Why You Must Hire A Recruitment Company In Germany?

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Now we all know that many people lie or at least stretch the truth in their resumes so how to find the right person for the right job every time? It is nearly impossible but yes you can come as close as you can by hiring a Recruitment Company in Germany. Going for recruitment companies in Germany is not only cost effective but an efficient method of recruitment as compared to in-house recruiting. For both small and large companies, recruitment is an additional task that will not directly affect the ones who are performing it. Recruitment has an effect on the entire company and is crucial to achieving overall organizational goals.

Why You Must Hire A Recruitment  Company In Germany?

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Why You Must Hire A Recruitment Company In Germany?

5 Tips for Selecting the Right Recruitment Agency in Germany

“I am convinced that although training and development are important, recruitment and selection are much more important.” – Stephen R. Covey

If you are an employer, you already must have considered checking out recruitment agencies in Germany to handle your staffing needs. Going for a German recruitment agency can have a lot of benefits.

  1. The length of your hiring cycle could be reduced considerably.
  2. The chances of a bad hire are much lower.
  3. One can save a significant amount of time, money, and resources.

“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” – Lawrence Bossidy

Employees are the base of any company and so hiring them is a lot of responsibility, something you can only entrust a reliable agency. Therefor you need to choose the best-suited agency that will not only cater to all your needs but also bring the best talent in your company.

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Here are five tips that can help you choose the right recruitment agency for your organization:

  1. Specialization

The first step towards finding the right agency is to identify your recruitment needs. If you need to recruit new employees for different positions, you should go for a generalist recruitment agency. But if your staffing needs involve a particular specialization, it is helpful to partner with an agency that has expertise in that area. This would not only benefit you in terms of the recruiter’s vast knowledge in the hiring market, but will also give you an access to a selected group of qualified staffing professionals who can better understand what you’re looking for regarding experience and skills. A specialized firm will also attract more qualified candidates compared to general firms, thereby giving you  a better access to the top talent in the industry.

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  1. Recruitment And Hiring Strategies

The second thing to keep in mind is making sure that your vision coincides with the agency you are going for. In order to do this always ask questions around the agency’s recruitment and hiring strategies before you make your decision. Every agency has its own style of screening candidates and looking for potential candidates. If you feel that these strategies are not up to the mark or you feel they won’t be able to serve your purpose, it is time to move on.

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  1. Reputation

“Your brand is what other people say about you when you’re not in the room.” – Jeff Bezos

Just like any other business, reputation or in fancy words, brand name in the recruitment industry is paramount. It is easy for an agency to talk about how good their hiring skills are, but what its previous clients say about it makes the main difference setting apart one agency from another.

So, the best way to make sure that you will be receiving top quality recruitment service would be to look at the firm’s client base. Remember it is better to go for an agency with a few long-standing, loyal clients than an agency that boasts of a lot of clients who never returned once gone.

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  1. The Candidate Pool

“A great employee is like a four leaf clover, hard to find and lucky to have.” – Tammy Cohen

Everything aside, the most important thing to keep in mind while choosing a recruitment agency is its candidate pool. The main goal of the agency is to provide you the best-suited candidates. If the agency’s network is untested and small, you might not be getting the best candidate and that is the whole point of going to an expert.

In order to make sure you are making the right decision it is important to ask questions about how the screening of candidates happen, where the recruiters do their recruiting, and what their success rate is. If you are satisfied with all the above points, Congratulations! You have found “The One”.

5 Tips for Selecting the Right Recruitment Agency in Germany

How Valuable Can Recruiting Companies In Germany Be To The Success Of Your Business?

“A Good Recruiting Process Focuses And Aligns Recruiters To Deliver The Best To The Organisation. Ultimately, A Recruiter Really Should Be Viewed As A Business Partner, Someone Who Is Critical To The Success Of The Business.” – Mathew Caldwell

 

We often get so involved in the customer aspect of the organization, that we tend to ignore the employee aspect of it completely. As important as your customers are to you, having a perfect workforce to take care of these customers is equally important and hence neglecting this crucial aspect can lead to failure.

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Hiring a Recruitment Company in Germany, can help you handle this aspect without much effort and would benefit you in more ways than you would have imagined. Going by the facts, it is said that more than 79% businesses consider recruitment as an important aspect of the business. People are now becoming aware of the professional services being provided by recruitment companies in Germany and therefore the involvement of such firms in the recruitment process is at an all-time high.

Having such a firm on board can be crucial to your business at this time of rapid industrial change and would be valuable in a lot of ways.

  • A Ready to Use Candidate Database – With an agency, comes a well maintained, up to date database of potential candidates that not only will help you find the perfect match for your organization but would also benefit you in terms of time and money. Having an up-to-date database would save you a lot of time and would start the actual interview process at a much earlier stage than you could achieve yourself if you do everything on your own. This would make your hiring process more streamlined and less time consuming.

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  • An Effective Screening Process – The most frustrating part of having an in-house hiring team is that there could be times when you have to conduct unnecessary interviews where you know in the first 5 minutes that your hiring team has made a mistake by selecting this candidate for the interview. Having a professional agency on board would save you a lot of hassle and would make sure that you are meeting only interesting and fitting candidates who actually have a chance of becoming an asset for your company in the long run.

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  • Less Turnover Rate of Employees – Bad hiring sometimes mean that you are hiring again and again which not only costs you time and money but is also a blot to your reputation as an employer. Nobody would want to join a company where people are resigning very often. Having a professional firm would help you find candidates with the right skill and would also make sure that the candidate’s career goals are in sync with the organizational goals. It would not only help you have a lesser turnover rate but would also lead to a much more positive environment in the company where right people are working in the right jobs and everyone is excelling.

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  • A Huge Saving of Time and Money – We can’t stress this point enough. Time and money are the two pillars on which your business is built. There should be an inflow of money to support the business and ample time for things that would set it on a path of growth. While hiring a recruitment agency in Germany costs money, this will quickly be recouped by the excellent candidates you receive and hire. The cost is quickly outweighed by the gain in productivity by your new employees. This also frees up your attention from the tedious hiring process so that you can invest in other, more profitable areas of your business.
How Valuable Can Recruiting Companies In Germany Be To The Success Of Your Business?

4 Signs That Says You Need To Invest In Recruitment Agencies In Germany

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As they say, the success of your company totally depends on the people you hire and so having a full proof recruitment process is more of a necessity than a luxury. As one of the best German Recruitment Agencies, we come across a lot of companies who were not able to survive the wrath of bad recruitment just because they chose to ignore these obvious signs. Hiring a professional here would bring with it years of experience and expertise that would help you recognize the right skill set as well as help you find the right kind of people who will be in sync with your company goals.

READ Full Blog Here :::: 4 Signs That Says You Need To Invest In Recruitment Agencies In Germany

4 Signs That Says You Need To Invest In Recruitment Agencies In Germany

Nine Things In Your Executive Resume That Are Hated By Recruitment Companies In Germany

As a top recruitment company in Germany, we review a lot of executive resumes and there are certain things that are absolute pitfalls. So, if your resume is not giving you the desired results, here is a helpful guide from one of the best recruitment companies in Germany, a list of 10 things that you need to avoid in your executive resume.

  1. Offering Up Unnecessary Personal Details

The top section of any resume is the personal information and that is where you need to be a little cautious in including unnecessary personal information such as your religion or marital status etc.

  1. Unprofessional Email Addresses

We all have them, some funnier and more embarrassing than others, but there is simply no excuse to put them in your resume. This is the paper where you want to show how professional and hardworking you are in your job and the first thing you tell them is only unprofessional. Do not do this. Create a professional email address for yourself.

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  1. Personal Pronouns

This is one of the most common mistake we come across. Use of personal pronouns such as “I”, “Me” or “My” in the resume needs to be omitted as one follows the convention of resume writing.

  1. Font Choices

In short, “It is not only about what you write but also about the way you write it.” While scanning the resume, decisions are made based on everything that is in your resume and that also includes the choice of font. Research has shown that the fonts can say a lot about a person so you need to be really careful while selecting one for your resume. Times New Roman or other serif fonts are considered old fashioned fonts but at the same time, you might want to steer away from fancy, calligraphy fonts which are difficult to read and understand. As they say, “Beautify your resume with your words rather than your font.”

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  1. Spelling Mistakes and Poor Grammar

A pretty self-explanatory but the most non-negotiable point in your resume. Having a spelling mistake or grammatical error is not only a poor reflection on your intelligence but also questions your ability to pay attention to detail, your genuine interest in this role and your time management skills.

  1. Inconsistent Formatting

Sometimes, when we are creating a new resume, we pick chunks of it from our old resume and this sometimes lead to inconsistent formatting and is a big pitfall. So make sure that the font type, its size and formatting are consistent. You need to be more cautious especially while adding bullet points, dates and other features.

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  1. Lack of Tangible Elements

While going through your resume, the primary question is whether you are a potential employee who will be able to bring an ROI for the company if you are hired. To showcase this you need to write down your achievements in a highly quantitative and measurable way thus making your capability unquestionable.

  1. Irrelevant History

Executive search usually presents us with resumes of people having more than 15 years of experience and as tempting as it sounds, you absolutely should avoid pouring each and every detail of it in your resume. The most acceptable length of an executive resume is 2 – 4 pages and any overstepping this limit would make you look like an unprofessional. Hence, it is often advised to only summarize positions that are a long time ago.

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  1. Your Compensation Level

Don’t worry! You will get plenty of opportunities to discuss this but your resume is definitely not one of them. A resume is not an appropriate platform to state your current salary or your future financial goals so please keep them to yourself for now and wait for the right opportunity to discuss this.

Nine Things In Your Executive Resume That Are Hated By Recruitment Companies In Germany

How A Recruitment Company In Germany Finds You

The recruitment companies in Germany are looking for you as desperately as you want to be found. Whenever an executive search is carried on, there are many platforms/channels, a Recruitment Company in Germany uses in order to find the best fit possible for the role in hand.

In order to be found, there are a lot of things you can do. Being active on social media is one such thing you can do. Here is a list of things that every search agency uses while finding a suitable candidate for their executive search:

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Personal Network and Knowledge – Being one of the Top Recruitment Companies in Germany, we know that this is the first step any agency will take when they start their search for suitable candidates. Built over decades of industry and executive-level experience, an executive search professional’s personal network is their biggest asset which they leverage to find the right candidate in less time.

In order to come up as an option here you have to do what you do in your regular job: Make your brand. Attend Executive Leadership events and voice your opinion and values so as to establish yourself as a thought leader. Remember this is nothing but word of mouth marketing and for that you need to convince the people in your network that you are worth referring to.

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Social Media – This is the second most important platform that is being leveraged in executive search. And I am not talking about only LinkedIn over here. The requirement of the job would decide which platform the agency would be looking for. For example, if they are looking for a head of marketing, they might check your followers on channels like Facebook and Twitter. If they are looking for an Operations head, they would be more interested in looking at your achievements showcased on LinkedIn.

Nonetheless, platforms such as LinkedIn and Xing (for Germany) remain the foremost sources. Ensure that your profile reflects your skills.

Voice your opinion in the most relevant form possible. You can add comments on various discussion groups on social media. This would help you establish yourself as a thought leader with a belief system.

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Attendance Lists of Executive Events – Attending such events is something of a must. Executive search professionals can look at the attendance lists and then look into the background of the candidates who attended these events. Establishing yourself as someone who is proactive in such events can help you get the attention of Executive search agencies.

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Proprietary Databases – Most Executive Search firms maintain a database in which they store candidate and client information. This is a valuable source of information for any firm while carrying out the search for appropriate candidates.

For this, all we suggest is keep giving interviews. This could give you an entry in this valuable database source. Even if you did not get a job for the role you applied for, you are now in the system and may be contacted for future roles.

How A Recruitment Company In Germany Finds You

Things The Top Executive Search Agency Germany Does When Hiring Goal Oriented Talent

Work-life balance, career opportunities and good perks – these are some of the things that young talent of today is looking for when analyzing any job opportunity. The highly educated and skilled workforce which is hitting the German job market is not only looking for flashy paychecks, but something more than that. Their entire emphasis is on professional growth and the attainment of future goals. This is the reason that even the best recruitment company Germany was required to refocus their recruitment methodology in order to attract this goal-oriented workforce.

You must be wondering how the top executive search agency Germany is attracting the young talent?

Here are the ways and means through which recruiters are focusing their recruiting efforts ongoal-oriented talent:

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  • Defining Goals

Goal setting should not only be reserved for current employees rather, potential candidates should be given a similar opportunity so that they can make the decision whether to apply for the job or not. The recruiter focuses on more than just making a hire because he puts his emphasis on planning the future of the candidate with the client’s organization. The predefined goals surely aid in having a better understanding of who will fit the job perfectly. This way, the quality of hire is improved greatly.

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  • Give Clarity On Short Term And Long-Term Goals

Gone are the days when posting the overall goals of the organization can satisfy the queries of the candidates. Candidates nowadays want to know before joining the team how their goals are aligned to the wider goals of the company. Candidates need to be told about the long-term as well as short-term plans of the company. The executive search companies identify the goals of such candidates during the pre-screening process. Candidates are given the opportunity to bring to the table how they would approach as well as achieve their goals.

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  • Establish A Connection Between The Individual Goals Of The Candidate And The Overall Mission Of The Organization

The young talent of today is not only goal-oriented, but they aspire to make a difference to the corporate world. This is the reason the candidates are looking to work with that organisation, that establishes a connection between their vision and mission and the overall goals of the organization. The goals of the candidates should align with the mission, vision and the overall goals put forth by the organization. The mission and vision statement is shared with the candidates so that they can see what their individual goals are and how well they align with the larger goals of the organization.

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  • Autonomy

Headhunting companies these days are not just looking to find candidates who possess the right skills or experiences, instead, they are looking out for those who are self-starters. Autonomy is not a skill, but the way the employees interact with each other throughout the day. The candidates are told the amount of autonomy they will be given for the particular position and how they are required to manage the workload in an effective manner.

Things The Top Executive Search Agency Germany Does When Hiring Goal Oriented Talent