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.

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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

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.

READ Full Blog Here :::: 4 Signs That Says You Need To Invest In Recruitment Agencies In Germany

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

Second Interview – 5 Questions To Prepare For

Second Interview - 5 Questions To Prepare For

Preparing for this question would also give you an idea whether you see yourself in this company or not. As expert headhunters in Germany, one thing you need to focus on while on the second interview is to prove that you are the right person for this specific role. Share one of your major achievements which are relevant to your current discussion. Talk about the results of your initiatives, feedback received and quantifiable results if possible.  From a top German recruitment agency, here is a list of 7 questions that you need to prepare for in order to crack that second interview:

READ FULL Blog Here :::: Second Interview – 5 Questions To Prepare For

Second Interview – 5 Questions To Prepare For

5 Things Recruiters Should Not Say To The Candidates

 

A guide by one of the best Headhunters in Germany

Of all the recruitment articles, one sees, there is a great deal of discussion around do’s and don’ts for the candidate. But there is another important dimension that should not be neglected. As one of the top Headhunters in Germany, we have learnt a great deal regarding what a recruiter should avoid saying to the candidate in an interview.

As someone who has worked in German Recruiting agencies for a long time, we know that  we are all human and are hence as likely to utter something silly as the candidate. So, here are the top 5 things which any recruiter should absolutely avoid saying in an interview:

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  1. “Which Celebrity Would Be Best Suited To Play You In A Movie?”

There could other questions like “In a fight, who do you think would win, a bear or a shark?” It is a humble request to all the recruiters, please do not ask such questions of the candidate. We 100 percent support all the fun and originality you want to bring in the interview, but such obscure questions are nothing short of toe-curling.

Such questions do not help in ascertaining anything valid about the candidate’s ability to think and react in a particular business situation. It does not reveal anything worth knowing about their personality. There are a lot of other means to help youfind out whether a candidate is a cultural fit or not.

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  1. “We’re Looking For A Ninja.”

You might as well be looking for a rockstar as well. Let’s be honest. You are recruiting for an entry level retail job but use this phrase only if you are planning to embarrass your candidate.  Try to step into his shoes and imagine what you would reply to such phrase, “Oh yes sir, I sure am a ninja and would not only do my job but also entertain your clients with some A class ninja stunts.” Injecting a certain level of personality into the interview is fine but not to an extent that it gets ridiculous.

  1. “I Wanted To Reach Out To You.”

This in particular has fast become the recruitment phrase de jour. This in short is a synonym for ‘contact’. But the problem with this phrase is that, it makes the candidate feel that he is in some destitute position from where he needs to be rescued. A word of advice here, ‘Abandon this phrase.’ I am sure, you can come up with something better than this.
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  1. “My Client Implies Business So There Is No Time To Waste.”

This phrase is as pushy as it is harsh. It is someone’s career we are talking about. Being in a hurry may help you save a bit time in your recruitment process but if you really want the market’s best talent, you need to be patient. Treat your candidates like stars. Do not urge them to take any decision in haste.

  1. “Do You Have Experience With ASP.NET?”

It is more or less like asking someone, do you know C hashtag. Always gain enough knowledge around the skill set of the candidate and also the skills you are recruiting for. For this you do not need to be an expert in the field but you should know enough to have an intelligent and healthy discussion with the candidate. This would not only help you understand candidate’s strength in the skill you are looking for but will also make him excited to work with you in future.

5 Things Recruiters Should Not Say To The Candidates