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.

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

Best Practices For Needs Assessment In Executive Search

Needs Assessment is one of the basic starting points in the executive search process. The process of Needs Assessment not only confirms that the hire for a particular executive job is needed but it also determines how this hire would be beneficial for the organization in the long run. Needs Assessment is very important as it prevents unnecessary hiring. Once your hiring is justified, it also helps in defining the type of candidate that is needed.

Being the Top Executive Search Agency in Germany, or at least one of them, the one thing we always stress before carrying out an executive search for any company is their Needs Assessment for the particular search. It not only helps us in understanding their requirement but it also helps in laying out a better recruitment plan before the executive search.

Best Practices For Needs Assessment In Executive Search

Basic Parts of a Needs Assessment for Executive Search

In order to lay down a needs assessment plan for your executive search, the first thing you need to do is list down the current skills of your organization and try to look for the performance gaps that might require an executive position. Doing this would help you determine whether you need an executive or not. This can be done for any position be it a brand new one or the existing one. You can also use this analysis to identify new opportunities and the same can be addressed as well during the ongoing hiring process.

Once you have sufficient reason for the job, lay out a job description based on the needs you listed down. At this stage, you may be tempted to copy from the past executive job description but as we discussed earlier, with time, the requirements from even an existing post may change and hence writing down a fresh job description might be a good idea. As all the top headhunting companies in Germany make use of this job description in their executive search, making sure that it lays down your requirements clearly can ensure an effective and speedy recruitment process.

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Executive hiring is very important so spend some time determining exactly what experience and skills you are looking for. Also rewriting the job description gives leaders an opportunity to run a SWOT analysis on their previous job descriptions as well as the candidates that were hired on the basis of that description.

Once you have the job description, it is imperative to determine the urgency of filling the position as it will have an impact on the manner in which the hiring process would be carried out. Here, the recruitment agency comes into play and is especially helpful when it is a high-urgency hiring situation.

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Benefits of a Needs Assessment

Working on Needs Assessment might take a little bit of time, but in the long run, it will result in a more focused, less time consuming executive search. It could save you thousands as the more time it takes to find the perfect match, the more expensive your executive search will be. Also hiring the right person in less time would mean more productivity as well as more achievements in terms of organization’s goals.

Needs Assessment leads to a faster hiring process, as finding the right person takes less time when the needs are properly identified. Also, once the needs are clear in advance, the screening of candidates becomes faster and the shortlisting of candidates happens faster.

Lastly, needs assessment not only helps in the hiring process, but the ongoing analysis helps in identifying potential gaps which can be worked upon in order to ensure better productivity in the organization.

Best Practices For Needs Assessment In Executive Search

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

Looking For International Recruitment? – Check Out German Recruitment Agencies and Recruitment Experts

Who doesn’t dream of working in an outside country and make a lot of money? In case you are the ones who wish to work in Germany for any reason, you are undoubtedly looking out for some top recruitment agencies, Germany. But before you make a decision, make sure you know about all the services the company provides along with the areas that it covers. Having an agency with years of experience in the field is always a plus point. They can find and seek the best multi-lingual candidates in the market. It can turn out to be a great career opportunity for you in Germany. The agencies working with the famous multi-national companies are trusted to land you an excellent job in the German cities. They have significant roles to play internationally.

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The candidate of a good German recruitment agency will be not only multi-lingual but also highly adept in their particular field. You can also check out some articles from leading newspapers, magazines and TV. If you are talented enough, the companies and the agencies are always going to be on a lookout for you so that they can strengthen their teams. You will eventually land up in a multinational company in Germany.

With the help of a right agency, you are going to be in a good position in a good company. This is the basis of all the recruitment process. However, care should be taken from both sides. You cannot wholly rely just on the recruitment agency without making any efforts from your end.

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Management And Contacts

The main aim of the German Recruitment Agencies is to have a specialization in headhunting and aiding the companies with external roots in recruiting the people they require within Germany. A wide range of people applies for the same- from sales personnel to the marketing managers, country managers, IT professionals,   CFO’s, etc. To be very honest, it is not very simple to find an excellent sales staff. There’s a significant cultural difference between Germany and the other countries. Only a right employee can help the company in growing their business in Germany. There comes the considerable role of the recruitment agencies. They know exactly where to look for finding the perfect candidate for particular industries. They will get you the perfect match so that you can be successful in all your endeavours.

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Roles of Recruitment Agencies

The primary focus of the recruitment agencies is in the executive recruitment. Some good organizations also offer the services in the field of mergers and acquisitions. They help the owners of the middle-sized German companies in finding the right candidates. They can also perform the searches for the ones wanting to buy a German company.  At last, they can also help the businesses looking for German distributors and get in contact with the ones who are interested in purchasing the new products. After closing the selection of a candidate, the agencies also provide the required support in negotiating the salary and in establishing the employment contract.

Looking For International Recruitment? – Check Out German Recruitment Agencies and Recruitment Experts

The Must Have Qualities Of German Recruitment Agencies

In recent years, recruitment firms are leaving no stone unturned in providing the best services at minimal costs. For an employer, this has given them something to ponder upon. Most of the German Recruitment Agencies are offering recruitment services at most competitive prices.It becomes vital that before hiring any recruitment agencies you make sure that they possess a certain set of qualities.

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Hiring the right headhunters in Germany will streamline the entire process of recruiting the best candidates. Let’s have a look at a few of the qualities that a recruitment agency should possess.

Specific Expertise of Industry : It is vital that the recruitment agency should have a clear understanding of your industry. By having a solid insight of your business, the agency will be able to identify all those candidates whowill be suitable. There is no point in investing in a recruitment agency that is not aware of the nature of your business.

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Should Dig Deep : There is a possibility that the candidates,who you are looking for might have been already recruited by your competitors. However, the best recruitment firms would look into every possibility to hire the best workforce for you. There is a lot more to it than just picking up candidates from online job portals. Nowadays, there are many strategies which are adopted by the recruitment firms to rope in the best candidates.

Indulge in In-Depth Screening : The job of a recruitment agency is to sort out the best people who would be perfect to perform a particular job. An agency which is diligent enough will spend the optimum time in screening the candidates. Finally, only those candidates will be presented to you who will prove to be ideal for the role.

Qualified And Registered : Most of the reputed recruitment firms are well qualified and are registered under the laws of a particular region. The firm should have a clear understanding of the ethical standards and the latest employment laws.

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High Retention Rate Of Employees : Never fall into the trap of those recruitment agencies which boast about filling the complete vacancies of their clients. Just filling the vacancies won’t matter if the recruited candidates quit only after a few months. The agency should be able to showcase theactual data of the retention rate of the employees.

Guarantee Their Results : A good recruitment agency would always guarantee their results. This will reflect their confidence in the ability to select the perfect candidate. Also, once the agency has hired the candidate, this doesn’t mean that their job is done. The agency should keep a constant check on the performance of the recruits at least for the next six months. This would enable them to rectify their approach and choose the right candidate next time.

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In The End

With a plethora of recruitment agencies to choose from it really becomes vital that you invest in the right one. This enables you to save both your time and precious money. Hiring just another recruitment agency would do no good for your company. Therefore, it becomes vital that the agency you choose should possess a few of the qualities which are mentioned above.

The Must Have Qualities Of German Recruitment Agencies

Interview Guide By One Of The Top Headhunting Company In Germany

“The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it.” – Theodore Roosevelt

 

This advice definitely comes in handy in your search for an executive position. Headhunters in Germany can only give you the opportunities. How you make use of these opportunities is totally up to you. As one of the Top Headhunting Companies in Germany, that has been in the industry for a long time, here is a list of tips that would train you to become the best in your interview process for an executive.
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  1. Be thorough with your current as well as past work – You will always come across a question regarding your past achievements, what did you do, how did you do it, how long did it take you and so on. Even though you have did the work and you know the answers to all this, it is always better to revisit and revise as it might be a long time back and you might not remember everything. Companies usually try to understand how well you will be able to handle their business challenges. A thorough description of this would help the recruiters understand your judgement, thought process, strategy, decision making and finally your ability to solve a particular problem effectively and with great results.

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  1. Learn all the numbers by heart – Organizations often ask questions about the size of your previous organizations and the budgets of the projects which you have done. This is done generally to know if you would be a fitting candidate for their organization. So you need to know each and every number by heart, for instance what is the annual turnover of your organization, how well did you use the funds assigned to you and so on. Learn all these numbers so that you do not get stuck anywhere while giving your interview.

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  1. Be very honest about your values and beliefs – This is extremely important as your values must match those of the company and vice versa. After all, you do not want to have regrets after taking up the job. Recruiting a candidate is expensive for the company as well. So it is better to clear everything before making any decision. Be very honest about your ethics and values in the work environment so as to make sure your key values align with the key values of the company.

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  1. Be Passionate – For this to happen, ask elaborate questions around your role and responsibilities within the company. If this does not excite you, you definitely need to think twice before going ahead with your process of recruitment. In any interview, you are judged on your energy level and nobody can fake how he feels about something. If you like the role, make sure you show your recruiters the same passion and zeal for the job that you feel.

 

  1. Work on your story telling skills – One important skill on which an executive is judged is how well he/she can ignite a spark in his subordinates so that they can work with passion and dedication. Motivating individuals is a difficult task. For this, you need to have strong public speaking skills as well as storytelling skills. This skill of yours will be judged in all your questions. How well can you define your whole professional/personal life without boring the interviewer? It is all about bringing positive energy to the table.

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Work on your problem solving skills under difficult situations – The last but the best one. A good executive is one who knows how to handle problems under difficult and challenging situations. Nothing is a walk in the park in the competitive industrial environment of today. This skill is usually judged by giving problem statements to the candidates. The approach which you take towards the problem is important and also how persistent you are to solve it. One important thing is, that it is not always about solving the problem; but “giving up without trying enough” is the bigger disaster.

 

Interview Guide By One Of The Top Headhunting Company In Germany