3 Tips For Filling Hard-To-Fill Positions

Finding the best candidates who can fit within your culture and contribute positively to your organization is an opportunity and a challenge at the same time. Retaining the best candidates you have hired becomes busy when you follow certain cautions while hiring the candidates in the first place. Many companies are going for the best headhunting company in Germany as they can find you the right candidates faster with less hassle on your part. 

Below tips will help you fill the hard-to-fill positions:

1.Improve Your Candidate Pool

Companies that are considering only those employees who came seeking opportunities after looking at your ad are missing out on a huge of potential candidates that are passive and are not looking for any opportunity right now. Having the top recruitment company in Germany can immensely help but in case you still have decided to take matters in your hands, here are a few tips:

a.       Invest time in developing relationships with other recruiters and university placement offices.

b.  Encourage your recruitment staff to actively participate in industry professional conferences and associations.

c.     Keep an eye on the online job boards for potential candidates.

d.      Use professional websites and magazines to advertise for your job vacancies.

e.      Try to find potential employees on LinkedIn.

The idea is to build the candidate pool before you actually need it. This would help you save time when the need arises.

2. Look First At In-House Candidates

Studies show that providing promotional and lateral opportunities to the current employees increases the loyalty towards the company and positively boosts their morale. So always look within your organization and try to find any potential candidate who can take up the given vacant position. You can work towards merging the two roles if they are closely related or bring up the ladder a potential employee who has given a promising performance in the past. This also helps with the overall retention rate as any company that has a clear growth plan for an employee can expect them to stay longer.

3. Prefer Culture Over Skills

As we said in the beginning, when it comes down to two or three employees, it should always be a decision based on culture over skill. Skills can be taught in less time and would further fire up the positive attitude in the employee but people with not the right attitude or that are not suitable for your company culture can do more harm than good, leaving you to scout for another candidate very soon for the similar position. 

Ask case studies in the interview and questions on how they would solve a given problem. Drawing instances from their past work could be a great way to judge a candidate on parameters like team building, problem-solving, performance under pressure and so on.

Outperform Your Competition Using A Talent To Value Approach

If you want to build and sustain a high-performing team in your organization, you need to regard linking talent to value approach. The shift in this thought process is important as in many organizations the stereotype is still around filling the important positions within the organization. While this is a good strategy to have, times are changing and a sudden need for top talent can arise at any moment. 

Rising a half-prepared employee from within the organization can do more harm than good.  Using talent to value approach can help you identify the most crucial positions to your organization at an early stage and then help you prepare your employees accordingly. And if still, there is a need for a top-level executive and you have no one prepared, there is always a top executive search agency in Germany to help you find the perfect fit from outside. 

The leaders understand that reallocating talent to the highest-value initiatives is very crucial and needs to be done with utmost care. It is as important as reallocating capital. This can not be an annual exercise. It is a high-priority, never-ending discipline. Talent-related practices are one of the most effective ways of having an edge against your competitors. The frequent reallocation of high performers to one of the most critical strategic priorities help put them to test. Another advantage of this is that it can help identify the skill gap and help you to bridge them before you raise your in-house talent to top value positions. 

Define The Value Agenda

The first step towards linking talent to value is to identify and laid down clearly the company’s ambitions and targets. It is never enough just to get an idea of the overall numbers. The goal needs to be clearly attributable to specific product areas, territories, and business units. Doing this will also help you in your executive search in Germany if ever the need arises for you to go looking for the top talent outside. Defining a clear value to talent helps you have a better understanding of what kind of candidate would be suitable for a particular position. 

Disaggregating value in a granular fashion set a clear ground for a strategic discussion about which roles mattered most. It also helps you identify and note down clearly the skills and attributes that would be needed to fill a particular role. Even while undergoing this entire process, one needs to be cautious of unforeseen disruptions, They need to be flexible, comfortable and should be open to exploring new options. Finding the critical roles as opposed to looking at the top performers is a different strategy but an effective one as this approach would help you find the right talent in a much-targeted way.

Job Posting Cannot Close The Skill Gap But A Recruitment Company In Germany Can

The increase in search of top talent has led to the job postings soaring higher than ever. And that’s the jobs across all the industries at all the given levels. A big mistake many companies are making is that they are solely relying on the job postings thus increasing their work and reducing their chances of having the right hire in the company.

Disadvantages Of Relying Only On Job Postings :

• A Large Number Of Irrelevant Applications Received - It is a common practice for active job candidates to send their resumes without actually looking at the job description in detail. As a result, you end up wasting a lot of time looking at hundreds of resumes half of which are not even relevant for the job posting you put.

• You Only Reach Out To The Active Candidates - Another disadvantage to a job posting is that it reaches out only to people who are looking for them. As a result, you lose out on a huge pool of passive talent who are not actively looking but would be open to a great opportunity if presented itself.

• Cultural Fit Is A Little Difficult To Judge - Another problem with the candidates from the job postings is that it is very difficult to judge the candidates on cultural fit as you no idea about their work background and all you can judge them is through the interview rounds you are taking. 

Why Hiring A Recruitment Company In Germany Is A Much Better Way Than Job Postings?

There are multiple reasons few of which are as follows :

• The Additional Cost In Having In-House Resources - The foremost reason that having a headhunter in Germany working for you is better as you get access to a fleet of experienced professionals with years of recruitment experience and a huge network of candidates, both active and passive, something that you cannot afford in house. The in-house resources would always resort to methods like job postings, referrals, etc, leaving direct sourcing behind which is considered as one of the most effective ways of hiring an individual.

• Access To Passive Candidates - The recruitment companies have access to a huge pool of passive candidates thus helping you get more relevant options to choose from for a particular vacancy. This becomes even more crucial when the role you are hiring for is a leadership role.

• Saves Time On Screening - Imagine getting three best options out of the pool which the firm knows and has a great connection with as compared to scouring through hundreds of resumes and still not able to decide whether the candidate would be the right fit or not. Headhunters can help you find the candidates in a faster way with much higher chances of accepting the offer than the ones you get through a job posting.

Useful Tips To Build An Inclusive Culture Within Your Organization

Diversity is an important factor for the success of any modern organization. Recruitment companies in Germany can help you recruit people with different nationalities but sometimes it is not sufficient. What’s important is to create a truly comfortable environment for your diverse employees for them to feel welcomed, safe and free to express their opinions in the workplace.

According to the best recruitment agency in Germany, cultural inclusion makes the company environment a comfortable workplace at the same time enhances the productivity of its employees. Not only it helps in achieving a higher retention rate but it also makes the talent acquisition process less complicated by increasing employee referrals. This improves the employer brand and therefore top talent is more likely to accept the offers rolled out to them.

Here is a list of useful tips to build an inclusive culture within your organization:

Integrate Your Employee’s Value

An inclusive culture can be achieved by incorporating employee’s values and beliefs as the foundational values of your workplace. This can be done by making sure that the employees you hire are the right fit from the company culture perspective and have the same set of values that coincide with your organization. This will increase the chances of retention and would increase the efficiency and productivity of the employees in general and the organization as a whole. 

Start From The Top Level Of The Hierarchy

Any company’s role model is their leaders so if you have diversity in your leadership, it would be much easy to get trickled down to the bottom. In addition to this, the experience created by the leader can add value to the overall diversity of the company and thus can promote an inclusive culture in the company. It’s the leaders who do most of the interaction with the employees and play an important role in whether the employees are happy in the company on a day to day basis. 

Forming An Inclusion And Diversity Cabinet

The first step towards having an inclusive culture is identifying it and implementing the necessary steps required to maintain harmony in the company without hurting the morale of any employee because of the diversity. One good idea is to set up an inclusion and diversity cabinet where employees can talk freely and express their insecurities and challenges of working in a diverse environment. Doing this will instill a feeling of loyalty in the employees making them feel like a part of the company and being cared at every step of their way. This will help increase the innovation in the company, in turn, will help improve the growth of the company.

Work-From-Home - A Guide By Recruitment Agency In Germany

Remote positions and flexible work programs are on a steep rise making the talent market even more competitive than it already was. Studies have revealed that work-from-homes are on the rise because they lead to increased job satisfaction, reduce levels of burnout and gives a chance to the employees to strike a work-life balance. This results in increased levels of gratitude towards employees leading to increased productivity and loyalty towards the company reducing the turnover rate.

A clear and comprehensive work-from-home program needs to be developed and managed with a certain level of dexterity. If done correctly, these programs can immensely benefit both the organization. According to German recruitment agencies, it can broaden the options for an employer to pick the right candidate.

But as discussed, it is important to have clear, well-thought-of policies in place in order to ensure that this flexibility provided to the employees is not misused in any form. Here is a list of few important factors that need to be kept in mind.

What To Look For While Recruiting - Work-from-home works only for self-motivated individuals or the ones whose work is easy to track. So while you are rolling out a vacancy via your recruitment agency in Germany, make sure that you pick the candidate that has the ability to work effectively with little supervision. Employees who are disciplined, self-motivated and tech-savvy need to be the first choice for these positions. You can judge these qualities by putting them under the microscope and asking them if they have ever done this in their previous employment and then give them certain case studies to work with so that you know how well they perform if a tricky situation is in front of them. Make sure that you discuss your expectations from the position, their performance and also explain to them how they will they be held accountable for their work.

Open Selected Positions For Work-From-Home - Another thing to keep in mind is that not all positions can be suitable for a work-from-home. You need to select the vacancies very carefully, maybe take assistance from your recruitment agency before rolling out a particular position for remote work. The positions selected for this scenarios need to be the one where minimal supervision is needed and also the work can be remotely tracked.

Provide Effective Technologies - Work-from-home can be tricky and sometimes destructive for the company if you do not have necessary technology and tools in place for communication and cyber-security. Digital security is extremely crucial and cannot be compromised at any level. The use of personal devices is an absolute NO, especially for remote employees. Consult with your IT team in order to make sure that all company devices have all the necessary levels of protection, including encryption, firewalls, and anti-virus software. Give training sessions to the remote employees and educate them on basic security policies in order to safeguard corporate data.