Recruitment Trends In Germany

Entering and forging further into foreign markets is surely a step worth considering especially developing and evolving the business. However, there are massive barriers a business has to overcome to happily enter a brand new niche, domain or market. In order to find highly skilled staff which is one of the biggest challenges let’s understand the top 5 trends that companies must be aware of regarding recruiting or headhunters Germany.

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Recruiting Technologies

It does seem that the trend of digitalisation is unstoppable but there are video-based job interview technologies that are now emerging and becoming far more popular over the past couple of years. Mobile recruitment solutions are also evolving and are very much on the rise since the year 2014.

There are also many Challenges that recruiters face nowadays. Every second recruiter is concerned with finding suitable candidates and placing candidates in a timely manner. About every third recruiter complains about their extreme pressure and workload along with the struggle to find an apt balance between operational recruitment tasks and project management.

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Active Sourcing & Social Media Recruiting

 

Post a dip in the year 2015, active sourcing has now turned out to be a commonly utilized recruitment strategy that people use.

When it comes to the digital concept of social media recruitment platforms there are no surprises in the recruitment market trends. Platforms like Instagram, SnapChat, Pinterest and Whatsapp are live in the shadow of the huge players in the market.

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There are now various channels that communicate about vacancies. The corporate career and job websites have come at the top of these channels and are being used to post communicate vacancies that are followed by social media business platforms. These also include recruitment events like the federal employment agency and various job fairs. On the other hand, print media, HR consultancies and various other external manpower sourcing providers have become important in communicating with clients and posting job vacancies on varied portals

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Future Investments

In which domains do German recruiters plan to invest more money? Almost every second company is planning to invest further in social media business platforms to attract candidates and hire new employees. The companies also emphasized investment into employee referral programmes, job fairs and social media platforms.

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Recruiting Tools in Executive Search Germany

Candidates actually consider employee referral programmes as crucial and a very efficient tool in the entire end to end recruitment process. This very much aligns with the new trend of companies who are ardently willing to invest into such innovative new age programmes. Video recruitment tools are found to be the least helpful by many job candidates. This fact is also indicated by various findings from recruitment trend studies in Germany. Lastly, it is crucial to have a culture test right in place because it is the second highest ranking recruiting tool which candidates will find extremely useful.

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What We Learn

 

  1. Candidate Experience and Active Sourcing has developed to be a very relevant topic in the entire recruiting business in Germany.

  1. Employer Brand has obtained significance in the most recent years and also imposes tons of challenge or restrictions to the recruiters in Germany as compared to hiring professionally experienced workforces.

  1. Social Media Recruiting trend has seen to be dipping low in the year 2015. However, through the entire year of 2017it has regained the traction and strives hard to make a comeback.

  1. Since 2013, the existence of applicant management systems is being steadily growing and the employee referral programmes will continue to obtain importance since the year 2014 as well.
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Recruitment Trends In Germany

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

5 Hidden Costs Incurring to you Because of Mis-Hires

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“If you think it’s expensive to hire a Professional,

Just wait until you hire an Amateur.”

A mis-hire not only pose a financial burden on the company that can last for months, but there are other subtle costs associated with mis-hiring that many HR professional ignore. These unseen costs can impact your business for years, long after the financial impact is absorbed.

These 5 hidden costs can only be ignored by hiring right kind of candidates either inhouse or by hiring a Top Executive Search Agency.

Hidden Cost 1 : Morale of the employees suffer

One rotten apple can spoil the others in the bunch as well. Even though this could not be entirely true in an organisation but a mis-hire can have a significant negative impact on the morale of good employees who eventually may leave the company thereby lowering the morale even further. The overall productivity can be hit & extra cost may be infused in terms of training & discipline.

Hidden Cost 2 : A Poor Customer Experience

The mis-hire can come in contact with clients, customers, vendors etc while doing his job. These people can have a bad experience with an under-performer & may chuck their relations with the company altogether. Thus a mis-hire can damage the company in an irreparable way by hitting the sources of revenues of the company.

Hidden Cost 3 : Work Productivity suffers

The mis-hire would impact the work productivity of an entire team in terms of quality, creativity & finesse. Working in team is very crucial as one’s work affect the efficiency of the entire team and hence can lead to bad quality products further damaging the business.

Hidden Cost 4 : Micromanagement Culture

The effort a manager has to put in getting work done from a misfit is much more than normal. It forces them to micromanage & sometimes even do the work themselves as they are answerable to the clients & the higher authorities. The point here is, it is not just a single mis-hire, there can be multiple of them & in that case, the sole work of a manager is lost & he is left with no choice but to work at micro level.

Hidden Cost 5 : Rushing to the next Recruitment Drive

So now, you are rid of the mis-hire, but you need resources to complete your work. For that, you will rush to a fresh recruiting process & without giving enough time to it, end up hiring another mis-hire thus getting stuck into a vicious circle.

Recruitment is not an easy task. Special time & effort needs to be invested in hiring the perfect individual which is correct for your company.

5 Hidden Costs Incurring to you Because of Mis-Hires