How Recruitment Agencies Germany Are Influencing The Hiring Managers?

It’s been a news these days that the recruitment agencies Germany are able to influence the hiring managers. By influence, we here means compelling the concerned hiring organization to take certain actions and demonstrate certain behaviours which make the exercise of searching, screening and hiring the top talent a conducive one.

So, what are the ways through which the recruitment agencies in Germany are leaving their imprint on the hiring managers? Let’s have a look at it:

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Recruitment Knowledge

This pointer needs no explanation! Recruitment knowledge is something that forms the core of the recruiter. If a recruitment company lacks credibility in the recruitment knowledge, it can never manage to even get the time of any hiring manager; influencing seems to be a far cry. The recruiter should demonstrate to the hiring manager his knowledge about the talent market place and the prevailing trends of the job market. They should do a planning meeting and present a plan for sourcing the passive candidate to the client.

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The Power Of Good Judgment

The recruiters who can make sound decisions about hiring talent in a time bound manner are always preferred by the hiring managers. The recruitment firm needs to show its wisdom, judgment, experience in unveiling and attracting the top candidates for the recruitment drive. The firms can talk about the previous record of hiring by showing the facts and figures and present as well as discuss the available options for hiring and the pros and cons of the same.

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Persistent In Approach

The persistent recruiters are considered to be the most influential and successful and are the ones, more and more hiring managers gravitate to. Despite the presence of a number of obstacles and setbacks, the persistent recruiters are able to embrace the challenges with the efficiency and creativity. They display innovative thinking for the purpose of problem solving and are the ones who never shy away from altering their plans if required in order to creatively embrace the new ideas for certain organizational roles.

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Leverage The Available Resources

The recruiters influence the hiring managers by marshalling the resources in a proactive manner for the purpose of maximizing the productivity. They are skilled enough in gathering the information, time and data required for fulfilling the commitments made to the hiring managers. They also make use of the personal network of the hiring managers in search of the potential candidates.

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Responsiveness

In order to build a credible and influential reputation in the eyes of the hiring manager, responsiveness stands as the utmost competent feature. Responsiveness is essential for the purpose of building trust and forming collaborative partnerships. In order to demonstrate responsiveness, the recruiters are always available for the hiring managers over calls and emails for answering the queries and informing about the plan of action. They manage the expectations effectively by providing the timelines and ensure that the timelines are duly met.

Indeed, the entire exercise of hiring of talent for the organization becomes obtrusive when the recruitment agency Germany is not supported by the client organization. However, with the support from the hiring managers, the recruiters can search and bring the best candidates of the lot to the table.

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How Recruitment Agencies Germany Are Influencing The Hiring Managers?

How Technology Changed Working Of Recruitment Agencies In Germany?

We all know that there has been a sea change in the process followed by the Headhunters Germany now, then what was followed a few years back. Can you guess the reason for this change?

It’s nothing but technology. The automation acted as an enabler for the recruiters and made the process of recruitment a quicker, faster and easier exercise. We tell you how technology helped the recruitment agencies in Germany in searching and onboarding the talent in turn altering the entire recruitment process:

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  • Sourcing And Screening

With automation, the recruiters were able to create flexible plans and budgets for the different job positions in the organization. This way, the client organization always remained in tune with the financial plan and never ran out of the recruitment funds. It helps in focusing on the type of talent in the candidate is required by the client organization at the different levels based on the availability of budget. The headhunters started using the multi-channel sourcing methodology for sourcing the resumes from various channels and consolidated them at a place, thus aiding in the database management of the candidates.

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  • Interviews And Meetings

Technology has influenced the meetings and interviews in a great manner. Now a days, the multi-panel meetings and interviews are scheduled through phone itself, thus saving the time of both the interviewer and interviewee. The feedbacks are also shared through the online mode and in a way the human biases are eliminated.

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  • Appointment Letter

Gone are the days when one personnel of the recruitment agencies was dedicatedly involved in making the offer letters. Now a days, the system generated appointment letters are sent to the selected candidates. With the use of technology, the recruiters customize the multiple appointment letters to suit the needs of firms belonging to different sectors such as legal entity, departments, fashion houses, government agencies, IT firms etc. This aids in reduction in timelines and confusion over the offer letter as the same can even be sent on the mobile of the selected candidate and the client organization.

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  • Management Of The Remuneration

Technology has even played a pivotal role in transforming the way the compensation packages are designed and devised. With the availability of various software, the candidate’s compensation package can be easily configured to the package structure specifications given by the organization. Thus, calculation related to the salaries and other costs is no more a cumbersome task.

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  • Onboarding Formalities

There is an availability of software which can help in organizing as well as keeping a check on the different formalities which needs to be completed before the joining process can be initiated. The different certificates and the related documents can be digitally forwarded by the candidates for getting verified on the part of the recruitment firms. Thus, the paperless profile of the candidate can be created in seconds and the same can be forwarded to the client organization for final approval.

To conclude, we affirm that technology is one thing which has interacted with life of one and all and recruitment is no exception. Technology has helped in creating seamless operations for the recruitment firms. However, the headhunter companies need to wisely choose what kind of technology, it can handle as well deploy.

How Technology Changed Working Of Recruitment Agencies In Germany?

The Changing Trends In Recruitment – Looking At The Process With A Fresh Perspective

Much has been said and written about the need to attract and recruit the right talent by business organizations to ensure their success. However, when it comes to defining the right talent, most recruiters are of the opinion that it comprises of the appropriate skills, expertise and experience relevant to the specific sector or the job position. This perspective of talent for hiring the best candidates worked perfectly well up to a couple of decades ago. Now with the changing times, the concept of right talent with respect to the recruitment process has also undergone a gradual change. This has made it mandatory for the recruitment agencies in Germany to look at both right talent and its recruitment with a fresh perspective.

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What Talent Means In Modern Times

Even though the meaning of talent has not changed much over the years, it is no longer restricted only to the skill, experience and expertise of the candidates. Rather it has evolved to include the overall professional personality of the candidates, which was not given much importance in the traditional recruitment process. The professional personality of the prospective candidates is accessed across three key parameters namely their vision, motivation and adaptability. While most recruiters still look for candidates having the greatest experience with respect to a specific job position, they are willing to consider younger professionals with lesser experience but a definitely better vision and adaptability.

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Thinking Out Of The Box

In addition to acknowledging the modified concept of talent as per the modern business needs, a leading headhunter Germany company needs to learn the skill of thinking out of the box. For this they need to first accept the fact that simply studying the CVs of prospective candidates might not provide them the details of their talent and competence. The recruiters need to use new methods and strategies to test the adaptability and the willingness of the candidates to learn during the course of the interview itself. It is also essential for the recruiters to adapt the trend of hiring manager level candidates from sectors other than those related to the current job position. These candidates are more likely to have a greater willingness to learn and listen as well as the passion to prove their competence in a new sector.

Contrary to the popular belief, the recruiters do not need to make drastic changes in their recruitment policies to attract the best talent. Rather they just need to adapt a different outlook and make some subtle changes in their recruitment strategies to fulfil their client needs in the most satisfactory manner. It is more about adapting the right perspective and approach to find candidates seeking new challenges and opportunities to learn and grow. Only such recruiters and candidates can help organizations fulfil their objective of attaining constant growth and success.

The Changing Trends In Recruitment – Looking At The Process With A Fresh Perspective

How Recruitment Agencies In Germany Can Improve The Quality Of Hire

“To Raise Your Company’s Quality Of Hire, You Need A Hiring Strategy Designed To Attract The Best, Not One Designed To Weed Out The Weak.” – Lou Adler, CEO Of The Adler Group

The success of any company is defined by its people and bringing new people to the company and making sure they adjust to the company culture can be a bit overwhelming. Studies have shown that the hiring process is one of the most dreaded processes in Companies. The number of candidates flowing can still be achieved at some level but will you do when you need to improve the quality of your hire in order to decrease the turnout rate. That is where recruitment agencies in Germany can help you. One of the best headhunters in Germany can not only help you streamline the flow of candidates but also improve the overall quality of the candidates that are flowing in. Here is a list of ways how they do this :

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  1. By Running An Assessment Of Your Current Hired Employees

In order to improve the quality of your hire, these third-party experts first run an assessment on your existing employee base. Doing this can help you measure how you’re doing with the quality of hire and can set goals for improvement.

  1. Give An Accurate Overview Of The Role

The foremost thing the recruitment agencies do is lay out an accurate overview of the role by understanding your in-depth requirements and expectations for the role. Studies have shown that the quality of hire can instantly improve by providing a clear overview of what the job and the company are about during your hiring efforts. By creating detailed job descriptions and engaging job postings you’ll have a better chance of presenting roles to candidates who are a solid fit for the organization.

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  1. By Collecting The Right Data

 

A simple point that many businesses forget to keep in mind is maintaining the pre-hire and post-hire data. This data is your best friend when it comes to improving the quality of hire at your organization. Having a third party expert to help with the hiring process, you could not only collect the data deftly but also will be able to take out insightful inferences from it which can help in improving the quality of hire in the longer run.

For example, predictive analytics can be used to screen candidates with a pre-employment assessment. This can ultimately help you to make faster and smarter hiring decisions.

  1. By Assessing Whether Candidates Are An Organizational Fit

 

Many businesses think that to improve the quality of hire is you need to make sure that they meet all of the qualifications underlined in the requirements and possess all of the skills necessary for the role. But this is not enough. When you’re hiring for a new role, you should assess whether the candidates are a good organizational fit. You can assess this in multiple ways – by conducting situational judgment tests, informal meetups, and trial days.

How Recruitment Agencies In Germany Can Improve The Quality Of Hire

5 Project Management Skills To Consider While Hiring

The task of Recruitment Agencies in Germany is daunting for they have to find the perfect fit for your company and they have to get it right every time. Though years of experience and expertise in this field make them best at what they do,hiring a Project Manager is a challenging task for a Headhunter in Germany. Here is a list of 5 Project Management Skills that needs to be considered while hiring:

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Skill 1 – Delegation And Task Management

The foremost skill required to be a good project manager is to know who is best at what. In other words, the skill of knowing your employees by reading them through their actions. Many projects simply fail as they were assigned to the wrong group of people. Delegation and task management are the two necessary traits in a project manager. Assigning tasks to people in order to use the team’s talent in the best way possible is something that should be at the top of your list while hiring.

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Skill 2 – How To Build Strategy

The second important skill is building strategy. A good project manager is the one who knows the best strategy for the project, the company and the stakeholders involved. While preparing your interview question, create a case study or a situation in which you can ask the candidate to strategist in the best way possible. Chances are you may not be entirely happy with the end strategy but the approach with which a candidate has taken up the problem is extremely important and this is the parameter you need to judge them on.

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Skill 3 – Communication

The project manager is the soul and driver of any project or task. He is the one who is communicating to everyone. Therefore having good communication skills is a basic necessity for one to even qualify to be a Project Manager. Access your candidate on the level of communication. A simple HR round would serve this purpose for you as the candidate is as comfortable as he could be in an interview and therefore would be at his very best in communication at that moment.

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Skill 4 – Leadership

Probably one of the most obvious skills, leadership is something that needs to be there in a project manager as he will be leading teams of people and getting them to perform to the best of their potential. Project manager is a crucial role as a lot of people would look to him for guidance or solutions all the time. A Project Manager’s personality should be such that people look after him as a role model and would want to follow on his footsteps.

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Skill 5 – Risk Prediction And Management

A good manager is one who is good at forecasting any potential risk that might occur in the project. This would help prepare the team for the risk in advance and therefore the overall efficiency or productivity won’t get affected in the long run. Risk management is as important as mitigating the impact of any risk in advance thereby saving your team and the company from its negative impact.

5 Project Management Skills To Consider While Hiring

4 Words That Might Be Killing Your Chance Of Hiring The Top Talent In The Industry

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Everyone hires in fall and so we will do that as well. Stop right there and think for a second. When everyone is hiring, don’t you think there will be a fight among the companies for securing the top talent and what if you fall short and someone else is successful? What would you do then? As one of the best Recruitment Agencies in Germany, we have some advice for you which will help you get ahead in the hiring game: Also hiring the top talent in summer would give you more time to help them settle in the company environment as well as to onboard them so they are ready when the work pressure increases in fall.

4 Words That Might Be Killing Your Chance Of Hiring The Top Talent In The Industry

4 Words That Might Be Killing Your Chance Of Hiring The Top Talent In The Industry

Seven Habits You Should Avoid While In Workplace

“You have to have a work ethic, and you have to be educated in what you’re doing. You have to take it seriously. It doesn’t mean that everything you do has to be serious. But you’ve got to have the tools.” – Jakob Dylan

The ladder to success has many steps. With each step of climbing up the ladder, you need different things. At some step, it could be a recruitment agency in germany to help you move to a  better role or at another step it could be your pure hard work, but all along one thing that remains constant is being professional and following a work ethic while at work. However, the idea of what is termed as professional has changed largely over the years. The augmentation of social media and emails have made the communication more relaxed and casual but still some habits never look good no matter what time period you are working in.

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As helpful guide from one one of the top Recruitment Agencies in Germany, here is a list of top 7 habits that you should absolutely avoid while at workplace:

1)** Mixing personal life into your professional time. Everyone knows you have a life outside of work which is equally important to you, so the occasional chat with your family member or friend is tolerable but rambling on the phone for hours discussing about how life is going in every tiny detail is overdoing it and needs to be avoided. Still, if it is something completely unavoidable, you can always go outside and take a call from some place where you are not bothering your colleagues.

2)** Catching up on social media is something that we all do, but doing that in the middle of a working day is something you should avoid. This might be difficult to do but doing something that is not relevant to your company in your billing hours is against professional ethics.

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3)** Not being punctual is another habit that needs to be avoided. This is the old school work ethic where if you are expected to be in the office at 9, you should be there. However a bit relaxed now, a few minutes late is tolerable but that few minutes should not be a pattern and should never elongate to hours.

4)** Whining. It is not cute and definitely not professional. Everyone needs to vent their feelings once in a while but that does not mean you can overdo it. If you are facing issues at the workplace, talk to your manager and look for genuine ways to resolve them rather than going to every single soul and cribbing about it.

5)** Playing games/wasting time on your phone. This needs to be a caution especially in the first few months after joining as the work pressure is less and it is always tempting to pass your time on the phone. But doing this sends a really bad message to the people around you about your personality. Besides, it can get you fired.

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6)** Calling in “sick.” Now, what do we mean by this is, if you are sick, remain sick and make it look real. Many people take impromptu sick leaves but don’t call in sick and then post an instagram picture with your friends. If you are sick, either ask a day off or go to work and come back early if you could not stay for long.

7)** Being invisible. In other words, not responding to emails or phone calls or texts or any other mode of communication. The most important rule of being professional is being available. This does not mean you need to be available 24*7 but atleast set a particular window for you to reply to your emails. It could be 3 working hours or 2 or 1 depending on the severity and importance of the email. But always respond quickly in order to avoid stalling someone else’s work because of you.

Seven Habits You Should Avoid While In Workplace