Contacts & Management -The Best Headhunters In Germany

Difference Between A Headhunter And Recruiter

When a firm hires a headhunter, they hold the responsibility of identifying the talent and qualified individuals.  Whereas, when a recruiter is hired, they merely do the job of filling in the position. 

A headhunting company would take complete responsibility for employing individuals on the employer's behalf.  Hence, a headhunter is said to add more value, especially when the client is a global company. 

How To Pick An Apt Headhunter?

Germany is a country that has set several rules and regulations for their employees and companies. And to abide by the rules without compromising on having qualified individuals as a part of the company, can be an overwhelming task. For an organization which has a global presence and is aiming at expanding in Germany, it is necessary that it has the best of the people on board. Because it is the people who will sail their vision and the built reputation further in a new land. So when one looks out for headhunters in Germany, they should consider which process and aspects apply while spotting.

Contacts & Management

There are several headhunting companies, but the best headhunting company in Germany is Contacts and Management. There are several factors which give them this credibility. They are a German based recruitment company who are experts in headhunting. They hold an experience of 25 years in headhunting. While enabling a company which has a foreign foot with employees in Germany, they understand the cultural diversity. This provides leverage for a company to know that the German employees would have a balance of both, their company ethics with the talent and resources of the locality. They provide a diverse set of assistance to their clients with step by step solutions.

Remote Onboarding – The Need Of Futuristic Organizations

Employee onboarding is a vital business process aimed at enhancing the happiness and satisfaction level of the new recruits and paving the way for their longer retention. Now, as the working conditions within most organizations have undergone a significant change, the trend of remote hiring has become a popular choice. This has made it essential for companies to extend their onboarding services to the new members of the workforce joining remotely. According to the experts from the best headhunting company in Germany, making remote onboarding an integral part of the talent retention strategy is essential for organizations seeking consistent growth and success. Discussed below are the five key parameters that companies need to focus on in this context.

• The first and the most important thing that organizations need to ensure is that the new recruits have the right setup to work remotely in an efficient manner. They need to seek information with respect to the kind of equipment they would be using, any improvements in technology that might be required, and the information and training that needs to be provided to the remote employees. All these requirements need to be fulfilled long before the day for which the new remote employees are to start work.

• It is important for organizations to ensure that the managers or supervisors hold at least one person-to-person meeting with the new employees before they start work. This informal meeting may be conducted using any virtual platform and should focus on helping the employees gain a better understanding of the working of the organization and also to clarify their doubts and queries with respect to the same.

• Another important aspect that professionals from the top recruitment company Germany advise the companies to pay attention to is that of assigning a mentor to the new employees. A mentor eliminates the risk of the newest members of the workforce feeling isolated and disengaged. The mentor acts as their medium of contact with the organization as well as the person they can turn to for advice and support in case of any doubts or difficulties in understanding their role and responsibilities. Assigning a mentor belonging to the same team or division as the new employee is highly recommended as it helps in establishing a deeper sense of understanding and trust.

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.

What To Expect From The Top Recruitment Company In Germany

Looking to put workers in chairs? It is time to go for the best headhunting company in Germany to help you do this daunting task with maximum precision and minimum risk. While going for the best recruitment company in Germany, this is what you can expect:

Understanding Companies Hiring Needs

Recruitment agencies always look for understanding the company’s hiring needs before they start the job of finding the right potential candidate for the post. This includes the following steps:

Frequency - By understanding the recruitment cycle of a company that could be once or twice a year or non-stop or regularly, an agency can prepare and plan in advance and can get the right candidate in the door, screened and guaranteed. 

Departments And Specific Skill Sets - Once the frequency is clear, the next step is to understand various departments in the company and specific skill sets. Having this understanding can help the recruitment agencies build a database of potential candidates for your company. 

Culture Of The Company - The second most important aspect after the specific skill set is to understand whether a particular employee is going to be the right fit for the company, something one can judge after having a thorough understanding of the work culture of the company. 

Fill Jobs, Not Interview Slots

Agencies get paid after they fill jobs and not when they book interviews. Having a search firm working for you will save a lot of time both in terms of the screening process and interviewing process as the candidates will be fewer, but each will be qualified. Another important aspect of hiring is retention. No company wants to keep hiring for the same position again and again and so having the right fit will help ensure the longevity of an employee in the company and thus will save you a lot of money in terms of hiring for the same position again and again.

Cashing In On The Guarantee

Having recruitment help with you can help ensure the guarantee on the hiring you are doing. Not only they find the right fit in terms of skill set, but they also find the right fit from culture and long-term perspective thus saving you the hassle of filling the same position again and again. The long-term gains, in this case, become even high because now you can concentrate on the tasks that need your attention from growth and revenue generation perspective. Having long-term employees also help from a future perspective when important positions or new top roles need to be created within the company. Thus having the right hires at initial levels helps from both short-term and long-term perspectives. 

The Cost Of Doing Business

The cost of doing business with the recruitment firms need to be seen from two perspective - the economics and the quality. One always wants to go for the cheapest available option but the quality can take a hit in that case. So the best thing to do would be to find a balance and then expect a certain level of quality from the firm.