How Do The Recruitment Companies In Germany Measure The Success Of The Recruiting Process?

Measuring the success of the recruiting process is as important as conducting the recruitment process for any client organization. However, the process of measuring the success is a challenging one and this is the reason the recruitment companies in Germany shy away from measuring the success of their recruitment process. Also, measuring as well as reviewing each and every aspect of recruitment in order to determine whether the process was a success or a failure will leave no time to plan the next recruitment exercise.

But, if certain key metrics are selected and the success is measured based on those parameters, one can easily understand whether the recruitment campaign was a success or a failure. These metrics, tests the quality and efficiency of the recruitment efforts poured in by the recruiter in conducting the recruitment process for an organization.

Have a look at the key metrics which are deployed by the top headhunting company in Germany to measure its success quotient:

Turnaround Time For Making The Recruitment

The length of time which elapses between the job position opening and filling up of the seat with the right person matters a lot. By measuring the average time required to fill in the particular job position and the time actually taken for making the recruitment can give an idea whether the recruiter is able to meet the expectations of the hiring manager.

Aging Of Requisitions

In order to evaluate the effectiveness of the recruitment team, it is important to track and monitor the aged requisitions. Having the zero aged requisitions is commendable, getting a 10-20 % of requisitions, which are beyond the 45 days period is also quite normal. By keeping a track and reporting the number as well as the percentage of the aged requisitions, the recruiters can easily identify as well as solve the problem before it even arises.

Present To Interview Ratio

Bringing a whole lot of candidates in front of the hiring manager is of no use if the hiring manager does not like any of them. A key metrics come in the form of ratio of the candidates presented to the client organization to the number of candidates actually selected for the interview. Anything less than 75% selected may be considered as a cause of concern. But the reason can be many, including high expectation of the hiring manager or not giving a proper brief of the candidate’s job profile which leads to incompetent candidates being presented to the client.

Interview To Offer Ratio

This ratio measures the number of candidates interviewed by the Hiring Manager to the number of candidates actually hired. The ideal ratio is less than 3:1 i.e. every 3 interviews should result in at least 1 hire.

Any ratio higher than this indicates that poor candidates have been submitted to the recruiter or the hiring manager failing to evaluate the candidates. A poor ratio leads to a lot of wastage of time for both the hiring managers as well as recruiters.

Measuring the overall success of the recruitment exercise, gives you a fair understanding of the entire recruitment process and also will make you learn from your mistakes which if prevented in the future can result in great campaigns.

What Are Creative Recruitment Strategies Adopted By Executive Search Agency Germany For Finding Candidates?

The most significant struggle faced by the smaller businesses is finding and recruiting the talented candidates who can take the business to new heights. They reach a state of dilemma where they have to choose whether to focus on strategies for capturing the business opportunities or strategies for making best hires. 

This is when the top Executive search agency Germany can come to the rescue and bring the top talent with their creative strategies. Although there is no set formula to get success in recruiting, creatively blending the internet tools with the face-to-face interaction can grab the attention of the best of the candidates. Thus, gone are the days when the best recruitment company Germany used to rely on the strategies of posting the jobs on the online portals. Now the time calls for thinking out of the box, this is the reason the recruitment agencies are heading for creatively wrapped strategies. Have a look at these strategies:

Live And Hunt

This is the prominent strategy adopted by the recruiters these days. They go on the question-answer websites or the technology blogs to be in the space where the targeted talent is present. They take part in the interactive sessions and group discussions held at different forums to gain an essence of how the prospective candidates desire to be connected. They even tell the candidates during the discussions about the hiring company and its vision and organisational culture. This way an informal dialogue about the recruitment gets started.

Hiring Happy Hours

During the process of hiring for a particular organisation, the recruitment agencies, hosts hiring happy hours at their office or during some event, industry meet or any website. They use spaces to advertise about the job posting which cost nothing to the recruiters as well as the hiring organisation. Make sure the hiring managers are also present during the hiring happy hours to make on the spot hiring. This strategy works massively for the companies in the growth stage who have a bulk of job postings waiting for the right candidate.

Hit The Qualified Past Candidates

Every recruiter tells the job seekers that their resume is put for future use. But how many firms actually notify these candidates? The recruiters are actually making use of this ‘we will call you’. Reach out to the finalist candidates who made to the last rounds, but unfortunately their selection was not done. The database of such candidates can be a great source of talented candidates. So, recruiters these days use email marketing as well as social media accounts to re-engage such candidates.

Re-Engage The Social Media Accounts Of Client Organisation

Without doubt, the Social media is a powerful tool. People make a genuine use of it when it comes to job postings. The recruiters advise their clients to post pictures and videos of happy employees and their thriving experience of working in the organisation on the career page to make the prospective candidate understand how it is like working here.

Indeed, the creative recruitment strategies can bring great advantage to the hiring process. The little innovation added to the recruitment possibilities makes the German recruitment agencies, the best executive search firms.

Why Hiring The Recruitment Company Germany Is Considered As Good Business Decision?

There is a great advent of the Recruitment company Germany with each and every organization hiring the services of these firms to get their hiring issues resolved. These companies not only help in avoiding making a wrong hiring decision, but also minimizes the chances of getting trapped in any legal liabilities on account of hiring the employees.

So, are you still in doubt as to whether hiring the services of Executive Search Germany is a good or a bad business decision?

We give you 4 concrete reasons which proves that hiring the recruiter firms is a rewarding business decision. Take a look:

Proven Search Tools

The better candidate depends upon the better search made for hiring them. The professional recruiters have a bunch of recruiting tools and know where to look for whom. Right from the online professional networks to contacts at other business, these executive search firms have a history of producing great hires. They possess good experience in getting together the best candidates and know where and what will give the relevant results. You may be knowing the job sites, but not like the way they know these sites and other online spaces.

Knowledge Of Job Market

The recruiters have the knowledge of the job market and the prevailing trends; thus are able to give a clear picture of what kind of talent is available in the market. They also have the tools of web analytics which provides important information on aspects such as market pay rates and salary ranges. Knowing these aspects before the hiring process can indeed make the hiring process an enriching one. Thus, it saves you from spending your time and energy on the candidate you can’t afford. Also, there are industry specific recruiters also, you may hire in accordance to industry you deal in.

Hidden Job Market

Passive candidates! If you recruit at your own, your vision will be limited to the job boards, which include the people who are looking for a job change. But, sourcing the candidates who are not even looking for a job change by convincing them that the job opportunity it too good to waste is what the recruitment firms can do for you. They approach these candidates with tactics and makes available the best talent in the industry for the hiring organization.

Pre-Screen The Candidates

Since, you are a business owner, you need to juggle between managing your business and recruiting the employees. For executive search agencies, recruitment is their prime domain area, thus they have ample time to thoroughly prescreen each and every candidate. The recruiters swipe through the piles of resumes which reaches their office and will call the prospective candidates and conduct an initial round of interview in order to prescreen the candidates, so that the narrow-down list of candidates reach the business organization. They also suggest the good-to-fit candidates for the particular organization.

As a business leader, trying to manage the recruitment process and its related issue may be considered as wasting away of time. Also, the recruiter can handle the recruitment process in an organized manner and in compliance to the law of the land. Thus, it is definitely a good business decision if you take the services of the recruitment agencies.

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:

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.

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.

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.

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.

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.

Here Are Top Business Development Tips For New German Recruitment Agencies!

As Headhunter Germany, your main focus may be lying in focusing on the candidates and filling-in the roles, but business development is one aspect that cannot be left in abeyance. The Business development is the creation of the long term value from markets, customers and business-customer relationships. 

If you are new to the recruitment industry, your business development activities will involve identification of the prospective clients, reaching out to them, getting the business from them, taking the job orders from the clients and maintaining long term relationships with them.

To help you take the right flight, here is the compilation of the top tips for the new German recruitment agencies :

Make Relationships Through Sales

Whenever you approach a prospective client, don’t put much emphasis on making a sale. No doubt, being a new firm you need business, but the business should come in the form of a long term relationship rather than a one offbeat role. Put more focus on forming long and lucrative relationship with the business organization.

Build Your Online Brand Presence

The prospects will look for you in the online arena. Thus, in the technology driven world of today it is important to build a professional online presence which fosters confidence of the client in your recruiting abilities. In order to build your online presence, create your social accounts including Twitter, Facebook and LinkedIn and start sharing interesting anecdotes which showcase your passion and knowledge in the recruitment industry.

Research About The Client Before Reaching Out To Them

Dig deep and deeper! It is important to know who the client is, what is their company and what does their company do and is the client or his company in news for any good or bad reasons? Before reaching out to any client, having a thorough knowledge about the organization will aid in winning their trust as well as forming the long term relationship. Also, this will save you from being trapped by any wrong client.

Don’t Make Cold Call Without Any Concrete Plan

Before picking the phone for making a cold call, ensure that you can offer something of value to the client or you can help him/her connect with the needed human resources or you can fill the job positions for them. Thus, if you are not having any concrete plan in your hand on how you are going to deal with the business opportunity, if it comes, then it is better to keep yourselves away from the business of cold calls.

Job Order

When you take specifications for the job order once the business is sealed down, make sure to inquire on the ideal candidate’s profile. This will help you in delivering not just a candidate, but the best candidate. And once you deliver the best candidate to them, they are always going to approach you whenever they wish to place the job order.

The above-mentioned are the nifty tips which can be altered from one industry to other in order to suit the requirement of business development. However, you surely need to think on your own how you can take your new business to new heights.