Three Key Factors That Recruiters Need To Consider While Writing Compelling Job Descriptions

Writing good job descriptions is the key to attracting the right candidates for a specific position. This is true irrespective of the medium being used for posting job ads and reaching out to potential candidates both locally and internationally. In fact, the kind and quality of response received by a recruitment agency Germany for a job ad depend largely on the job description content. That is why most top recruiters lay much stress on creating highly impressive job descriptions. The task is not as simple as it may seem as creating such job descriptions requires an in-depth understanding of the role and responsibilities as well as an ability to accurately describe the same in just a few sentences.

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Why Good Job Descriptions Matter So Much?

A job description introduces the potential candidates to the available positions within an organization. It informs them about the key skills and qualities a hiring organization is seeking in the most suitable candidates for the role. However, a compelling job description is not just restricted to this aspect but rather acts as a powerful communication tool by offering critical information about the job position that is likely to influence candidate decisions. If a job description is not engaging and inclusive enough, it is likely to drive off potential candidates even before their first interaction with the recruiters. To avoid this eventuality, it is important for the recruiters to consider the below discussed three key factors while creating job descriptions.

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Choose A Catchy Yet Clear Job Title

It is essential to ensure that the job title provides the candidates a clear perception of what the hiring organizations are looking for. However, the title should not be too mundane to make it indistinguishable for countless other similar job positions posted out there. At the same time, it should not contain any unrealistic terms that are too vague or are likely to attract the wrong candidates. In order to capture the attention of the most suitable candidates, it is advisable for the recruiters to keep the job title as specific and direct as possible and include the industry and preferred language of the candidates to attract the right talent.

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Avoid A Long List Of Essential Criteria

Every hiring organization has a extensive list of essential qualities and traits that define a perfect candidate for a specific job position. However, posting this entire list in the job description is not the right decision. According to the experts from the recruitment agencies in Germany, including a maximum of must-meet criteria should be the rule of thumb followed to gain the attention of the best candidates. It is better still to highlight only two or three key skills that are essential for the success of a candidate in said role.

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Turn The Job Description Into A Sales Pitch

A compelling job description should have a strong and action-oriented vocabulary that motivates the candidates to take the next step. It should also reflect the company culture, values and growth opportunities for deserving candidates. The recruiters need to remember that they will be selling a job position to potential candidates and hence the job description should be designed accordingly.

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Three Key Factors That Recruiters Need To Consider While Writing Compelling Job Descriptions

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.

How Recruitment Agencies Germany Are Influencing The Hiring Managers?

Key Features Of A Great Job Advertisement For Almost Any Role

Contrary to popular belief, job advertisements are still an integral part of most recruitment drives. In fact, it is quite common for a recruitment agency Germany post job ads on various channels to attract the best candidates. However, the kind of response that the recruiters get in terms of the number and quality of candidates, depends largely on the quality of the ad itself. Creating a great job ad is often not as difficult a task as it is made to be. Given below are the brief details of the key features of a good job ad that can help attract the right candidates, irrespective of the position being offered.

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Details Of Day-To-Day Responsibilities

The job advertisement should provide comprehensive details about the day-to-day responsibilities that the candidates would be expected to handle. This information is essential to help the prospective candidates access their suitability for the role with respect to their existing skill set and experience. It also helps the recruiters to clarify their expectations from prospective candidates at the very start of the recruitment process.

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Brief Details Of The Company

A good job advertisement offers a brief introduction of the hiring organization to any prospective candidates interest in applying for the job. The description may or may not offer the name of the organization, but it should include information about the different sectors in which the business is operating. In addition, aspects such as the work culture and environment within the organization should also be covered in brief.

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Any Must Have As Well As Desired Skills

The candidates should have a clear understanding of the skills that are an absolute must for applying to the job as well as any other skills that may be desired but are not necessary. This piece of information can play a critical role in ensuring that only the most suitable candidates apply for the job. It can help considerable time and effort for both the recruitment professionals and the hiring organizations besides improving quality of candidates.

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Basic Compensation And Benefit Details

One of the biggest mistakes committed by business organizations while framing a job ad is to leave out the basic details about compensation and benefits being offered. This creates a sense of uncertainty amongst the candidates and they are able to assess the true worth of the job option. That is why the professionals offering executive search Germany services advice their clients to include compensation as well as basic benefit details in their job advertisements to make them truly appealing. It also helps the candidates to establish realistic expectations with respect to salary negotiations during the interview process.

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Appropriate Call To Action

A good job advertisement is incomplete if it does not offer any information about the call to action for the candidates. The advertisement should clearly specify how and where the candidates need to proceed to apply for the job. It should also offer information about the key documents that the candidates would be expected to submit along with the job application and CV. Most importantly, it should provide any other information and details that are essential for the candidates to know before applying for the advertised position.

Key Features Of A Great Job Advertisement For Almost Any Role

Understanding The German Recruitment Culture For A Better Hiring Experience

Germany has emerged as a major hotspot for organizations seeking great expansion opportunities. With an increasing number of internationally based ventures are setting up operations within the country there has been a natural surge in the demand for high quality candidates across different niches. However, in order for an international headhunting company to ensure the success of its recruitment campaign in Germany, it is essential to gain a better understanding of the local recruitment culture. This includes learning about the various processes, routines and protocols that are generally followed during the recruitment process and how these are used for hiring the most suitable candidates.

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Assessing Candidate Quality And Competence

The German recruiters tend to study the resumes of the potential candidates in great detail. They try to analyse every small aspect of the career profile of the candidate even before the interview Hence, it is important for the candidates to make sure that they offer accurate and valid information in the resume and know the document inside out before appearing for an interview.

The interview process in Germany is more focused on the gaining an understanding about what motivates the candidates. Thus the questions asked are more related to the steps taken by the candidates to handle specific situations. It is also not unusual for the German recruiters to pose questions based on hypothetical situations to the candidates. The candidates’ responses to these questions help them to assess their skills and competence level.

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Generation Of Job Offer

It is not uncommon for the hiring process in Germany to comprise of 2-3 rounds of interviews with the candidates. In addition to a face-to-face interview, the candidates are also expected to attend a trail day with the company. It is normal for the hiring organizations to keep the candidates waiting for 1-2 months before they are provided with a job offer. This is because German people in general are known to take their time for making vital decisions. Since hiring an executive level candidate is not a minor decision, it is not unusual for the recruitment process to be completed within a period of 1.5-2 months.

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General Approach To Recruitment

The hiring culture followed by a recruitment agency Germany is significantly different from the culture followed in other countries. The key highlights of this unique culture are listed as follows.

  • The German recruiters do not have the habit of beating around the bush. They prefer the direct approach and hence if they want to know something they will ask about in an extremely straightforward manner.

 

  • Germans value efficiency above everything else which makes them extremely focused on their work. This also minimizes the chances of error as they make great efforts to understand the tasks being assigned to them to accomplish them with utmost efficiency.

 

  • The German people in general are extremely serious about meeting deadlines and being punctual. They do not think twice about putting in some extra time to avoid unnecessary delays.

 

  • Germans in general tend to follow rules and regulations in a stringent manner. They have a very poor sense of humour especially with respect to their professional roles and responsibilities.

Understanding The German Recruitment Culture For A Better Hiring Experience

Useful Tips For Management Level Executives To Build Good Bond With Their Juniors

Most modern workplace environments are relationship driven, which essentially means that their success depends on the kind of relationships shared between peers and even between managers and subordinates. In order to create a truly motivating and enjoyable work environment, it is important for the management level professionals to work towards enhancing interaction with their peers and juniors. Adapting this approach is essential for building a good morale at the workplace besides developing a sense of mutual respect and value amidst co-workers. Discussed below are four effective tips as suggested by the expert professional from the best recruitment agency Germany that can help managers to build good workplace relationships.

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Be Sure To Respect Other People’s Time

Most managers have this tendency of considering their time to be more valuable than their peers and subordinates. In fact, it is not uncommon for managers to keep their co-workers waiting, while they complete totally insignificant tasks. Most managers use this method deliberately to stress their superiority or simply to show off their authority. Sometimes, the managers might even choose the waste the time of their co-workers by bombarding them with totally irrelevant questions or seeking completely unnecessary frequent updates about the progress of a task. Sadly all these actions tend to alienate the managers from their peers and subordinates. Hence it is important for the managers to learn to respect other people’s time as it can prove to be the first step in the direction of building strong workplace relationships.

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Have A Positive Approach Towards Things

People rarely like to work with a negative person, which why it is important for the managers to develop a positive approach towards things. They need to always beer in mind that the people they deal with at their workplace are all part of the organizational workforce. Hence criticizing them or complaining about their work is not going to prove beneficial for the organization in any manner. Rather it will sow dissent and discord amongst co-workers, which will have a deeply negative impact on the overall growth of the company. On the other hand having a positive approach will enable the managers to focus on the strengths and achievements of their co-workers and this can help strengthen their morale and help them to overcome their weaknesses.

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Communication Is The Key To Success

According to the professionals offering the services of executive search Germany, free and frank communication plays an extremely important role in building strong workplace relationships. Lack of proper communication can not only create misunderstandings but also result in increased stress and confusion. That is why it is important for the managers to ensure that they maintain open channels of communication with their peers and subordinates on a professional as well as personal level. The communication might not necessarily be conducted through personal interaction only, but can also involve the use of technology tools such as e-mails, messengers and even phone calls. The managers should also take the initiative of approaching their co-workers to learn about the problems, needs and expectations.

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Give And Take Regular Feedback

It is quite common for managers to give feedback to their juniors about their performance and other professional matters. However, only a handful of managers feel inclined to take a similar feedback from their co-workers. Seeking feedback is as important as giving it as it helps the managers to learn about what they are doing right and things that they need to improve upon. However, in order to gain an honest feedback, it is important for the managers to make themselves approachable and accessible to their co-workers. This means that the people providing the feedback should not feel threatened of facing any dire consequences in case they are critical of specific habits of the managers.

Useful Tips For Management Level Executives To Build Good Bond With Their Juniors

Why Job Description Is Crucial To A Successful Executive Search In Germany?

“The Secret Of My Success Is That We Have Gone To Exceptional Lengths To Hire The Best People In The World.” – Steve Jobs

So now you have decided to carry out an executive search in Germany and have also communicated to your Recruitment Agency in Germany, what next? One of the most basic and crucial parts of an executive search is writing down a perfect job description for the position you are trying to fill. Writing a job description is crucial to hiring just the right person for the right post.

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Why Is The Job Description So Important?

Job Descriptions are important due to a number of reasons:

  • To Target The Right People – An incomplete or misleading job description would mean your target audience is not able to understand what exactly are you looking for and may not apply at all. This may result in less applications thereby decreasing your options of finding the right person. Executive search is even more crucial because the job requirements are as specific as they are generic. You need a candidate with experience in a particular field but having a knowledge of a lot of other components as well. Having an incomplete job description might change your target audience altogether thereby making you more vulnerable to a wrong hire.

 

  • To Get More Potential Candidates – Having a well thought out and easy to understand job description will reach more people as a result of which you will get more potential candidates. This in turn means that you have more options to choose from which could lead to a quicker and more effective hire.

 

  • To Save Money And Resources – Giving a detailed job description can quicken the hiring process thereby saving you a lot in terms of money and human resources. This would also mean that the leadership would be passed on in less time and therefore the work towards growth can happen at a faster pace.

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How To Have A Perfect Job Description?

Writing a correct job description can take years of practice but with a firm on board, you need to keep a few things in mind:

  • Be As Elaborate As Possible – Be as thorough as you can regarding your expectations from the given position. Ask a lot of question and give comprehensive answers to the one posed to you. Be very specific in terms of qualifications and experience. Hiring an executive can be tricky but with a correct, to the point job description, it could be done with ease.

 

  • Be Proactive – The expert firm you have hired has a lot of screening experience, but as this is an executive post we are talking about, be involved at every stage. Discuss with your agency about the progress of the search. Have elaborate discussions after the interviews of the potential candidate and make changes in the job description if you feel it is not serving the purpose to 100%.

 

  • Do Not Compromise – This is the most important lesson, do not compromise for less and if the first round of hiring does not propose any potential prospect, revisit your job description and try again.
Why Job Description Is Crucial To A Successful Executive Search In Germany?

Guidelines For Choosing The Right Gifts For Employees

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Modern businesses are nothing like the bureaucratic organizations of yesteryear, which paid too little attention to their employees and were more focused on increasing profitability. Today the focus is more on ensuring greater employee engagement besides providing the employees with the respect and appreciation they deserve. This strategy has been recognized by modern entrepreneurs as the key to consistent growth of the business organization.

One of the most common methods used by business organizations to ensure greater employee engagement is to present them with gifts. In fact, many organizations highlight this policy during their recruitment drives to attract the best candidates for various positions. For example, a business organization seeking applications for the position of junior executive, might ask their recruitment company Germany to inform the prospective candidates about the gifting policy used to recognize the innovation and efforts of the employees.

However, in order for this policy to work, it is important for the business organizations to invest considerable time and thought in choosing the right gifts for the employees. Discussed below are some important considerations that business organizations need to keep in mind for the same.

  • It is extremely important to ensure that the gifts given to the employees are not too personal but have a professional feel to them. This will prove to be an appropriate recognition of their work as a professional without making it look like an appreciation of an individual by the management.
  • Organizations need to avoid the common mistake of choosing large gifts that are of poor quality. The people responsible for choosing the gifts ought to remember that it is not the size that matters, but the respect and recognition that is associated with the gift which keeps the employees inspired and motivated.
  • Customizing the gifts according to the likes and dislikes of the employees is also a great idea. This makes enhances the sense of belonging amongst the employees receiving the gift as they feel that their needs are well understood by the management.
  • The whole idea of giving gifts to employees to recognize their contribution towards business growth will prove worthless, if the employee name is not spelled properly. Small oversights such as, choosing the incorrect wrapping or even mixing up the achievements can turn off the employees and make them feel cheated.
  • It is important for the business organizations to consider the background of the employees while choosing the perfect gifts for them. This will ensure that the employees do not feel culturally or religiously offended upon receiving something that might be good in one community but might not have a totally different meaning within their community.
  • The biggest mistake organizations can commit is to get the same gifts for every employee. Not only does it make the employees feel like having been compared with others but they often end up considering the whole gift giving idea as a mere formality, which does not motivate or inspire them.
  • Finally, organizations need to set a limit to the maximum amount that can be spent on each gift, which in turn depends on the position of the employee within the organization and their achievements. 
Guidelines For Choosing The Right Gifts For Employees