Adopting Remote Working Models – Key Factors For Organizations To Consider

In the current turbulent times, companies across the globe are looking for effective ways to maintain a continuous workflow. In this context, allowing the employees to work from remote locations has emerged as the preferred choice for most organizations. However, making this sudden shift from onsite working to remote working can be quite challenging for both employees and organizations. According to experts from leading German recruitment agencies, organizations need to make sure that they adopt the right strategies for forging and maintaining virtual relationships with their employees. This is critical for the successful implementation of the remote working model while maintaining workforce productivity and engagement. The key factors for organizations to consider in this respect are discussed in brief as follows.

Prepare The Employees For The Change

It is the responsibility of the organizations to prepare the members of their workforce for adopting the remote working model. They should clarify the need for the company to adopt this model, the prospective challenges associated with the change, and the best ways to overcome the same. In addition, they also need to precisely outline the responsibilities of the employees working in this manner to prevent any decline in the workflow.

Establish Workflow Expectations

Business organizations need to make sure that they clearly set the workflow expectations for remote working employees individually. However, they need to be realistic in their approach and consider aspects such as changed priorities of employees, variation in response times, and even communication delays between teams. The employees need to be assured that these factors would not impact their performance review or the other aspects related to their career growth.

Set Effective Modes Of Communication

One of the key considerations of employees working remotely is to ensure that they stay connected with their teams and supervisors. For this,  organizations need to establish clear and effective lines of communication that ensure hassle-free connectivity for remote workers. According to the professional consultants from recruitment agencies Germany, such effective communication is also essential for keeping the remote employees engaged and motivated.

Pay Attention To Employee Well-Being

Just because an employee is working from home does not lessen the responsibility of the organizations towards ensuring their well-being. Companies need to make sure that the employees do not feel too stressed about being away from their workplace or feel too overwhelmed by the idea of working in a virtual environment. The managers and supervisors need to make sure that they handle the various queries of the employees about remote working in a patient and satisfactory manner and assure them of their total support.

Must Know Executive Search Trends For 2019!

Hiring leaders and executives is no longer a straightforward thing for Headhunter Germany as it used to be. Over the years, it is technology which is ruling the world of executive search with business models hovering around the power of technology. It is the technology which is paved way for the headhunting companies to add a real value to the client’s search.

The year, 2019 has brought with it certain new changes in the headhunting space. Let’s read further :

Gig Economy

People now a days like working from wherever and however. Yes, this is the reason, the recruitment arena is now dominated by the gig economy. Nearly 47% of the individuals are working on a freelance basis in some or the other capacity. This is certainly expected to skyrocket by 2027. Till now, the executive level hires looked for a permanent role, but sooner or later, this trend is bound to change. The gig economy has a great potential which can be tapped by all, be it business, headhunters or the executives.

One-Stop-Shop Approach To Executive Search

The business environment is now ready for changes. Thus, the old school approach for hiring the candidates will no longer work. The client organization now demands the Headhunters Germany to provide insights based on evidences regarding the suitability of a candidate to the particular role and work culture. This is the reason the executive search firms are now using psychometric assessment tools for succession planning and talent consulting. In the business landscape, the headhunters need to give assurance to the business organization that the new hire is right candidate in every manner.

Complex Hiring Process

Organisations now need leaders who possess an agile thinking and are eager to embrace and navigate through the changes. With more and more rules and regulations eyeing the companies in Germany, it is always better to hire senior leaders from diverse backgrounds. To find the right set of people, it is of importance for the headhunter company to have a clear understanding of the existence of the client organization which includes why the company was formed and what they do.

Soft Skills Are More Important

The successful leader is the one who can empathise, influence, and motivate their team; thus they require a high level of emotional intelligence. Earlier, the things discussed by executives during the job interview used to be all about their work experience, achievements, technical know-how and qualifications attained; but it is about cultural fit and soft skills these days. The job functions are more of a collaborative nature, thus leaders are required to play the role of a coach for their team for which soft skills are a necessity.

Executive Search Technique Should Be Bang For The Buck

The headhunting companies charge their clients for outsourcing the right candidate for the job position in the organization. With innovation influencing every process, certain innovative techniques were also invested in solutions for searching executives for a particular organization. The client companies require headhunter companies which are agile and can easily align the traditional approaches of executive search with the latest methodology to give fast results. Using innovative technology ensures that the most suitable potential candidates have been shortlisted.

In a true sense, the executive search landscape is evolving!

Understanding The German Recruitment Culture For A Better Hiring Experience

Germany has emerged as a major hotspot for organizations seeking great expansion opportunities. With an increasing number of internationally based ventures are setting up operations within the country there has been a natural surge in the demand for high quality candidates across different niches. However, in order for an international headhunting company to ensure the success of its recruitment campaign in Germany, it is essential to gain a better understanding of the local recruitment culture. This includes learning about the various processes, routines and protocols that are generally followed during the recruitment process and how these are used for hiring the most suitable candidates.

 

Assessing Candidate Quality And Competence

The German recruiters tend to study the resumes of the potential candidates in great detail. They try to analyse every small aspect of the career profile of the candidate even before the interview Hence, it is important for the candidates to make sure that they offer accurate and valid information in the resume and know the document inside out before appearing for an interview.

The interview process in Germany is more focused on the gaining an understanding about what motivates the candidates. Thus the questions asked are more related to the steps taken by the candidates to handle specific situations. It is also not unusual for the German recruiters to pose questions based on hypothetical situations to the candidates. The candidates’ responses to these questions help them to assess their skills and competence level.

 

Generation Of Job Offer

It is not uncommon for the hiring process in Germany to comprise of 2-3 rounds of interviews with the candidates. In addition to a face-to-face interview, the candidates are also expected to attend a trail day with the company. It is normal for the hiring organizations to keep the candidates waiting for 1-2 months before they are provided with a job offer. This is because German people in general are known to take their time for making vital decisions. Since hiring an executive level candidate is not a minor decision, it is not unusual for the recruitment process to be completed within a period of 1.5-2 months.

 

General Approach To Recruitment

The hiring culture followed by a recruitment agency Germany is significantly different from the culture followed in other countries. The key highlights of this unique culture are listed as follows.

·         The German recruiters do not have the habit of beating around the bush. They prefer the direct approach and hence if they want to know something they will ask about in an extremely straightforward manner.

·         Germans value efficiency above everything else which makes them extremely focused on their work. This also minimizes the chances of error as they make great efforts to understand the tasks being assigned to them to accomplish them with utmost efficiency.

·         The German people in general are extremely serious about meeting deadlines and being punctual. They do not think twice about putting in some extra time to avoid unnecessary delays.

·         Germans in general tend to follow rules and regulations in a stringent manner. They have a very poor sense of humour especially with respect to their professional roles and responsibilities.

How Hiring Headhunters In Germany Can Help You In Your Business Growth?

Well! We have a perfect solution for you where the hiring needs for your growing manpower requirements would always be met. Your employees will be satisfied, their data would be protected and their grievances heard and solved. All you need is to go for the top German Recruitment Agencies and they will take care of the rest.

Headhunters in Germany, with years of experience in hand, have developed an expertise as well as a rich database of the potential candidates which can help in easy and quicker hiring. Here is a list of ways a headhunting company can help in your Business Growth:

How Hiring Headhunters In Germany Can Help You In Your Business Growth?

5 Traits Which German Headhunting Company Look For In Job Resumes

German recruitment agencies who wish to hire great candidates for US companies have the difficult task of identifying the potential success of a given candidate before he or she has actually proven his worth. The recruiter is required to judge the potential of the candidate before the opportunity is offered to them. So, what exactly does the German headhunting company look for in resumes of potential candidates in order to select the next hire from the stack of resumes? Here are some of the traits:

They know what the client requires and they look for proof that this can be delivered in the resume. For example in a resume of a sales person a German headhunting company would look for evidence that quotas have been met, that sales have been profitably increased etc. Simply stating that a given area was taken care of, that clients were visited etc. is not enough.

Experience In The Field That Is Being Looked For : Most clients of a German headhunting company are looking for experience in a specific industry sector. This is particularly the case in positions such as sales, engineering etc. The higher the position the less the knowledge in a particular sector has to be. Still, industry know-how, contacts etc. are always welcome.

The Unconventional Resumes : There are certain kinds of resumes which a German recruitment agency will always be interested in receiving, reading and examining. These are the unconventional resumes, the ones which tend to break certain rules, to stand out from their competitors. If the candidate has done something special, if he has special interests or other unusual ways of standing out, then this is always something that will catch the recruiter’s eye. While not right for every client, at the very least the candidate will get a greater share of attention than the “standard” candidate.

The Resume Should Be Clear And Readable : One thing, for instance that a German headhunting company really dislikes is if companies are mentioned in the resume but no further explanation is provided as to what the company does or what field it is in. This makes the resume extremely difficult to interpret and if many resumes are received, would cause that one to be laid aside. The recruiter wants to easily match the skills of the candidate and his experience in a given industry with the position that is to be filled.

An Interesting Cover Letter : If an interesting cover letter is written which shows why a recruiter should be looking at that particular candidate more closely, then chances are good that the recruiter will indeed have a second look at the candidate. For that the letter really has to stand out however. Remember, a recruiter probably receives dozens such letters. Don’t be verbose. The recruiter doesn’t have time to read that. Don’t be overconfident. This tends to turn the recruiter away. If you can’t write a great cover letter, then keep it short. Better short than inept. 

Bottom Line : Recruiters are trying to fill difficult positions. Their main responsibility is towards their clients. Candidates of course play an important role but in the end, it is the client that pays the bills. So make it easy on the recruiter to find and hire you!