Hiring In Germany – Need For A Strategic Partner

Germany’s Job Market

Germany is one of the most industrialised nation of the European continent which boasts major players in the industries such as automobile manufacturing, machinery, precision equipment, heavy automotive, technology, financial services and software.

The German job market proved to be one of the most resilient during the recent recession. The employmentrate is high and unemployment is comparatively low, but an acute skills shortage is posing a threat to companies in the country.

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With the amount of recruiting going on in the market, competition is fierce for companies of all origins and sizes as well as across segments and functions. The demand for candidates is leading to a scarcity of “readily available” talent and reduces the volume of job seekers in the market.

The top opportunities in Germany include:

  • Sales and Marketing experts
  • Healthcare professionals
  • Scientific researchers
  • Information Technology Specialists
  • Mechanical and Electrical engineers
  • MBAs
  • Finance and Accounting experts
  • Hospitality Management professionals
  • Teachers
  • Administrators

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Recruitment Companies

More targeted and sophisticated recruiting processes are being used to identify and attract the calibre of candidate required. Hence choosing the right recruiting partner has become crucial in the German market. There are thousands of recruitment companies in Germany of varying sizes and origins – domestic as well as international.  Several of them focus onexecutive search for senior level positions or highly technical specializations. They have the know-how, resources, image and credibility to get high calibre candidates to the table and advise and support the clients in every step of the process. Recruitment companies also communicate the long-term vision and prospects for the company and for the individual.

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Time to fill and hiring manager satisfaction are becoming less significant, making thequality of hire an even more valuable performance metric. Most organizations are measuring thequality of hire through new hire performance evaluation. Given the criticality of getting it right first time, the agency costs for recruitment has reached almost 33% of the first year’s salary of the candidate making it a vastly remunerative and fiercely competitive business.

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Recruitment companies are increasingly using innovative approaches related to social media, mobile technology, big data, and artificial intelligence.The Social media has emerged as one of the powerful tools for accessing the information about the potential candidates and thus, enabling the recruitment companies to tap into a bigger talent pool by engaging the  passive job seekers. Mobile technology is being leveraged as an opportunity to reach job seekers while they are on the go and also influence employer branding. The data is used by the recruitment companies for sorting through the vast streams of data to find out the qualified candidates in a speedy manner, predict the hiring needs and thus, increase the employee retention percentage. Artificial intelligence is also being used to streamline the recruiting process, helping to identify the best candidates through the use of algorithms and advanced search technology.

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The best headhunting company in Germany offers clients a selection of candidate profiles, service quality, consultative style, value for money and placement speed through sophisticated and innovative techniques. On the candidate side, the company focuses on quality and selection of positions offered, consultation and communication during and after the process, service quality and duration of the placement process.

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Hiring In Germany – Need For A Strategic Partner

3 Signs It Is Time To Hire A Recruitment Company For Executive Search

“If you think it’s expensive to hire a professional, wait until you hire an amateur.”

Hiring the right person is the most crucial part of an executive search process. Carrying a recruitment process for such critical roles in-house can sometimes be overwhelming. An executive search process is not just going to the online portals and calling out for referrals, it also involves a systematic screening process so that only the worthy candidates appear for the interview.

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Many companies do not outsource executive search in order to save money, thus ending up losing even more money in a time consuming process and if, God forbid, a wrong person is chosen for the post, then it is potentially a huge monetary loss to the organization.

Hiring a Recruitment Company in Germany is very easy and makes the process a lot less tedious than if it is carried out in-house. Wondering if you need a third party source or not? See the list of signs that would ascertain that it is time to call an agent:

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  1. Level of Experience of in-house Recruiting Team

Not every company has enough executive searches to justify keeping a full-fledged recruitment team.Hiring an executive is very different to hiring a manager or a candidate for an individual role. The skills needed to attract, engage and convert talent at the executive level are much more challenging and are very different from other recruitments. If you are not sure that your recruitment team would be able to manage the recruitment process at such a crucial level then you should definitely go for an agency.

A Recruitment Company, using its subject matter expertise, would help you find the best match for your company. Next to the actual search, this involves a rigorous screening process before the candidates are sent to you for the final verdict. This not only saves a lot of money but also precious time that is invested in interviewing candidates who are not suitable for the job.
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  1. Lack of Quality Hires

Have you had trouble attracting top talent in the past? How have your recruitment decisions been in the past? Answers to these questions could help you decide whether it’s worth outsourcing your executive search or not. The main aim of executive search is bringing the best talent home.

If the people you are interviewing are not up to the mark, then choosing one among them would make no difference at all as you are surely not getting the best of the best. Hiring an agency at this time would be your best shot.

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  1. High Turnover

If you have a high turnover, then finding the root cause would be the key to finding the solution. An expert in recruitment can help you identify the vital areas that are actually contributing to the high turnover rate. An external executive search partner can help with exit interviews. The former employees may be uncomfortable talking to their former employers. Hence, having a third neutral party would help you find the root cause of the problem. This would help you find the actual truth which should be the main focus after all. Once you are apprised of the problem, you can find a solution to curb it.

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The problem here could be the front end of your recruitment process. Possibly the role is not being portrayed correctly to the candidate. It could also be a wrong organizational culture in the organization or it might boil down to a particular manager. What might be worse is, that you perceive culture to be one way but in reality it is completely different. Having an unbiased exit interview process can help you change for good.

3 Signs It Is Time To Hire A Recruitment Company For Executive Search

5 Ways In Which The German Recruitment Company Manages Their Time Effectively

As a professional recruitment company in Germany, recruiters are required to do a lot in one day. The success of the recruiter to a large extent depends upon the ability of the German recruitment company to effectively manage and plan the best use of each and every hour. The recruiter who works for the longest number of hours is not the highly successful one, but the one who knows where to keep his focus consistently often climbs the stairs of success.

Below are the 5 things which a professional recruitment company in Germany, practices for managing time effectively:

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  • Priority List

The first thing the recruitment company does is to make a list of top priorities. Listing down the things is mandatory for planning the day in an organized manner without wasting time on the things that do not require your constant focus and attention.

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  • Focus On The Result Oriented Areas

After setting the goals for the day, decide on what results you wish to achieve on the daily basis. One surely needs to figure out the 20% of the work one can do that can lead to 80% of the good results, so that more focus can be put on that 20%. The less impactful of the tasks should be chucked out of the to-do-list and more focus and time should be given to the result-oriented activities.

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  • The Outgoing Calls

As the work unfolds in any German recruitment company, one is required to make a large number of calls for various purposes. To make judicious use of time, one needs to know what calls exactly one is required to make. As the day moves on, a large number of outgoing calls will be added to your list, but make sure to make only those outgoing calls which can lay the foundation for your achievement at the next level.

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  • Networking

The key to becoming a talent magnet lies in networking. Make sure to talk to at least 20 new people on a daily basis. It may sound a little difficult, but it is not so. This can be done by sending voice mails to client organizations, hiring authorities and even to candidates. This way you get round the clock knowledge of every sphere of the industry you are dealing in. This way you can be assured of meeting big names of the industry as well as reaching out to new talent on a daily basis, thus expanding your circle. It is only through networking that you can easily place the right candidate and thus satisfy the expectations of the client.

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  • Emails

The recruiters usually receive a great number of emails each day from various organizations as well as from clients. Emails often shut down the ability of an individual to work his/her desk and usually represent the priorities of the sender of the email rather than the one who is receiving the email. So set aside some time to work the emails. This needs to be done. But don’t interrupt what you are doing every time a new email comes in. Doing so is highly inefficient and wastes time.

 

5 Ways In Which The German Recruitment Company Manages Their Time Effectively

Good Working Relationships Between Employees – The Key To Creating A Healthy Workplace Environment

One of the key necessities for ensuring overall organizational success is to ensure a cordial working relationship between the employees. This not only helps to build a sense of mutual trust and respect amongst the employees but also motivates them to give their 100% for every task. That is why the top recruitment companies in Germany provide constant advice and guidance to their clients to promote activities that can help to build and maintain healthy relationships between the members of the workforce. Discussed below are some important factors that business organizations should educate their employees about to enhance the interactions between co-workers and make the workplace environment more enjoyable.

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Respect the Time of Co-workers: A majority of processes within a business organization are carried out in a sequential manner. This means that even a small time delay in completing a single task can result in delaying the entire process. In most cases, the delays are caused due to the lack of respect for time limits and deadlines by individual employees. As such it is important for the team managers to ensure that every single employee is made to understand the value of completing the tasks assigned to them well in time so that their peers are not affected by unnecessary delays.

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Promote Positive Attitude: Most people avoid associating with individuals who tend to display a negative attitude. Making the employees aware of this fact and motivating them to adapt a positive approach towards their peers and juniors can go a long way in promoting healthy workplace relationships. According to Contacts & Management, a leading executive search firm in Germany, a workplace driven with positivity is generally the breeding ground for reliable and satisfied employees, who are happy to collaborate with their co-workers in every manner to ensure overall business growth.

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Exchange Constructive Feedback: Constructive feedback is one of the most effective ways of promoting positivity amongst employees. It is a fact that different individuals within a work environment possess different skills and capabilities. In addition each employee is desirous of learning the opinion of their co-workers and superiors about their way of working. However, care should be taken by the employees to focus more on the positive aspects of the working of an individual rather than highlighting their drawbacks and shortcomings. The latter issues should be addressed in more subtle manner and wherever possible, privately during a face to face interaction.

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Improve Communication at all Levels: Communication is the key to building healthy relationships, be it in personal life or at workplace. That is why business organizations should encourage free and frank communication at all levels of employment within the company. This not only enables the individual members of the workforce to put forward their views and ideas about various issues but also eliminates any chances of buildup of stress, miscommunication and a sense of animosity amongst co-workers. Moreover, the choice of the medium of communication should be left on individual employees as not everyone feels confident about communicating verbally and might prefer the more indirect method of sending e-mails or text messages to express their views and opinions.

Good Working Relationships Between Employees – The Key To Creating A Healthy Workplace Environment

4 concrete ways of makingan advertising recruitment a success

ADVERTISING RECRUITMENT

In Germany there is practically full employment. Due to this, candidates can often pick and choose between job offers. There are more jobs being offered than there are candidates looking for a new position. Therefore a company needs to be creative in order to attract top talent. Here are some thoughts as to how a successful advertisement might be structured and placed:

  1. Generic titles
    Being creative, is not considered feasible when it comes to job ads. Job titles that are too creative instead of being generic often tend to lose on good talent because of the complexity involved in the job title. Nowadays a job search by the candidate is key word based and he won’t be looking for some fancy title. So the title of the job is definitely not the place to start being creative because if you are, your ad will not be seen by the majority of people that you want to address.
  2. Job description:
    Here is the place where you can become a bit more creative. Describe the position in a way that makes it attractive for people. Don’t just say what you need and want. Try thinking about what the candidate might need and want and what he might be looking for. We always say that the bait has to taste good for the fish, not for the person doing the fishing. So try to put yourself into the shoes of the candidate. What is he looking for? What might excite him? Have you mentioned why your company might be a great place to work?
  3. Post the job ad everywhere
    You posted the ad in some newspaper or internet job board, but forget to post in on your website. Think about what opinion a job seeker will have of the company! The job ad should be posted everywhere, such as social media websites, company website and other job websites. Never let your job posting languish anywhere. This kind of promotion will surely give you better payoffs.
  4. Short and crisp
    Writing a to the point advertisement is considered as very significant. If you post a job ad, that preaches more about the mission and vision of the company instead of the job role and responsibilities, the applicants would spend their valuable time on reading another job posting instead of reading what your company inspires for. As per the recruitment researchers, the job seekers invest just 80 seconds in any job advertisement and thus look for only the concrete and useful information instead of the accomplishments of the company. Thus, keep the job description short and crisp that can catch the attention of the job seeker.
4 concrete ways of makingan advertising recruitment a success