Hiring In Germany – Need For A Strategic Partner

Germany’s Job Market

Germany is one of the most industrialised nation of the European continent which boasts major players in the industries such as automobile manufacturing, machinery, precision equipment, heavy automotive, technology, financial services and software.

The German job market proved to be one of the most resilient during the recent recession. The employmentrate is high and unemployment is comparatively low, but an acute skills shortage is posing a threat to companies in the country.

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With the amount of recruiting going on in the market, competition is fierce for companies of all origins and sizes as well as across segments and functions. The demand for candidates is leading to a scarcity of “readily available” talent and reduces the volume of job seekers in the market.

The top opportunities in Germany include:

  • Sales and Marketing experts
  • Healthcare professionals
  • Scientific researchers
  • Information Technology Specialists
  • Mechanical and Electrical engineers
  • MBAs
  • Finance and Accounting experts
  • Hospitality Management professionals
  • Teachers
  • Administrators

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Recruitment Companies

More targeted and sophisticated recruiting processes are being used to identify and attract the calibre of candidate required. Hence choosing the right recruiting partner has become crucial in the German market. There are thousands of recruitment companies in Germany of varying sizes and origins – domestic as well as international.  Several of them focus onexecutive search for senior level positions or highly technical specializations. They have the know-how, resources, image and credibility to get high calibre candidates to the table and advise and support the clients in every step of the process. Recruitment companies also communicate the long-term vision and prospects for the company and for the individual.

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Time to fill and hiring manager satisfaction are becoming less significant, making thequality of hire an even more valuable performance metric. Most organizations are measuring thequality of hire through new hire performance evaluation. Given the criticality of getting it right first time, the agency costs for recruitment has reached almost 33% of the first year’s salary of the candidate making it a vastly remunerative and fiercely competitive business.

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Recruitment companies are increasingly using innovative approaches related to social media, mobile technology, big data, and artificial intelligence.The Social media has emerged as one of the powerful tools for accessing the information about the potential candidates and thus, enabling the recruitment companies to tap into a bigger talent pool by engaging the  passive job seekers. Mobile technology is being leveraged as an opportunity to reach job seekers while they are on the go and also influence employer branding. The data is used by the recruitment companies for sorting through the vast streams of data to find out the qualified candidates in a speedy manner, predict the hiring needs and thus, increase the employee retention percentage. Artificial intelligence is also being used to streamline the recruiting process, helping to identify the best candidates through the use of algorithms and advanced search technology.

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The best headhunting company in Germany offers clients a selection of candidate profiles, service quality, consultative style, value for money and placement speed through sophisticated and innovative techniques. On the candidate side, the company focuses on quality and selection of positions offered, consultation and communication during and after the process, service quality and duration of the placement process.

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Hiring In Germany – Need For A Strategic Partner

Understanding the Need for Leadership Candidates to Develop Delegation Skills

One of the key traits that business organisations need to look for in prospective candidates to be recruited for leadership roles is their ability to delegate tasks. Sadly most organisations take it forgranted that the candidates they choose will naturally possess great delegation capabilities. Thankfully the top recruitment agencies in Germany understand that this might not always be the case. That is why they make sure that the candidates they shortlist for their clients, possess all the necessary skills for the specific role, including delegation skills for leadership roles. It helps in ensuring not only the success of the candidates within the organisation but also to help the organisation get the desired performances from the candidates.

recruitment agencies in germany

Need for Delegation Skills

Despite their constant use in a work environment, most recruiting organisations are unaware of the significance of hiring leaders with good delegation skills. This is because they fail to recognise this skill as an independent attribute that not only helps the candidates to manage their teams in the most effective manner but also enables them to take on new challenges. Possessing this skill enables the potential leaders to not only identify the right candidates to perform specific tasks but also motivate them to carry out the same in a stress-free and efficient manner. Thus a candidate possessing the right delegation skills can help in not only ensuring their own growth within the organisation but also improve the overall productivity and performance of their team, which impacts business growth.

Factors that Effect Delegation Skills

The best headhunting company Germany generally focuses on the following factors that can deeply influence the delegation skills of the candidates in the practical work environment.

Whom to Delegate: The kind of people to whom the leadership candidates need to delegate the various tasks is an extremely important factor to consider. The recruitment companies need to consider the general attitude, qualifications, skills and experience of the people, whom the leadership candidates are expected to delegate the tasks to. This is because the delegation skills required with employees working at the most junior levels within an organisation are generally quite different than those required for dealing with mid and senior level employees.

Delegation Strategies: The recruitment agencies in Germany also need to learn about whether or not leadership candidates intend to follow specific delegation strategies. While candidates who assign tasks after careful consideration of the skills and experience of their team members are preferred by most organisations, there might be exceptions to this trend. Some companies might not feel averse to the idea of candidates who take spontaneous decisions about assigning tasks based on their understanding of its significance, priority and expected outcome.

Communication with Team Members:  This is perhaps most important factor that can influence delegation skills of a candidate. The ability of a candidate to educate the team member being assigned with a specific task about its importance ensures its successful completion. When the leaders clearly define the objectives of a specific task to their subordinate as well as the benefits and consequences of getting it done in an expected manner, the employees responsible tend to give their 100% to make the task successful.

Understanding the Need for Leadership Candidates to Develop Delegation Skills