Calling Pointless Meetings – Why Business Firms Need To Do Away With This Working Policy

In business organizations, calling meetings is an integral part of a normal workday. The reasons for calling these meetings can vary from discussing strategy issues to making new policy announcement or even to simply introduce a new team member. Unfortunately, many of the tasks for which these official get-togethers are held are too insignificant in the modern work environment. That is why the professional consultants from the leading German recruitment agencies, advice their clients about minimizing the number of such meetings within organisations. This request is justified by the fact that most such gatherings impact the productivity of employees, especially when the meetings are called for something that can be easily accomplished through the use of technology.

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Why Meetings Have Become Pointless?

The concept of meetings was extremely relevant in times when the only means of inter-office communication was through face to face interaction between the employees. However, the advances in technology have long since solved this problem and in the modern times it is possible to communicate to an entire group of people in real time without gathering them in one room. In fact it is possible for a group of people to share data and information and data across the entire team without moving from their workstation. Hence calling meetings for such reasons has become a completely pointless activity within business organizations. At the same time, some meetings, such as the ones called to discuss policy matters etc, are still critical for the optimum working of an organization.

Reasons That Make Everyday Meetings Pointless

According to the top professionals employed by the leading headhunters Germany, there is at least one meeting going on within a business organization at any given point of time. These professionals believe that in most such cases, the meetings are used by the managers to merely ascertain their significant position within the hierarchical structure of the organization to their subordinates, making such gatherings totally pointless. The other reasons that make a majority of meetings pointless are discussed in brief as follows.

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They Distract The Employees From Their Assigned Tasks

Whenever a meeting is called, the participating employees are expected to prepare data and details relevant to the agenda. This distracts them from completing the tasks that have been assigned to them, and which might be more important. In case the purpose of a meeting is simply to get an update on the current project from each team member, using technological tools such as email, messenger, video calling etc are definitely more viable options. The same holds true for meeting that are called to make new policy announcements or to share other updates.

They Result In Wastage Of Time

Organizing even the most informal meetings requires investment of time and effort. This naturally leads to wastage of valuable man hours of the participating employees. The wastage is not only in terms of the time that the employees actually spend at the meeting, but also in terms of the time they waste in discussing its agenda. In addition, many participating employees tend to while away a considerable amount of time just before and after the meeting discussing other official or even personal issues with their peers, further adding to the overall time wastage, which could be used and accomplishment of important tasks.

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It Derails The Priority Scheduling Of The Employees

One of the most damaging effects of meetings, especially the unplanned ones is that they upset the work schedules of most employees. In fact most managers fail to consider the work schedules of their team members before planning a meeting. This often means that the employees are expected to reschedule their tasks around the meeting, the only purpose of which might to inform the participants about a new policy update.

Calling Pointless Meetings – Why Business Firms Need To Do Away With This Working Policy

The Difference Between Managers And Leaders For Recruiting Best Talent

There is no denying the fact that both managers and leaders play an important role in ensuring consistent growth and success of an organization. In fact, it is not uncommon to use the two terms interchangeably, given the fact that both these professionals are responsible for the smooth functioning of the organization and managing groups of workforce. However, not many people are aware of the fact that there is a significant difference between a leader and a manager. It is often left to the recruitment companies in Germany to make their clients aware of the fact that it is quite rare for an individual to master both leadership and management qualities. In order to make the right recruitment decisions, it is essential for the hiring organizations to e aware of the following subtle differences between leaders and managers.

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Leaders Have Followers While Managers Have Subordinates

Leaders prefer people working besides them rather than under their control, which a common trait of managers. Thus unlike managers, who have subordinates to follow their orders, leaders, work with followers, who believe in their vision and values. Good managers understand the need of proper acknowledgement rewarding the efforts made by their subordinates to keep them motivated. Leaders on the other hand tend to motivate their followers through their actions and their willingness to share their success.


Leaders Tend to Be Visionaries While Managers Are More Task-Oriented

In general, the leaders are constantly focused on the big picture and have a long term vision about organizational growth. On the other hand, the managers are more focused on attaining short-term goals and completion of immediate tasks. Managers are more worried about executing strategies and meeting deadlines and taking the appropriate actions as per the current situation. Leaders meanwhile are concerned about the best ways to achieve the long term objectives and the manner in which the short-term objectives can impact the fulfilment of the same.

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Leaders Are People Oriented While Managers Are System Oriented

Most managers consider themselves to be an integral part of the business system and hence are focused on perfecting it. However, the leaders tend to be more focused on enhancing their relationship with the people, who they work with. As the professional from the leading German recruitment agencies are well aware, the primary objective of a good manager is to develop a productive and efficient workforce that ensures maximum working efficiency in accordance with the provisions with the system. On the other hand, the most successful leaders work towards creating systems that are suitable as per the needs of the workforce. These professionals are also willing to make changes to their policies and strategies if it ensures a more positive work environment for their followers. This is because, they firmly believe that such actions can help bring out the best in the employees in a natural manner.

The Difference Between Managers And Leaders For Recruiting Best Talent

How German Recruitment Agencies Make Recruiting Easier for Time-Strapped Businesses

As an owner of the company, you must have asked this question at least once, “Where did the time go?” Well, chances are that it got wasted going through the pile of resumes that are coming your way for a single job post, half of which may not even be relevant. One wrong decision and you have a disaster on your hands. So, while staring at a pile of resumes or a long list of vacancies that need to be filled, you have two options: keep at it yourself, or let a Recruitment Company in Germany do some of the work for you.

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Recruitment is a difficult job and but yet needs to be done in a timely manner. Hiring German Recruitment Agencies is the best way to recruit especially when it needs to be done in a timely manner. With years of expertise and detailed data of potential candidates in hand, they balance the human and the technological aspects of recruitment to make the work of hiring not only easier but more affordable.

Hiring is a complex process. There are over a hundred discrete steps in the entire hiring process. The most vital qualities to judge while hiring are empathy, intuition and relationships as these are the things that machines just can’t do. Such traits are profoundly human and need an expert eye to identify professionals with excellent soft skills.

But What About The Other Stuff?

Handling the recruitment process in-house may lead to a lot of complications as we do not bother to write down a process of hiring. Hiring a third party expert knows precisely how many steps there are in the hiring journey. They are fully aware what those steps are and which of them could be automated and which of them need a human eye. They work smarter, not harder in order to deliver faster results with high efficiency and low turnover rate.

From reviewing piles of resumes, candidate screening, candidate outreach, interview scheduling, candidate rejection communications, offer negotiations and so on, there are a lot of steps that require different levels of expertise and so going for a third party recruiter helps you have the best in the industry at a low cost but with the same level of proficiency.

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Using Automation To Take The Grind Out Of Hiring

As we mentioned, there are over a hundred steps in the hiring process and some of them are highly repetitive in nature. With the use of technology, we separate the repetitive chores from the empathic work that only humans can do leading to a hassle-free and faster hiring process.

With years of experience in the industry, the recruitment agencies have the capability to make use of this database in the candidate picking as well as in the screening process. By a smart use of technology, the candidates with the necessary skill requirements can be picked and shortlisted in a much faster manner.

The All-Important Human Touch

Only humans can hire humans. Making the decision to take up a new job or bringing someone into a company is important and requires trust on both sides. With a team of experienced hiring specialists at the recruitment companies, they can handle what a computer cannot handle on its own and that is building client and candidate relationships.

How German Recruitment Agencies Make Recruiting Easier for Time-Strapped Businesses

Key Aspects Of Re-Engineering The Process Of Hiring CEO’s

There was a time when the post of The CEO for a business organization was kept reserved for one of the founding members of their descendants. However, with the changing times and the growing need for skilled management experts to fill this top post, this trend has become a thing of the past. Over the past several decades, organizations are increasingly opting to hire CEO’s externally to provide the benefit of relevant skills and expertise as well as a fresh perspective to their business. Sadly, there have also been several cases, where these CEO’s have run amok causing much embarrassment and loss of goodwill for the company. This has led the business organizations as well as the headhunters Germany they work with to re-engineer the whole process of hiring CEO’s.

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Redefining The Boundaries

In most organizations the responsibility of finalizing the selection of a candidate for the position of CEO lies on the company board. In order to ensure that the board is able to fulfil this responsibility in the right manner, the headhunting firms in Germany have suggested redefining the rules of engagement between the two. This essentially means developing policies and guidelines that will clearly define the relationship of the incoming CEO’s with the board. In addition, these policies should also set up well defined boundaries about the role of the board with respect to that of the new CEO. It is also important to establish these rules before the new CEO’s join office.


Clearly Define The Company Vision

Of the many reasons that might lead a CEO to commit serious blunders, the most common has been their inability to gain a clear understanding of the company vision. Such instances can be avoided by ensuring that the board is able to clearly define the company vision to the new CEO. This is because it is the board, which is responsible for determining the strategic vision for an organization. On the other hand the CEO is responsible for executive this vision in the most efficient manner. That is why it is important to ensure that the board provides it complete help and support to the CEO in understanding the vision. Only by having a clear understanding of the vision can the CEO work towards ensuring its successful fulfilment.

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Initiating The Trend Of Exchanging Feedbacks

Most organizations believe that the practice of providing and receiving feedback is relevant only for junior level employees and managers. However, according to the leading German recruitment agencies, this practice is even more significant at the top level positions within an organization. This is because providing and receiving feedback helps the establish a informal channel of communication between the CEO and the board members. This is essential to enable both the parties to put their views and opinions in front of each other in a free and confident manner. This in turn ensures healthy exchange of information while minimizing the chances of CEO making any decisions without informing the board. Hence for companies that still do not practice exchange of feedback between the CEO and the board members, hiring a new professional for this key post is just the right time to start the trend.

Key Aspects Of Re-Engineering The Process Of Hiring CEO’s

How Hiring Headhunters In Germany Can Help You In Your Business Growth?

“Great Vision Without Great People Is Irrelevant.” –  Jim Collins

So you are looking for growth in your business but your hands are always full with redundant tasks. You have spent a lot of time in hiring a Hiring Manager to cater to your manpower requirements but he is just one person and possibly can’t do everything all by himself.

Well! We have a perfect solution for you where the hiring needs for your growing manpower requirements would always be met. Your employees will be satisfied, their data would be protected and their grievances heard and solved. All you need is to go for the top German Recruitment Agencies and they will take care of the rest.

Headhunters in Germany, with years of experience in hand, have developed an expertise as well as a rich database of the potential candidates which can help in easy and quicker hiring. Here is a list of ways a headhunting company can help in your Business Growth:

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Quick Hiring

“Human Resources Isn’t A Thing We Do. It’s The Thing That Runs Our Business.” – Steve Wynn

To ensure that your business keeps growing, you need to ensure that the increased manpower requirement is being met at time and the attrition rate is minimum. Hiring is one of the most important factor that hinders a business to grow. Having  a firm on board can ensure speedy hiring so that there is no roadblock to your work. This is as important as having the business at the first place.

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Happy Employees

“You Can Have The Best Strategy And The Best Building In The World, But If You Don’t Have The Hearts And Minds Of The People Who Work With You, None Of It Comes To Life.” – Renee West

With an expert firm on board, the HR related work and issues can be taken care of without any extra effort from your end. This ensures that your employees are happy and are thus concentrated on only one task that is important, contributing their efforts in the growth of the company. Happy employees would be more productive and thus would work up to their full potential.

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Right Hiring

“I Am Convinced That Nothing We Do Is More Important Than Hiring And Developing People. At The End Of The Day You Bet On People, Not On Strategies.” – Lawrence Bossidy

A company grows when the right people get hired for the right position. Having an expert firm working with you will give you an access to a database of  potential candidates. Having heard the requirements from you, they use the  years of experience they have and apply it to draft the perfect screening process. As a result, the candidates that are reaching till your desk are just the right people for the right job. All you have to do is choosing the best one out of the lot.

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Low Attrition Rate

“If You Think Hiring Professionals Is Expensive, Try Hiring Amateurs.” – Anonymous

A company whose employees are always leaving or resigning can never grow up to its full potential and that is where the right hiring comes into play. With right kind of hiring, a company can keep the attrition rate to minimum and the hiring effort would be dedicated to hiring new talent for growth perspective and not in filling the gap due to high attrition rate.

How Hiring Headhunters In Germany Can Help You In Your Business Growth?

4 Onboarding Tips For Increasing The Efficiency Of New Hires

4 Onboarding Tips For Increasing The Efficiency Of New Hires

Onboarding process starts in the interview stage itself when you make your candidates aware of the expectations for the role they are interviewing for. It is very important to acquaint them with the fact that the employer has a definitive plan for success in the role. This can be done by describing to the candidate what the success parameters in the first 3 months, 6 months and even in the first year would be. Doing this would give a clearer picture to the candidate about the expectations of employer thus motivating him to work towards meeting those expectations from the very first day of his joining.

4 Onboarding Tips For Increasing The Efficiency Of New Hires

4 Onboarding Tips For Increasing The Efficiency Of New Hires

5 Tips for Selecting the Right Recruitment Agency in Germany

“I am convinced that although training and development are important, recruitment and selection are much more important.” – Stephen R. Covey

If you are an employer, you already must have considered checking out recruitment agencies in Germany to handle your staffing needs. Going for a German recruitment agency can have a lot of benefits.

  1. The length of your hiring cycle could be reduced considerably.
  2. The chances of a bad hire are much lower.
  3. One can save a significant amount of time, money, and resources.

“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” – Lawrence Bossidy

Employees are the base of any company and so hiring them is a lot of responsibility, something you can only entrust a reliable agency. Therefor you need to choose the best-suited agency that will not only cater to all your needs but also bring the best talent in your company.

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Here are five tips that can help you choose the right recruitment agency for your organization:

  1. Specialization

The first step towards finding the right agency is to identify your recruitment needs. If you need to recruit new employees for different positions, you should go for a generalist recruitment agency. But if your staffing needs involve a particular specialization, it is helpful to partner with an agency that has expertise in that area. This would not only benefit you in terms of the recruiter’s vast knowledge in the hiring market, but will also give you an access to a selected group of qualified staffing professionals who can better understand what you’re looking for regarding experience and skills. A specialized firm will also attract more qualified candidates compared to general firms, thereby giving you  a better access to the top talent in the industry.

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  1. Recruitment And Hiring Strategies

The second thing to keep in mind is making sure that your vision coincides with the agency you are going for. In order to do this always ask questions around the agency’s recruitment and hiring strategies before you make your decision. Every agency has its own style of screening candidates and looking for potential candidates. If you feel that these strategies are not up to the mark or you feel they won’t be able to serve your purpose, it is time to move on.

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  1. Reputation

“Your brand is what other people say about you when you’re not in the room.” – Jeff Bezos

Just like any other business, reputation or in fancy words, brand name in the recruitment industry is paramount. It is easy for an agency to talk about how good their hiring skills are, but what its previous clients say about it makes the main difference setting apart one agency from another.

So, the best way to make sure that you will be receiving top quality recruitment service would be to look at the firm’s client base. Remember it is better to go for an agency with a few long-standing, loyal clients than an agency that boasts of a lot of clients who never returned once gone.

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  1. The Candidate Pool

“A great employee is like a four leaf clover, hard to find and lucky to have.” – Tammy Cohen

Everything aside, the most important thing to keep in mind while choosing a recruitment agency is its candidate pool. The main goal of the agency is to provide you the best-suited candidates. If the agency’s network is untested and small, you might not be getting the best candidate and that is the whole point of going to an expert.

In order to make sure you are making the right decision it is important to ask questions about how the screening of candidates happen, where the recruiters do their recruiting, and what their success rate is. If you are satisfied with all the above points, Congratulations! You have found “The One”.

5 Tips for Selecting the Right Recruitment Agency in Germany