current role and organization. Since it is impossible for employers to control all these factors the next best thing they can do to build a stable workforce is to implement various strategies that are likely to improve employee retention. The most effective of these strategies are discussed as follows.

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Make The Employees Aware Of Their Worth

In most business organizations, managers are quick to point out the mistakes and failures of employees while they do not show similar eagerness in appreciating their efforts and achievements. This tends to demotivate the employees and reduce their engagement levels. They then seek employment opportunities with other organizations with the hope of being better appreciated for their hard work and contribution. Hence it is important for an organization to ensure that the employees are constantly made aware of their value and worth by their superiors through the provision of positive feedback on a regular basis.

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Provide A More Flexible Work Environment

A large percentage of the workforce today comprises of young professionals seeking flexible work environments. This flexibility might be in the form of different work hours, freedom to work from home or other remote location or even the choice of workspace within the office. By providing this freedom to the employees, an organization assures them of being considerate of their needs. It also reflects a sense of trust in their work ethics and ability to perform even without any supervision. This goes a long way in motivating the employees and enhancing their sense of loyalty and commitment towards the organization.

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Encourage Managers To Have Difficult Conversations With Employees

One of the key reasons for low retention rates is the lack of effective communication between the employees and their managers. That is why the consultants from a top headhunting company in Germany, stress on the need to encourage the managers to hold difficult conversations with their team members. Such conversations can help the employees to share any work-related issues and stresses with someone capable of resolving these problems. In addition to helping them find an effective solution for their problems, such conversations can help in restoring the trust of the employees in their organization.

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Help Employees Develop A Clear Career Path

Professional growth and stability form an important aspect of enhancing employee retention rates. That is why organizations that help the employees to develop a clear career path and provide them with the right opportunities to follow the same, enjoy a high retention rate. Being assured of having enough growth opportunities within their current organization minimizes the chances of employees seeking better employment options with other organizations.

Employee Retention Strategies To Help Businesses Build A Stable Workforce

Understanding The Problem Of Skill Shortage And The Best Ways To Overcome The Same

The term skill shortage has become extremely common in the recent years and has even become the most important topic of discussion within the recruitment industry. However, only a small percentage of people understand the true concept of skill shortage and its impact on hiring process within different business organizations. According to the experts from the top recruitment company Germany, skill shortage is not actually an issue of a decline in the number of suitably qualified professionals. Rather it needs to be viewed as the problem of constantly widening gap between specialists and skilled workers within a specific nice. Discussed below are some key reasons that have been deemed responsible for this ever widening gap and the best ways to resolve the same.

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Large Scale Migration Of Skilled Workers

Extensive globalization has opened up countless new avenues of employment for skilled professionals. This has resulted in mass migration of such professionals seeking better growth opportunities and the promise of a healthier lifestyle. The migrating workers leave a significant gap in the talent pools of their native countries and this, in turn, translates into a major skill shortage. In this  respect, companies from across the globe have much to learn from German business organizations, which have already taken the necessary steps to minimize migration of skilled workers by providing them the desired perks and benefits along with a great work-life balance within the country itself.

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A Considerable Generation Gap Between Old And New Workers

There is a huge gap between the older and younger generation of skilled professionals across the country. This is a matter of serious concern as soon the country is likely to reach a stage where it would no longer have any appropriately experienced professionals to replace the retiring leaders of the old cadre. Most of the professionals available at the time would have just started their careers and would be too inexperienced to take up senior leadership roles. In order to overcome this problem, the experts from the best executive search agency Germany advice their clients to hire overseas professionals with the right knowledge and experience for their middle management positions. In addition, they are also considering the fast tracking the training and development of younger professionals having leadership potential to prepare them for such roles in the near future.

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Lack Of Appropriate And Affordable Training Programs

Despite the rapid advances in technology, the cost of professional education and training has been on the rise. This prevents many candidates with the right attitude and the potential to gain the skills and the knowledge desired by business organizations for various executive roles. While the demand for such professionals continues to grow, only a small number of them are actually available since high education and training costs make it out of reach of a majority of candidates. In this context, it is important for business organizations to take the initiative of providing appropriate financial help and support to candidates having the competence to learn new skills. Such initiatives provide the organizations with a diverse talent pool of professionals, who are likely to remain committed and loyal to the company for a long time.

Understanding The Problem Of Skill Shortage And The Best Ways To Overcome The Same

Three Key Factors That Recruiters Need To Consider While Writing Compelling Job Descriptions

Writing good job descriptions is the key to attracting the right candidates for a specific position. This is true irrespective of the medium being used for posting job ads and reaching out to potential candidates both locally and internationally. In fact, the kind and quality of response received by a recruitment agency Germany for a job ad depend largely on the job description content. That is why most top recruiters lay much stress on creating highly impressive job descriptions. The task is not as simple as it may seem as creating such job descriptions requires an in-depth understanding of the role and responsibilities as well as an ability to accurately describe the same in just a few sentences.

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Why Good Job Descriptions Matter So Much?

A job description introduces the potential candidates to the available positions within an organization. It informs them about the key skills and qualities a hiring organization is seeking in the most suitable candidates for the role. However, a compelling job description is not just restricted to this aspect but rather acts as a powerful communication tool by offering critical information about the job position that is likely to influence candidate decisions. If a job description is not engaging and inclusive enough, it is likely to drive off potential candidates even before their first interaction with the recruiters. To avoid this eventuality, it is important for the recruiters to consider the below discussed three key factors while creating job descriptions.

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Choose A Catchy Yet Clear Job Title

It is essential to ensure that the job title provides the candidates a clear perception of what the hiring organizations are looking for. However, the title should not be too mundane to make it indistinguishable for countless other similar job positions posted out there. At the same time, it should not contain any unrealistic terms that are too vague or are likely to attract the wrong candidates. In order to capture the attention of the most suitable candidates, it is advisable for the recruiters to keep the job title as specific and direct as possible and include the industry and preferred language of the candidates to attract the right talent.

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Avoid A Long List Of Essential Criteria

Every hiring organization has a extensive list of essential qualities and traits that define a perfect candidate for a specific job position. However, posting this entire list in the job description is not the right decision. According to the experts from the recruitment agencies in Germany, including a maximum of must-meet criteria should be the rule of thumb followed to gain the attention of the best candidates. It is better still to highlight only two or three key skills that are essential for the success of a candidate in said role.

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Turn The Job Description Into A Sales Pitch

A compelling job description should have a strong and action-oriented vocabulary that motivates the candidates to take the next step. It should also reflect the company culture, values and growth opportunities for deserving candidates. The recruiters need to remember that they will be selling a job position to potential candidates and hence the job description should be designed accordingly.

Three Key Factors That Recruiters Need To Consider While Writing Compelling Job Descriptions

Five Traits Of Leadership Candidates Capable Of Getting Things Done

When it comes to hiring leadership candidates, most business organizations seek candidates with a specific skill set and impressive accomplishments listed on their resume. However, only a handful of professionals with seemingly strong leadership potential possess the ability to actually bring about a quantum change. This exceptional gift is found in candidates irrespective of the context and phase of their career and is referred to as Result Intelligence (RI) by recruitment companies in Germany and those across the globe. In general, candidates with a high RI are known to possess the following five traits making it possible for them to get things done.

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Always Focused On The Objectives : Leadership candidates capable of getting things done are constantly focused on the objectives of their team and their organization. In addition to having an absolutely clear understanding of these objectives, every decision of these professionals is taken in the direction of achieving these objectives. For this, they break down the final objectives into simpler components and processes and then work towards achieving the same in an organized manner. Most such professionals tend to have exceptional planning skills and have a practical approach towards getting tasks done and ensuring accountability.

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Aggressively Seek The Right Resources : People with a high RI understand the significance of having the right resources at their disposal to get the desired results. Hence, they work aggressively to ensure that these resources are provided to them at all costs. Whether they require more people, more money or any other type of resource, these professionals make sure that they are provided with the same and in a timely manner, no matter how assertively they need to demand the same.

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Know The Rules And Bend Them When Necessary : Leadership candidates are well aware of the rules and processes that govern the functioning of an organization. While they ensure that these rules are adhered to by the members of the workforce, they also show a willingness to bend these rules if it ensures better efficiency and performance. According to the experts from the companies offering executive search Germany, such rule breaking reflects the commitment of the potential leaders to get the desired results even at the cost of risking their own professional integrity. However, it is important for these leaders to have a proper understanding of which rules can be broken and which cannot be tampered with.

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Do Not Let Criticism Affect Them : Professionals committed to getting the desired results are used to being criticized by their peers and in some cases even their seniors. However, they do not let such criticism affect their decisions and working. They do not believe in appeasing people simply because they are well placed and connected within the organization. Rather they seek and ensure the participation of only the most efficient and competent professionals in the projects being handled by them.

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Do Not Accept Any Excuses : The go-getters o not accept any excuses for failure, even from themselves. When faced with a roadblock, they seek alternate means to get a task done. These professionals generally set high expectations and standards for themselves as well as others to get the best results.

Five Traits Of Leadership Candidates Capable Of Getting Things Done

How Do The Recruitment Companies In Germany Measure The Success Of The Recruiting Process?

Measuring the success of the recruiting process is as important as conducting the recruitment process for any client organization. However, the process of measuring the success is a challenging one and this is the reason the recruitment companies in Germany shy away from measuring the success of their recruitment process. Also, measuring as well as reviewing each and every aspect of recruitment in order to determine whether the process was a success or a failure will leave no time to plan the next recruitment exercise.

But, if certain key metrics are selected and the success is measured based on those parameters, one can easily understand whether the recruitment campaign was a success or a failure. These metrics, tests the quality and efficiency of the recruitment efforts poured in by the recruiter in conducting the recruitment process for an organization.

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Have a look at the key metrics which are deployed by the top headhunting company in Germany to measure its success quotient:

Turnaround Time For Making The Recruitment

The length of time which elapses between the job position opening and filling up of the seat with the right person matters a lot. By measuring the average time required to fill in the particular job position and the time actually taken for making the recruitment can give an idea whether the recruiter is able to meet the expectations of the hiring manager.

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Aging Of Requisitions

In order to evaluate the effectiveness of the recruitment team, it is important to track and monitor the aged requisitions. Having the zero aged requisitions is commendable, getting a 10-20 % of requisitions, which are beyond the 45 days period is also quite normal. By keeping a track and reporting the number as well as the percentage of the aged requisitions, the recruiters can easily identify as well as solve the problem before it even arises.

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Present To Interview Ratio

Bringing a whole lot of candidates in front of the hiring manager is of no use if the hiring manager does not like any of them. A key metrics come in the form of ratio of the candidates presented to the client organization to the number of candidates actually selected for the interview. Anything less than 75% selected may be considered as a cause of concern. But the reason can be many, including high expectation of the hiring manager or not giving a proper brief of the candidate’s job profile which leads to incompetent candidates being presented to the client.

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Interview To Offer Ratio

This ratio measures the number of candidates interviewed by the Hiring Manager to the number of candidates actually hired. The ideal ratio is less than 3:1 i.e. every 3 interviews should result in at least 1 hire.

Any ratio higher than this indicates that poor candidates have been submitted to the recruiter or the hiring manager failing to evaluate the candidates. A poor ratio leads to a lot of wastage of time for both the hiring managers as well as recruiters.

Measuring the overall success of the recruitment exercise, gives you a fair understanding of the entire recruitment process and also will make you learn from your mistakes which if prevented in the future can result in great campaigns.

How Do The Recruitment Companies In Germany Measure The Success Of The Recruiting Process?

What Are Creative Recruitment Strategies Adopted By Top Executive Search Agency Germany For Finding Candidates?

The most significant struggle faced by the smaller businesses is finding and recruiting the talented candidates who can take the business to new heights. They reach a state of dilemma where they have to choose whether to focus on strategies for capturing the business opportunities or strategies for making best hires.

This is when the top Executive search agency Germany can come to the rescue and bring the top talent with their creative strategies. Although there is no set formula to get success in recruiting, creatively blending the internet tools with the face-to-face interaction can grab the attention of the best of the candidates. Thus, gone are the days when the best recruitment company Germany used to rely on the strategies of posting the jobs on the online portals. Now the time calls for thinking out of the box, this is the reason the recruitment agencies are heading for creatively wrapped strategies. Have a look at these strategies:

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  • Live And Hunt

This is the prominent strategy adopted by the recruiters these days. They go on the question-answer websites or the technology blogs to be in the space where the targeted talent is present. They take part in the interactive sessions and group discussions held at different forums to gain an essence of how the prospective candidates desire to be connected. They even tell the candidates during the discussions about the hiring company and its vision and organisational culture. This way an informal dialogue about the recruitment gets started.

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  • Hiring Happy Hours

During the process of hiring for a particular organisation, the recruitment agencies, hosts hiring happy hours at their office or during some event, industry meet or any website. They use spaces to advertise about the job posting which cost nothing to the recruiters as well as the hiring organisation. Make sure the hiring managers are also present during the hiring happy hours to make on the spot hiring. This strategy works massively for the companies in the growth stage who have a bulk of job postings waiting for the right candidate.

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  • Hit The Qualified Past Candidates

Every recruiter tells the job seekers that their resume is put for future use. But how many firms actually notify these candidates? The recruiters are actually making use of this ‘we will call you’. Reach out to the finalist candidates who made to the last rounds, but unfortunately their selection was not done. The database of such candidates can be a great source of talented candidates. So, recruiters these days use email marketing as well as social media accounts to re-engage such candidates.

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  • Re-Engage The Social Media Accounts Of Client Organisation

Without doubt, the Social media is a powerful tool. People make a genuine use of it when it comes to job postings. The recruiters advise their clients to post pictures and videos of happy employees and their thriving experience of working in the organisation on the career page to make the prospective candidate understand how it is like working here.

Indeed, the creative recruitment strategies can bring great advantage to the hiring process. The little innovation added to the recruitment possibilities makes the German recruitment agencies, the best executive search firms.

What Are Creative Recruitment Strategies Adopted By Top Executive Search Agency Germany For Finding Candidates?

Why Hiring The Recruitment Company Germany Is Considered As Good Business Decision?

There is a great advent of the Recruitment company Germany with each and every organization hiring the services of these firms to get their hiring issues resolved. These companies not only help in avoiding making a wrong hiring decision, but also minimizes the chances of getting trapped in any legal liabilities on account of hiring the employees.

So, are you still in doubt as to whether hiring the services of Executive Search Germany is a good or a bad business decision?

We give you 4 concrete reasons which proves that hiring the recruiter firms is a rewarding business decision. Take a look:

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Proven Search Tools

The better candidate depends upon the better search made for hiring them. The professional recruiters have a bunch of recruiting tools and know where to look for whom. Right from the online professional networks to contacts at other business, these executive search firms have a history of producing great hires. They possess good experience in getting together the best candidates and know where and what will give the relevant results. You may be knowing the job sites, but not like the way they know these sites and other online spaces.

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Knowledge Of Job Market

The recruiters have the knowledge of the job market and the prevailing trends; thus are able to give a clear picture of what kind of talent is available in the market. They also have the tools of web analytics which provides important information on aspects such as market pay rates and salary ranges. Knowing these aspects before the hiring process can indeed make the hiring process an enriching one. Thus, it saves you from spending your time and energy on the candidate you can’t afford. Also, there are industry specific recruiters also, you may hire in accordance to industry you deal in.

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Hidden Job Market

Passive candidates! If you recruit at your own, your vision will be limited to the job boards, which include the people who are looking for a job change. But, sourcing the candidates who are not even looking for a job change by convincing them that the job opportunity it too good to waste is what the recruitment firms can do for you. They approach these candidates with tactics and makes available the best talent in the industry for the hiring organization.

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Pre-Screen The Candidates

Since, you are a business owner, you need to juggle between managing your business and recruiting the employees. For executive search agencies, recruitment is their prime domain area, thus they have ample time to thoroughly prescreen each and every candidate. The recruiters swipe through the piles of resumes which reaches their office and will call the prospective candidates and conduct an initial round of interview in order to prescreen the candidates, so that the narrow-down list of candidates reach the business organization. They also suggest the good-to-fit candidates for the particular organization.

As a business leader, trying to manage the recruitment process and its related issue may be considered as wasting away of time. Also, the recruiter can handle the recruitment process in an organized manner and in compliance to the law of the land. Thus, it is definitely a good business decision if you take the services of the recruitment agencies.

Why Hiring The Recruitment Company Germany Is Considered As Good Business Decision?