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.

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5 Things Recruiters Should Not Say To The Candidates

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

Recruitment Trends In Germany

Entering and forging further into foreign markets is surely a step worth considering especially developing and evolving the business. However, there are massive barriers a business has to overcome to happily enter a brand new niche, domain or market. In order to find highly skilled staff which is one of the biggest challenges let’s understand the top 5 trends that companies must be aware of regarding recruiting or headhunters Germany.

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Recruiting Technologies

It does seem that the trend of digitalisation is unstoppable but there are video-based job interview technologies that are now emerging and becoming far more popular over the past couple of years. Mobile recruitment solutions are also evolving and are very much on the rise since the year 2014.

There are also many Challenges that recruiters face nowadays. Every second recruiter is concerned with finding suitable candidates and placing candidates in a timely manner. About every third recruiter complains about their extreme pressure and workload along with the struggle to find an apt balance between operational recruitment tasks and project management.

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Active Sourcing & Social Media Recruiting

 

Post a dip in the year 2015, active sourcing has now turned out to be a commonly utilized recruitment strategy that people use.

When it comes to the digital concept of social media recruitment platforms there are no surprises in the recruitment market trends. Platforms like Instagram, SnapChat, Pinterest and Whatsapp are live in the shadow of the huge players in the market.

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There are now various channels that communicate about vacancies. The corporate career and job websites have come at the top of these channels and are being used to post communicate vacancies that are followed by social media business platforms. These also include recruitment events like the federal employment agency and various job fairs. On the other hand, print media, HR consultancies and various other external manpower sourcing providers have become important in communicating with clients and posting job vacancies on varied portals

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Future Investments

In which domains do German recruiters plan to invest more money? Almost every second company is planning to invest further in social media business platforms to attract candidates and hire new employees. The companies also emphasized investment into employee referral programmes, job fairs and social media platforms.

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Recruiting Tools in Executive Search Germany

Candidates actually consider employee referral programmes as crucial and a very efficient tool in the entire end to end recruitment process. This very much aligns with the new trend of companies who are ardently willing to invest into such innovative new age programmes. Video recruitment tools are found to be the least helpful by many job candidates. This fact is also indicated by various findings from recruitment trend studies in Germany. Lastly, it is crucial to have a culture test right in place because it is the second highest ranking recruiting tool which candidates will find extremely useful.

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What We Learn

 

  1. Candidate Experience and Active Sourcing has developed to be a very relevant topic in the entire recruiting business in Germany.

  1. Employer Brand has obtained significance in the most recent years and also imposes tons of challenge or restrictions to the recruiters in Germany as compared to hiring professionally experienced workforces.

  1. Social Media Recruiting trend has seen to be dipping low in the year 2015. However, through the entire year of 2017it has regained the traction and strives hard to make a comeback.

  1. Since 2013, the existence of applicant management systems is being steadily growing and the employee referral programmes will continue to obtain importance since the year 2014 as well.
Recruitment Trends In Germany

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

Creative Tactics Employed By Headhunters In Germany To Hunt The Best Talent

There was a time when the recruitment race was all about paying a good compensation and getting the talented job seekers on board. The job market of Germany now a days is defined by the organizations who are ready to hire talented individuals with intricate packages. The various best headhunting companies in Germany are battling with each other to hire similar kind of talent for their client organizations.

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So how do the Headhunters in Germany make sure that their candidates are not snatched up by the other headhunting companies? Let’s have a look at the creative strategies which the headhunting agencies adopt to make sure that they recruit the best talent for their client’s organization:

  • Host Events

In today’s cut-throat competitive market, just attending the events organized by other organizations and recruiters is not enough. The headhunting companies these days host their own events in order to create a welcoming presence in the community so that the candidates can start associating themselves with the recruitment companies. Because of such events the brand grows as a whole and the candidates even start mentioning the name of the recruitment agencies as an entity that is known.

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  • Creative Recruitment Models

These companies follow the most innovative and creative recruitment models for making a long-lasting impression upon the job seekers. The innovative models employed by the headhunting companies match the brains of the elite and tech candidates. These companies spend a lot of time in knowing the candidates through the resumes once they receive the application from the candidates. They use creative strategies for matching up the ratio of industries with that of the companies and that of the skills possessed by the job seekers.

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  • Use Internet For Networking

The executive search companies capitalize on the Internet for reaching out to a wide range of job seekers. By using the Internet as a means for networking the recruitment companies meet a pocket full of passionate and talented candidates who can be the driver behind the success of any organization. This way, the hiring agencies position their company as a brand which support the people who look for work and actually works. The candidates also develop trust in such agencies and actively participate in their recruitment call.

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  • Utilize Apps For Searching Talent

The world of the internet is amazing. Apart from just using the various Internet portals for networking with the top talent, there is the presence of a number of apps which are specially designed to help recruitment companies find a talented workforce. The recruitment agencies dig into the apps to get the best resources for the client’s organization.

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The Bottom Line:

Gone are the days when the straight ladder used to take the masses on the path of the success. The executive search companies have to become creative in order to bridge the gap between the top talent and the client’s organization. Thus, by trying out more creative avenues the executive search companies are extending their hands to grab the best talented individuals who can put their best efforts for the success of any organization.

Creative Tactics Employed By Headhunters In Germany To Hunt The Best Talent

Things the top Headhunting company in Germany must know before hiring Generation Z

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Gone are the days of hiring Generation X or Y, the time has come when all the top Headhunting companies in Germany are looking to hire Generation Z. So, who falls under this category? Generation Z refers to the millennials who are born in the 1990s and onwards. This generation brings with them the tag of being technically advanced and thus it requires certain alterations when it comes to hiring this generation. A Headhunter in Germany needs to plan ahead in order to make the positions “Z friendly.” Here are the things you must know before hiring them:

  • Big fat paychecks
    If you thought that big fat paychecks can attract this Generation, then here is the reality check. Good remuneration is liked by everyone, this stands true even for this generation, but it is not enough in order to attract this new generation to any organisation. So, when conversing with this generation, instead of focusing on the salary packages, put more emphasis on the opportunities for career advancement and the company culture.
  • They are pragmatic individuals
    Generation Z knows it all and is quite pragmatic in approach. So, instead of beating around the bush, getting to the point in a straightforward manner with these potential employees seems to be the best idea. Theyseemto value stability in work and a constant pay, in light of the recession and financial crisis they have seen during their growing-up days.
  • They are futuristic in approach
    The generation before this was not concerned too much about what is going to happen in the future, but this generation is concerned about the future. So, when talking to them about the company, don’t just give the information about the current status of the company or what the company can do for the employee at present, but also include what the company has in its kitty for the employees in years to come.
  • Use their entrepreneurial spirit
    The millennials of Generation Z are lean towards autonomy and this comes with a large entrepreneurial spirit. They have potential ideas and schemes which can be used for the good of the society as a whole. So, when interviewing them, show them how their high spirits can be efficiently absorbed in the organization. Show them the flexibility the company can give to them when it comes to the implementation of their ideas and thoughts.
  • They don’t like sitting idly in the office
    Gen Z likes being busy at the office during work hours. They are willing to do loads of work and showcase their multitasking abilities. They can even work late hours if the work requires immediate attention. But, when there is no work, they don’t like sitting in the office just to chit chat or do any kind of meaningless job. When they work, they work purposefully, but when they think sitting is a waste of time, they won’t sit. So, if a company provides flexible working hours, with thefocus not being on the number of hours spent in the office, but rather on the output generated, this generation can work wonders with them.
Things the top Headhunting company in Germany must know before hiring Generation Z

Attributes Sought By Top German Recruiters In Candidates For Key Management Roles

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Landing a key management role is a dream cherished by most executives having ample knowledge and expertise in the business environment. However, only a handful of candidates are fortunate enough to get an opportunity to realize this dream and take their organization to newer heights of success. Unknown to most, such candidates possess some key attributes that are sought by German recruiters and hence make them stand apart from the crowd. These attributes are discussed in brief as follows.

Willingness And Enthusiasm To Take Up New Challenges

Given the enhanced level of competition in the modern work environment, it is not unusual for key management professionals today, to face new challenges on a daily basis. As such most recruiters seek candidates who are not only willing to take up these challenges, but do so in an enthusiastic manner. The recruiters feel that professionals having the ability to take a challenge head on, without feeling stressed or burdened are likely to find faster and better solutions to overcome the same.

Ability To Resolve Problems From Diverse Sections

Most organizations today seek a key management candidate having comprehensive problem solving capabilities. This essentially means that the candidates should possess a broad range of business skills enabling them to provide a solution for financial matters with almost the same efficiency as for strategic issues. While most recruiters understand that seeking perfection in every individual field is practically impossible, they do expect the candidate to have the ability to operate at least with a basic competence in all key areas.

Be Aware Of The Level Of Impact They Can Make

Modern business organizations want their headhunter Germany associate to focus on recruiting candidates who are not only aware of the impact they can make within the organization but also spell it out for the recruiters. The candidates should be able to provide the necessary facts and figures about how their efforts proved beneficial for their previous organization and how they will do so for the current organization. This enables the recruiters to access the productivity of the candidates as well as their familiarity with the work environment within the organization. It also displays the motivational power of the managers for building strong teams.

Ability To Make Tough Decisions And Take A Hard Stand

It is extremely important for a candidate being considered for a key management role to have the ability to make some really tough decisions even at the cost of losing their goodwill amongst their subordinates. Many times, the managers are required to take a hard stand on issues that might be hindering the growth and profitability of the organization. In most cases, such decisions are against the popular opinion of the work workforce and the managers need to have the ability to balance both the aspects fairly well.

Understand The Importance Of Being Culturally Compatible

It is quite common for modern business organizations to have a multicultural work force which is why recruiters often prefer candidates who understand the importance of being culturally compatible. The key managers should not only be able to respect the different cultures to which the members of the workforce belong, but should not let it influence their ability to pick out the best players. The cultural bias of its key management professionals is one the biggest reasons behind the downfall of a business organization and hence should be dealt with in a serious manner at the time of recruitment of the candidates itself.

Attributes Sought By Top German Recruiters In Candidates For Key Management Roles