Why Job Description Is Crucial To A Successful Executive Search In Germany?

“The Secret Of My Success Is That We Have Gone To Exceptional Lengths To Hire The Best People In The World.” – Steve Jobs

So now you have decided to carry out an executive search in Germany and have also communicated to your Recruitment Agency in Germany, what next? One of the most basic and crucial parts of an executive search is writing down a perfect job description for the position you are trying to fill. Writing a job description is crucial to hiring just the right person for the right post.

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Why Is The Job Description So Important?

Job Descriptions are important due to a number of reasons:

  • To Target The Right People – An incomplete or misleading job description would mean your target audience is not able to understand what exactly are you looking for and may not apply at all. This may result in less applications thereby decreasing your options of finding the right person. Executive search is even more crucial because the job requirements are as specific as they are generic. You need a candidate with experience in a particular field but having a knowledge of a lot of other components as well. Having an incomplete job description might change your target audience altogether thereby making you more vulnerable to a wrong hire.

 

  • To Get More Potential Candidates – Having a well thought out and easy to understand job description will reach more people as a result of which you will get more potential candidates. This in turn means that you have more options to choose from which could lead to a quicker and more effective hire.

 

  • To Save Money And Resources – Giving a detailed job description can quicken the hiring process thereby saving you a lot in terms of money and human resources. This would also mean that the leadership would be passed on in less time and therefore the work towards growth can happen at a faster pace.

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How To Have A Perfect Job Description?

Writing a correct job description can take years of practice but with a firm on board, you need to keep a few things in mind:

  • Be As Elaborate As Possible – Be as thorough as you can regarding your expectations from the given position. Ask a lot of question and give comprehensive answers to the one posed to you. Be very specific in terms of qualifications and experience. Hiring an executive can be tricky but with a correct, to the point job description, it could be done with ease.

 

  • Be Proactive – The expert firm you have hired has a lot of screening experience, but as this is an executive post we are talking about, be involved at every stage. Discuss with your agency about the progress of the search. Have elaborate discussions after the interviews of the potential candidate and make changes in the job description if you feel it is not serving the purpose to 100%.

 

  • Do Not Compromise – This is the most important lesson, do not compromise for less and if the first round of hiring does not propose any potential prospect, revisit your job description and try again.
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Why Job Description Is Crucial To A Successful Executive Search In Germany?

How A Top Executive Search Agency In Germany Is Using AI To Revolutionize Recruitment

The Recruitment world is changing with each passing minute. With new technologies over just the past few years the recruitment systems have become more efficient and automated. Some of the Top Executive Search Agencies in Germany are now using various candidate matching algorithms that have made the process of finding the top talent easier and much faster.

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Almost 13% of the companies today either have already or are willing to integrate Artificial Intelligence into their HR activities. AI with its capabilities is not only helping the Best Executive Search Agencies in Germany to find the top talent but is also helping them to find them more quickly which in turn results in more productive and profitable clients.

Recruitment And AI And Automation

Studies have shown that 72% of executives believe that Artificial Intelligence has the capability of offering sizeable business advantages. With the use of various Automation and AI based tools, studies have shown an overall increase in recruiter productivity by 3.7 times. The time saved in all the activities can reflect in faster executive recruitment which is better targeted and less likely to turn out to be a bad hire.

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As a recruitment agency, we have been using some of the AI based tools to carry out certain tasks and the results are significant. Our clients are happier than ever with the results. Our expertise backed by some of the best industrial tools provides a strategic opportunity to deliver not only a better recruitment process to our clients but also a much more productive HR system where the employees are working to the best of their potential and contributing to the overall growth of the company.

So, what are some of the benefits that recruiters are witnessing? Studies have shown that:

  • 75% believe that automation can help complete routine tasks quickly thereby leaving a window to work towards improvement of laid down processes as well as exploring new opportunities in the recruitment sector.

  • 50% of the clients have agreed that a recruitment company backed by AI tools has better customer service and a quicker grievance redressal system.

  • 45% of the redundant tasks that are currently being performed manually could be done more efficiently by robotics or Automation thus using the manpower to much more productive work.

Artificial Intelligence and Automation are the future of recruitment and HR. Recruitment agencies are trying new things such as chat bots, matching algorithms, automated tasks etc in order to improve the recruitment process and make it more targeted and quicker. Studies have shown that a targeted approach towards recruitment leads to less overall turnover rate of the company thereby helps in having happy employees and a continually growing company.

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We understand that the attitude towards change is not always welcoming but 72% of the recruiters that have dared to adapt to this change believe that their overall approach to hiring couldn’t be more right. So it is time to embrace the technology and make your clients a happier and productive company in future.

How A Top Executive Search Agency In Germany Is Using AI To Revolutionize Recruitment

AI And Executive Search In Germany – When Art Meets Science

AI And Executive Search In Germany - When Art Meets Science

Using AI to augment human intelligence and experience can turn out to be an extremely powerful tool in future. This would not only help build great teams but will also streamline thus saving a lot of time in the whole recruitment process. AI, as a component of executive search in Germany, is not very far in future. Chatbots has become a crucial part of the initial application process. With the help of Artificial Intelligence, it has now become easier to scan the internet and come up with the most relevant potential candidate list that would fulfill the unique requirements of each business client. With its own pros and cons, the day is not far when the AI will be utilised by top executive search agencies in Germany.

AI And Executive Search In Germany – When Art Meets Science

AI And Executive Search In Germany – When Art Meets Science

How To Handle The First Meeting With The Recruiter In Your Executive Search In Germany

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Being one of the best executive search agencies in Germanywe can say one thing for sure that we are like your casting directors and there is only one question to answer, “Do I see this candidate in a face to face interview with the client?” The executive search agency, the company and you, the candidate are working towards exploring a possible long term relationship with each other, where the recruiter would get you placed in one or the other position depending upon what materializes for you. Experienced recruiters always focus on what you have done and achieved rather than hypothetical questions.

How To Handle The First Meeting With The Recruiter In Your Executive Search In Germany

Executive Search Tips For Reaching Out To A Top Headhunting Company In Germany

The first step towards getting ready for a career change and entering the next phase of your professional life is reaching out all the top executive search agencies in Germany and partnering with them in order to expedite your executive search. But before approaching these Top Headhunting companies in Germany, it is best to  formulate an approach with which you will reach out to them. Below are the few tips to keep in mind before reaching out to the executive search companies:

  1. Create A Resume Keeping Future Opportunities In Mind

A resume is your first impression before you even meet the search firm or the hiring organization. Whenever, we start looking for job opportunities, the first step is to update the resume with the most relevant and current experience at the top. But give it a second and go through the entire resume before you upload it anywhere in order to make sure that it is in accordance with the future career opportunities, you want to explore.

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You need to assess, into what light your resume puts you and whether it justifies your current organizational level as well as the level you aspire to achieve after an interview. The various elements of any role evolves over the course of one’s career and keeping the same summary section would not deliver the right message to the recruiter and hence it would be difficult for them to offer you the perfect job opportunities.

  1. Make A List Of All The Potential Search Firms

This would help you have a focused list of potential headhunters thus saving you a lot of time if in case you reach to a wrong firm with no potential positions of your interest. Having a focused list would make sure that you at least get the first meeting with the recruiter as he would be interested in listening to you so that he could help you with your future opportunities.
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  1. Write A Focused But Brief Cover Letter

A focused cover letter is the missive in which you communicate all the critical information. This helps you get a higher response rate from search firms. Be extremely brief but crystal clear about career goals, your qualifications and primary achievements. Also add other relevant information such as your willingness to relocate if required and salary expectations. Leave the rest of the information for your resume. A word of caution, extremely lengthy cover letters most likely go unread.

 

  1. Having A Helpful Attitude Helps

What does this mean? This means that before reaching out to your list of search firms, give yourself a reality checks and put yourself in the shoes of the search firm. They may or may not have any suitable opportunity in hand for you but that does not mean, they would forget you. If you get to chance to talk or meet, here is a chance to be helpful and create a lasting impression.

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Ask them if they any opportunities in store for you at the same time offer to help them with references by identifying potential candidates within your current industry for open searches. This would help create a mutually beneficial relationship at the same time create a lasting impression on the recruiter making you a serious candidate who is sincere and genuine.

Executive search consultants can be your key allies in helping you find a perfect job opportunity. But before you go out there knocking on every potential door, do your research beforehand so that you do not end up wasting your and the firm’s time.

Executive Search Tips For Reaching Out To A Top Headhunting Company 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

Headhunting In Germany Discussion Some Legal Frontier And Perils

The German labour market has had a shortage of skilled workers in recent years and this has led to a lot of employers to utilize professional  ‘headhunters’ that appoint or recruit future top executives. Let us understand the headhunting of Germany in this article and analyze some legal boundaries and risks for recruiting or headhunting professionals in the German workplace.

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German Employment Law Overview

As a general guideline, according to German law, headhunters and in-house recruiters can poach employees. This is considered a very crucial part of free competition. It is generally not accepted for headhunters to make personal visits to the existing employer’s business place or premises.

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Detailed View Of The Law

With respect to telephone calls at the workplace, the Federal Court of Justice (BGH) has actually established and also confirmed the below guidelines in the recent few years:

A headhunter or recruiter from any small or big Top Executive Search Agency Germany is allowed under German law to make initial contact through telephone if he or she:

  • Concisely introduces herself or himself at the start of the call
  • Elaborates on the purpose of the call
  • Cross checks with the employee if he or she is in fact interested in the contact
  • If the above needs are fulfilled, the headhunter might continue with the call and also describe the details of the position briefly
  • Any further contact needs to be outside of the workplace

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What Is Considered Illegal In Headhunting In Germany?

Any recruitment call which goes beyond the above is illegal per German law. This means it would be illegal to ask about details of the CV during this initial call or other information regarding the candidate’s potential career ambitions. Moreover, it should also be noted that any particular call that is made either to the employee’s landline at work or to the employee’s mobile phone that exceeds a ‘few minutes’ will bear evidence that the call is effectively illegal.

Apart from all these elaborate details, calls that are made by the headhunter to the employee’s personal mobile phone (even if during working hours) are far less critical because they do not use the facilities that the employer has put in place. On the other hand, the legality of recruiting or headhunting in Germany through business e-mail has not actually been considered by the German courts. Also, legal assumptions or individual perceptions regarding this area are practically non-existent.

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Important Points For Headhunters

The headhunter should refrain from sending an email along with a link to the detailed information regarding the relevant position to the business email of a candidate. Though it is a common perception that an email is far less intrusive than a telephone call, it has not been clarified by German courts whether this is acceptable or not. Besides, it is simply not good form to do this since it is unknown to the headhunter in Germany whether the email account of the candidate is perhaps being read by someone else within the organization or not.

Personal Email or messages through social media will not give rise to any legal risks for recruiting or headhunting. This is because it will not have any effect on the employer’s IT system. If you are not using a local German headhunter (who is familiar with these rules of course), it is advisable for employers to educate their headhunters and make sure they abide by the law guidelines if they are recruiting in Germany.

Headhunting In Germany Discussion Some Legal Frontier And Perils