4 Keys To A Successful Executive Search In Germany

The race for top talent is on, and winning this race is one of the decisive factors in the success story of virtually every firm on the planet.

In this tight talent market, one of the best is chased by many employers. These candidates are highly skilled but are also passive and are happily employed in their current companies but given the opportunity, they would be more than happy to explore new options. But the only problem is that these passive candidates are too busy working in their current roles to check the job boards you so proudly displayed. This is where the top recruitment companies in Germany come into play. 

These firms have the reputation, experience, as well as technology to attract these in-demand passive employees thus expediting your executive search Germany process in Germany.

Here is a list of four keys to ensuring success while working with a recruitment firm:

1. Develop A Strong, Detailed Job Specification

As they say, “A person who focuses on nothing hits it with amazing accuracy.” The same holds true for the executive search process. In order to find that one candidate who is an excellent fit, you need to develop a very exact and detailed job description.

This will help the recruiter to find the right set of candidates with specific skill sets and experiences. A detailed specification will also help in the screening process giving you access to only the relevant candidates. This will not only save a lot of your time but will also speed up the overall recruitment and onboarding process.

2. Don’t Play ‘Hurry Up And Wait’

Quick decision making is key to healthy executive search process. The recruitment company will find you the most suitable candidate but making a quick decision on them is your sole responsibility. Top candidates do not like to be kept waiting. They are not interested in a job where the employer is either rethinking or resetting its strategy. 

Therefore, in order to recruit passive candidates successfully, momentum is the rule. Keep the process moving, and you will impress them enough to come join your company. Stall and they will quickly lose interest or even worse get picked up by a competing firm.

3. Follow A Structured Interview Process

Keeping momentum in mind, there is a caution that needs to be practiced too that is not dropping your guard. No matter how speedy the recruitment process, the interview process should be well structured. There should be a formal vetting process that uses deep-dive interviews to filter out weak candidates.

Best practice for structured interviews :

- multiple screening interviews via phone, skype, and face to face;

- a behavioral assessment

- and an in-depth 2-4 hour interview

After the extensive interview, the decision can be taken swiftly because the entire team can make an informed decision.

4. Be Patient

Everything being said, finding the right candidate can take time. So stay patient and wait to find the right match. A top-notch firm will find great candidates who meet your needs. But as painful as the wait may seem, hiring the wrong candidate can set your organization back months. As they say, “No breath is better than bad breath” when it comes to sourcing talent.