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.

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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

Recruitment, From Frankfurt to Berlin!

Recruitment agency Berlin

Germany is the second most popular migration destination in the world, after the United States. Some 11 million currently living in Germany were actually born elsewhere. One in five people in Germany has a migrant background. People are majorly coming from Turkey, Russia and other states. With such a diverse workforce coming from all over the world, it provides a unique pool of talent for companies working in Germany.

 Frankfurt

Frankfurt is one of the top business cities of Germany. It is home to major German banks and numerous Multinational companies. It has become one of the main financial hubs in recent years.

Frankfurt is served by Germany’s largest international airportoffering the most international connections, which is why it is often chosen as a location. Frankfurt isalso very well connected to the rest of the country through a high speed train network.  Frankfurt has been one of the top three cities for international companies.

 Berlin

Berlin has been dominated by the service sector with 80% of the companies doing business in this for quite a while now. It has also emerged as a major hub for startup companies. So much so, that a new company is born every 20 minutes. Berlin’s low rents, cool image and open attitude mean the city is an attractive hub for any creative business.

However, it has become much more structured and mature in recent years. With growing startups, it needs dedicated employees for its growth.  Finding a right candidate is a difficult job because many are so new that they don’t appear anywhere and are therefore not known yet.

Berlin also has an excellent transportation system. This attracts more people to work there since they can forego a car.

With all these factors taken into consideration, there are talented individuals willing to work in such a potential and progressive environment.

We as a recruitment Agency

We at Contacts & Management are expert Headhunters with over 25 years’ experience.

No doubt, there are numerous recruiting agencies. What’s unique about us is that we are specialized in helping foreign companies find the people they need for their efficient team and workforce within Berlin and Frankfurt.

In the past, our recruitment agency has done various projects in Berlin and Frankfurt.

We understand the cultural differences and assist you in recruiting the right employees with which you can grow your business. We know where to look to find the people you need in your industry.

Recruitment, From Frankfurt to Berlin!

Contacts & Management Recruitment Solutions

Contacts & Management Recruitment Solutions

Contacts & Management is a leading recruitment agency founded in 1988 by Gerhard Benneck. It covers various industries such as IT, Chemical, Construction, Machine Building and many more. It initially focused on advertising based searches. It gradually moved into direct executive search popularly termed as ‘headhunting’ by using unique recruitment strategies and techniques. Contacts & Management is located in Düsseldorf Germany; its services are available all over the country along with adjacent nations.

Recruiting is never an easy task; it takes a lot more than typing up a job description and screening of resumes to find that perfect candidate. High-quality candidates get hired instantly, and it can be difficult to attract them to a new job. Candidate quality is almost always an issue, particularly in a dynamic economy where new technologies, global economic awareness and high educational requirements are in huge demand. Sometimes the hiring process itself takes a long time and the best candidates might opt to take a job from another firm.  Many firms do not have a human resource strategy and instead simply seek a new employee when there’s a vacancy. This can decrease their access in the recruitment pool and make it even more difficult to recruit a good employee when there’s a vacancy.

Contacts & Management provides simple yet effective hiring solutions, which are guaranteed to suit the needs of your organization- still don’t believe us, we will show you how.

Our Recruiting Techniques

Advertising Based Recruitment

It starts with placing an advertisement in the appropriate newspapers, columns or online media in order to attract those candidates that are currently actively looking for jobs. The recruitment consultant will usually make a pre-selection of candidates by conducting preliminary interviews which will help with the final selection of candidates.

Recruitment or Headhunting

In this technique the headhunter or agency will pass CV’s on to the clients, leaving it up to them to conduct the first round of interviews, establish a shortlist, get references, make a final selection of candidates, negotiate upon compensation packages and finalize the employment contract. This is often used for lower level positions.

Executive Recruitment

Executive Search is performed on a retained fee basis. The recruiting firm not only sources candidates but conducts the interviews, gets references (if desired) and helps the client throughout the entire hiring process. It is important to note that in a retained search you are paying for the time and expertise of the search firm.

Contacts & Management follows certain professional ethics such as the no touch agreement. We will not contact any employee from our client´s database for a position with someone else, neither will we approach the person we placed for another position. If desired, this can be incorporated into a search agreement. We consider our clients to still be in touch with us for a period of 2 years after the last project we have undertaken for the client. Candidates placed will never be approached by us.

Contacts & Management Recruitment Solutions