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

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AI And Executive Search In Germany – When Art Meets Science

5 Important Factors To Keep In Mind In Your Executive Search In Germany

5 Important Factors To Keep In Mind In Your Executive Search In Germany

Enter the Best Executive Search Agency in Germany. Not only do they have access to the best talent in the country but they will also be able to judge exactly what kind of executive would be right for your company. But ultimately, the last decision would be yours to choose from the best option your recruitment agency will lay down for you. In order to help you decide, here are five important factors that you can keep in mind when making a hiring decision. Do not go for someone who has lesser experience in leading teams. Look for someone who has worked in a similar profile with a similar skill set. You can then judge the success they had there in order to decide if they will be able to replicate the same thing in your company or not.

5 Important Factors To Keep In Mind In Your Executive Search In Germany

5 Important Factors To Keep In Mind In Your Executive Search In Germany

Executive Search In Germany, How To Find Your Person?

“She’s My Person. If I Murdered Someone, She’s The Person I’d Call To Help Me

Drag The Corpse Across The Living Room Floor. She’s My Person.” – Dr. Cristina Yang (Grey’s Anatomy)

People are one of the most important assets in any company. They make or break your organisation. As a consequence, hiring an Executive Search Agency in Germany for your company is like hiring the second most important person in the organisation after you. Choosing the wrong company for this task can cost you dearly, a risk you should never take. Having the Best Executive Search Agency in Germany onboard with you in this process, can help you with a lot of things and ease out the areas of pain for you.

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But in the end, the decision to pick one from a final few is yours. You, as a CEO of the company has to choose, who of all the potential candidates seems to be the right fit for you and who will help you grow your business further. While conducting an executive search with a reputable company you will get some of the best talents as finalists. They all start to look similar after a point. They all have an amazing reputation. They all have accomplished a lot. They all have outperformed their peers.

Everything from qualification to experience seems somewhat equivalent. So how to pick one from the final few? We always counsel our clients in such situations to stay calm and see things from the perspective of “Candidate Fit.” In short, do you see that person to be your person? Can you make him your confidant in the longer run? While taking the final round of interviews, which candidate was most aligned to your vision for the company or which candidate had a similar approach to yours for a particular scenario.

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This exercise can help you eliminate at least half of the final candidates. For the remaining few, you need to be a bit more precise and for that here are some of the points, you can consider:

Look For A Company Fit More Than Culture Fit

“Do Not Hire A Man Who Does Your Work For Money, But Him Who Does It For The Love Of It.” – Henry David Thoreau

Finding your person is not about finding someone who would fit in the culture of the organisation. More than that, he needs to fit in your company. Hiring an executive, is more like hiring a person who not only is adaptable to the company’s environment but also someone who forges a connection with the company and aligns his vision with that of the company. As a CEO, you should always go with the one who was able to forge a connection with you.

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A Person You Can Trust

“Recruitment requires patience. It used to be about finding the right person for a job. Now it’s about finding the right person that will do the job, enjoy the job and want to stay and grow with the company.” Finding an executive is like finding a person who shares your visions and always has your back. It is all about the unshakable trust you two should share with each other. Look for somebody who is capable and smart enough to help you become a better CEO. Someone who does not believe in  a“The boss is always right,” culture but rather, has a voice and beliefs of his own. Someone who challenges you in every possible way and brings something new to the table every time.

At the end of the day, whoever you go for has to be someone whose insights would help you make the most important decisions of your organisation. You do need someone, with whom you can have a connection.

Executive Search In Germany, How To Find Your Person?

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

Importance Of EQ Over IQ In Your Executive Search In Germany

“Hiring People is an art, not a science, and resumes can’t tell you whether someone will fit into a company’s culture.” – Howard Schultz

Irving Berlin once said, “Talent is the starting point.” In today’s age of internet, this quote still holds true and hence become even more effective because talent in reality is just a beginning. With an infinite pool of knowledge educational tools on the internet, anyone can learn various skills be it sales tactics, coding languages, Digital Marketing, Leadership skills and many more anytime. It is thus becoming difficult for companies to judge which candidate has come out to be the most promising candidate in their executive search in germany.

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With increase in skill set, what is that one thing which companies should look for before they hire any candidate? How to make sure they are hiring the right person? The answer to these questions is “Emotional Intelligence.” As one of the best executive search agency in germany, we have seen that candidates hired on the basis of their EQ are likely to be more successful in their job than the ones hired only on the basis of their IQ.

EI or Emotional intelligence, is the person’s ability to perceive, assess and navigate the emotions of oneself as well as others. The EQ of a person EQ is the measure of their motivation, empathy, self-regulation, self-awareness, and social skills. Such qualities are necessary especially when you are looking for an executive role.

Many a tims, our emotions create a hindrance in our path as we work towards important business ventures. Such emotions can also keep us from forming important social relationships. Understanding the EQ of a candidate is one of the most critical tool at your disposal in the hiring process. Creating an elaborate process to evaluate emotional intelligence, helps you uncover candidate’s true self and would reveal all the potential red flags which would prevent you from making a grave hiring mistake.

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Step 1 – Motivation

The first step in your hiring process is to judge the candidate’s motivation that is their ‘Why’. There are two types of motivators that prompt a person to seek a particular job – Intrinsic and Extrinsic. The extrinsic motivators are the external factors such as moving up the career ladder, learn new things, earn more money, having power and a bigger title etc. These are valid reasons as most want to grow in their professional life but should not be the sole and primary reason.

And there comes the second type of motivator, the Intrinsic Motivator or in simpler words, “What story in their life has motivated them to this role?” The answer to this question would give you a fair idea that how motivated a candidate would be once hired for this particular role.

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Step 2 – Empathy

Empathy means a willingness to understand the position of people and a desire to connect with them and help them grow. Some of the most important work of an executive is to make people feel connected to the company and keep them motivated to work towards their personal as well as company goals. Failing this test would mean that the person might fail in his role to collaborate with his team and effectively communicate with them or the clients. Hiring such candidates solely on the basis of what an intelligent coder he is would be a big mistake.

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Step 3 – Behavioral Questions

Judging the EQ of a person is very difficult. No matter how many interview rounds he goes through, there is still a chance of a mistake. Many companies are thus including behavioral questions in their hiring process such as, “What was the most difficult situation you faced in your previous job and how did you handle it?” or “Were you ever criticized for your work and how did you respond?” Behavioral questions need to be formulated in a way that they reveal the inner truth of the candidate. How humble or self-aware are they?

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Step 4 – Observe Every Move

This step needs to be kept in mind throughout the hiring process. Observing the body language helps recognize the truth about whatever they say. Try to create a comfortable environment before you come up with difficult questions. Studies have shown, that a face to face interview conducted in a relaxed environment reveals almost 55% more about a particular candidate than the ones taken over the phone or video conferencing.

Importance Of EQ Over IQ In Your Executive Search In Germany

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

The Best Executive Search Agency In Germany Is Searching For You

The German recruitment agency specializes in headhunting and helps companies of foreign origin recruit people they need in Germany. People can be from a wide range: from simple sales staff to country managers, marketing managers, CFOs, IT professionals and others. Top headhunting companies in Germany have the experience of more than 25 years in the business. They understand the cultural differences between other countries and Germany and work accordingly to choose the right employees with which you can grow your German business.

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How Does A Headhunting Agency Work?

Some of the best executive search agencies in Germany have highly skilled professionals with vast experience in the business. This helps them in identifying top talent and with the help of a strong network of contacts,they are supported by an enthusiastic team. The agencies have a regional hub in the concentrated areas and have a sector driven approach. They have a comprehensive approach which not only provides recruitment but also provides advisory services to the client. Decision making is the most important criteria in the quickly changing environment. Thus agencies help in identifying the candidates who are fit for the job and the environment.

Where Are These Agencies Active?

The work of the agencies is majorly focused on Germany but there are also some highly rated agencies which are active in the European Union. These agencies come in contact with all types of industries. The industry may vary from food, automotive, automation, calibration and consumer goods and retail sectors. These sectors are in a constant demand for the new work force to thrive in business.

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Why Headhunting Agencies?

According to this the candidates and the companies which were matched by an executive search agency or ahead-hunting agency were far more satisfied than those who went through the regular recruitment process. The advantage of the headhunting firm over the ordinary recruitment process is that not only it provides a large filter which helps the recruiters avoid the candidates who are not fit for the job. The number of applicants are drastically reduced which gives the companies more time to evaluate the potential of every deserving candidate and choose the best of them. At the same time, the candidates are provided with job offers by assessing their true potential. Thus the job is more suited to the skill set of the candidate, which helps him win the job more easily.

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Thus successful head-hunting means in-depth analyses of the market and customer requirements. It is not enough to learn the basics and have an abstract knowledge of business to start the work as an executive search agency. It requires the right understanding of business, a detailed background and need of the customer, a professional team with strong ethics and many years of experience. These virtues when combined distinguish a good executive search agency from an average or moderate agency.

The Best Executive Search Agency In Germany Is Searching For You