Nine Things In Your Executive Resume That Are Hated By Recruitment Companies In Germany

As a top recruitment company in Germany, we review a lot of executive resumes and there are certain things that are absolute pitfalls. So, if your resume is not giving you the desired results, here is a helpful guide from one of the best recruitment companies in Germany, a list of 10 things that you need to avoid in your executive resume.

  1. Offering Up Unnecessary Personal Details

The top section of any resume is the personal information and that is where you need to be a little cautious in including unnecessary personal information such as your religion or marital status etc.

  1. Unprofessional Email Addresses

We all have them, some funnier and more embarrassing than others, but there is simply no excuse to put them in your resume. This is the paper where you want to show how professional and hardworking you are in your job and the first thing you tell them is only unprofessional. Do not do this. Create a professional email address for yourself.

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  1. Personal Pronouns

This is one of the most common mistake we come across. Use of personal pronouns such as “I”, “Me” or “My” in the resume needs to be omitted as one follows the convention of resume writing.

  1. Font Choices

In short, “It is not only about what you write but also about the way you write it.” While scanning the resume, decisions are made based on everything that is in your resume and that also includes the choice of font. Research has shown that the fonts can say a lot about a person so you need to be really careful while selecting one for your resume. Times New Roman or other serif fonts are considered old fashioned fonts but at the same time, you might want to steer away from fancy, calligraphy fonts which are difficult to read and understand. As they say, “Beautify your resume with your words rather than your font.”

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  1. Spelling Mistakes and Poor Grammar

A pretty self-explanatory but the most non-negotiable point in your resume. Having a spelling mistake or grammatical error is not only a poor reflection on your intelligence but also questions your ability to pay attention to detail, your genuine interest in this role and your time management skills.

  1. Inconsistent Formatting

Sometimes, when we are creating a new resume, we pick chunks of it from our old resume and this sometimes lead to inconsistent formatting and is a big pitfall. So make sure that the font type, its size and formatting are consistent. You need to be more cautious especially while adding bullet points, dates and other features.

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  1. Lack of Tangible Elements

While going through your resume, the primary question is whether you are a potential employee who will be able to bring an ROI for the company if you are hired. To showcase this you need to write down your achievements in a highly quantitative and measurable way thus making your capability unquestionable.

  1. Irrelevant History

Executive search usually presents us with resumes of people having more than 15 years of experience and as tempting as it sounds, you absolutely should avoid pouring each and every detail of it in your resume. The most acceptable length of an executive resume is 2 – 4 pages and any overstepping this limit would make you look like an unprofessional. Hence, it is often advised to only summarize positions that are a long time ago.

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  1. Your Compensation Level

Don’t worry! You will get plenty of opportunities to discuss this but your resume is definitely not one of them. A resume is not an appropriate platform to state your current salary or your future financial goals so please keep them to yourself for now and wait for the right opportunity to discuss this.

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Nine Things In Your Executive Resume That Are Hated By Recruitment Companies In Germany

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

How A Recruitment Company In Germany Finds You

The recruitment companies in Germany are looking for you as desperately as you want to be found. Whenever an executive search is carried on, there are many platforms/channels, a Recruitment Company in Germany uses in order to find the best fit possible for the role in hand.

In order to be found, there are a lot of things you can do. Being active on social media is one such thing you can do. Here is a list of things that every search agency uses while finding a suitable candidate for their executive search:

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Personal Network and Knowledge – Being one of the Top Recruitment Companies in Germany, we know that this is the first step any agency will take when they start their search for suitable candidates. Built over decades of industry and executive-level experience, an executive search professional’s personal network is their biggest asset which they leverage to find the right candidate in less time.

In order to come up as an option here you have to do what you do in your regular job: Make your brand. Attend Executive Leadership events and voice your opinion and values so as to establish yourself as a thought leader. Remember this is nothing but word of mouth marketing and for that you need to convince the people in your network that you are worth referring to.

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Social Media – This is the second most important platform that is being leveraged in executive search. And I am not talking about only LinkedIn over here. The requirement of the job would decide which platform the agency would be looking for. For example, if they are looking for a head of marketing, they might check your followers on channels like Facebook and Twitter. If they are looking for an Operations head, they would be more interested in looking at your achievements showcased on LinkedIn.

Nonetheless, platforms such as LinkedIn and Xing (for Germany) remain the foremost sources. Ensure that your profile reflects your skills.

Voice your opinion in the most relevant form possible. You can add comments on various discussion groups on social media. This would help you establish yourself as a thought leader with a belief system.

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Attendance Lists of Executive Events – Attending such events is something of a must. Executive search professionals can look at the attendance lists and then look into the background of the candidates who attended these events. Establishing yourself as someone who is proactive in such events can help you get the attention of Executive search agencies.

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Proprietary Databases – Most Executive Search firms maintain a database in which they store candidate and client information. This is a valuable source of information for any firm while carrying out the search for appropriate candidates.

For this, all we suggest is keep giving interviews. This could give you an entry in this valuable database source. Even if you did not get a job for the role you applied for, you are now in the system and may be contacted for future roles.

How A Recruitment Company In Germany Finds You

German Work Culture And Its Impact On Headhunting

Germans are known to be formal and reserved people with a liking for structured processes. They are disciplinarians who strictly abide by rules and regulations. This culture has strongly influenced their corporate work environment, functions and processes. In German companies, there are countless rules, regulations, procedures and processes.

German Corporate Work Culture

Businessmen, Entrepreneurs, Employees and practically anyone in the corporate sector in Germany have a strong preference for contracts and written agreements of all kinds. The presence of these elements and their strict, consistent and continuous application is imperative for them. Adherence to the tasks assigned and no deviation whatsoever is expected of the employees working in the companies. There are fixed consequences or penalties for not complying with the rules and regulations meticulously laid out prior to the commencement of the task.

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Different Aspects Of The German Work Culture

*Dependency And Elimination Of Uncertainty

Everything is highly centralized and formalized in the German Work structure. They are extremely rule-oriented and believe in bureaucracy.

*German Punctuality

They give high importance to time-planning in the formal work set-up and expect that from each of its employees. Appointments are meticulously planned and it is also expected that the time frames which are pre-defined are strictly adhered to.

*Stark Difference In Private And Public Spheres Or Stages Of Life

Germans tend to exercise a rigid separation between the different spheres of life. They clearly show a difference in their behaviour with others depending on the sphere or stage of their life. That is, whether it is private (personal) or professional (formal/business). This usually leads to German people in corporate or public life being perceived by members of other cultures of the world as very unapproachable and cold, also as extremely unfriendly.

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*Direct Communication

Germans express very directly and explicitly. They tend to formulate crucial statements directly and right in front of the person directed to. They do not believe in ‘window dressing’. They can also be misunderstood as rude and intimidating without intending to do so. They also do not conveniently recognise and respond to subtleties such as indirect hints or messages hidden ‘between the lines’ and various other non-verbal signals. Thus, they generally miss the content of an interaction.

In this manner, both German personal and professional cultures display a stark contrast to other cultures of the world. But, what are its pros and cons, especially for the Headhunters Germany?

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Pros For Top Headhunting Company In Germany:

  • In one way, this ensures consistency in work and high level of mutual obligation.

  • This gives a sense of relief to the employers and helps headhunters in Germany to satisfy their clients well.

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Cons For Top Headhunting Company In Germany :

  • However, on the other hand, this philosophy leaves very little room for change, flexibility and individual innovation.

  • For instance, in case a particular software or competency required to handle it is not available in Germany but is imperative for the work process, it becomes difficult for Headhunters Germany to find a suitable expat or person of another nationality that could adjust to the strict German work culture and ethics.
German Work Culture And Its Impact On Headhunting

Looking For International Recruitment? – Check Out German Recruitment Agencies and Recruitment Experts

Who doesn’t dream of working in an outside country and make a lot of money? In case you are the ones who wish to work in Germany for any reason, you are undoubtedly looking out for some top recruitment agencies, Germany. But before you make a decision, make sure you know about all the services the company provides along with the areas that it covers. Having an agency with years of experience in the field is always a plus point. They can find and seek the best multi-lingual candidates in the market. It can turn out to be a great career opportunity for you in Germany. The agencies working with the famous multi-national companies are trusted to land you an excellent job in the German cities. They have significant roles to play internationally.

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The candidate of a good German recruitment agency will be not only multi-lingual but also highly adept in their particular field. You can also check out some articles from leading newspapers, magazines and TV. If you are talented enough, the companies and the agencies are always going to be on a lookout for you so that they can strengthen their teams. You will eventually land up in a multinational company in Germany.

With the help of a right agency, you are going to be in a good position in a good company. This is the basis of all the recruitment process. However, care should be taken from both sides. You cannot wholly rely just on the recruitment agency without making any efforts from your end.

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Management And Contacts

The main aim of the German Recruitment Agencies is to have a specialization in headhunting and aiding the companies with external roots in recruiting the people they require within Germany. A wide range of people applies for the same- from sales personnel to the marketing managers, country managers, IT professionals,   CFO’s, etc. To be very honest, it is not very simple to find an excellent sales staff. There’s a significant cultural difference between Germany and the other countries. Only a right employee can help the company in growing their business in Germany. There comes the considerable role of the recruitment agencies. They know exactly where to look for finding the perfect candidate for particular industries. They will get you the perfect match so that you can be successful in all your endeavours.

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Roles of Recruitment Agencies

The primary focus of the recruitment agencies is in the executive recruitment. Some good organizations also offer the services in the field of mergers and acquisitions. They help the owners of the middle-sized German companies in finding the right candidates. They can also perform the searches for the ones wanting to buy a German company.  At last, they can also help the businesses looking for German distributors and get in contact with the ones who are interested in purchasing the new products. After closing the selection of a candidate, the agencies also provide the required support in negotiating the salary and in establishing the employment contract.

Looking For International Recruitment? – Check Out German Recruitment Agencies and Recruitment Experts

Things The Top Executive Search Agency Germany Does When Hiring Goal Oriented Talent

Work-life balance, career opportunities and good perks – these are some of the things that young talent of today is looking for when analyzing any job opportunity. The highly educated and skilled workforce which is hitting the German job market is not only looking for flashy paychecks, but something more than that. Their entire emphasis is on professional growth and the attainment of future goals. This is the reason that even the best recruitment company Germany was required to refocus their recruitment methodology in order to attract this goal-oriented workforce.

You must be wondering how the top executive search agency Germany is attracting the young talent?

Here are the ways and means through which recruiters are focusing their recruiting efforts ongoal-oriented talent:

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  • Defining Goals

Goal setting should not only be reserved for current employees rather, potential candidates should be given a similar opportunity so that they can make the decision whether to apply for the job or not. The recruiter focuses on more than just making a hire because he puts his emphasis on planning the future of the candidate with the client’s organization. The predefined goals surely aid in having a better understanding of who will fit the job perfectly. This way, the quality of hire is improved greatly.

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  • Give Clarity On Short Term And Long-Term Goals

Gone are the days when posting the overall goals of the organization can satisfy the queries of the candidates. Candidates nowadays want to know before joining the team how their goals are aligned to the wider goals of the company. Candidates need to be told about the long-term as well as short-term plans of the company. The executive search companies identify the goals of such candidates during the pre-screening process. Candidates are given the opportunity to bring to the table how they would approach as well as achieve their goals.

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  • Establish A Connection Between The Individual Goals Of The Candidate And The Overall Mission Of The Organization

The young talent of today is not only goal-oriented, but they aspire to make a difference to the corporate world. This is the reason the candidates are looking to work with that organisation, that establishes a connection between their vision and mission and the overall goals of the organization. The goals of the candidates should align with the mission, vision and the overall goals put forth by the organization. The mission and vision statement is shared with the candidates so that they can see what their individual goals are and how well they align with the larger goals of the organization.

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  • Autonomy

Headhunting companies these days are not just looking to find candidates who possess the right skills or experiences, instead, they are looking out for those who are self-starters. Autonomy is not a skill, but the way the employees interact with each other throughout the day. The candidates are told the amount of autonomy they will be given for the particular position and how they are required to manage the workload in an effective manner.

Things The Top Executive Search Agency Germany Does When Hiring Goal Oriented Talent

How Are The Top Headhunting Company In Germany Attracting Out Of Town Talent?

What are the qualities to look for when hiring new talent in the organisation? These are skills, talent, ambition and cultural fit. There are cases when you come across a candidate who fits the bill perfectly but may turn down the job offer due to the geographic location of the company. The top headhunting company in Germany is working out to overcoming this limitation.

Here is how the top recruitment company Germany is hiring candidates both from far and near for the client’s organizations:

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  • Step Into The Shoes Of The Candidates

Out of town candidates have specific needs in terms of relocation which the organization needs to handle with care. Such candidates require complete information about the requirements of the job in order to make the final decision for relocation to a new place in order to take the job offer. The headhunting companies in such case do not just read out the job description and the requirements of the job, but also give a detailed picture of the work environment and what qualities one should have to thrive in that environment. They also focus on the challenges faced by the current staff members and how the company helps the employees in overcoming the same.

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  • Give Clarity About The Company’s Culture

When it comes to out of town candidates, candidates are not just in search of a good and prospering career, but also, a place where their families can live and grow. Thus, they look for a company which is right for their own personalities and work style. The recruitment company illustrates the culture of the client’s organization and the alignment of the values throughout the search and recruitment process. They even use the testimonials given by the current employees to reflect the love the employees have for their organization and leaders and how the company is helping them in building a happy and satisfying career.

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  • Company Location

For a large number of candidates, the decision to relocate to a new place is not only based on the job profile, but also on the location. To give a clarity about the location where the company is situated or the locality whether the candidate would be living in case he/she accepts the job offer, social media platforms display all the wonderful activities one can indulge in if one resides in that location. Headhunting companies also highlight the location and its offerings during the personal interviews. The attractive features of a location such as restaurants, localities and attractions for the adults and kids are also showcased. They also give the candidate reasons for considering the relocation as a positive thing.

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  • Traditional Recruiting Is Not Put At Stake

The recruitment agencies make use of a number of digital resources to establish connections with the out of town talent. But, at the same time, they also use the traditional methods of finding the good talent within the town. Networking is what that keeps these companies ahead of their competitors. The key persons of the recruitment companies attend the network events in different locations to find passionate and talented people who can fulfill the future needs of the companies.

How Are The Top Headhunting Company In Germany Attracting Out Of Town Talent?