The Four Key Elements Of A Successful Recruitment Strategy

The biggest challenge faced today by business organizations is that of attracting and retaining top talent. One effective way for organizations to overcome this challenge is by having a successful recruitment strategy and executing it in an appropriate manner. The leading recruitment companies in Germany have identified the following three key elements that form the core of such strategies.

Clearly Identifying The Job Position

Clearly identifying the skill gap that the organization needs to fulfill is the first and the most important element of a recruitment strategy. This helps the organizations to assess the need for investing time and effort in hiring someone from the external talent pools.

Working To Attract The Right Candidates

Using the right methods for attracting the right candidates is extremely critical for ensuring the success of the recruitment strategy. This includes presenting the job position in an appealing manner and even exploiting the benefit of various online platforms to reach out to the most competent candidates with the desired skill set. For this, the organizations need to use the right language to describe the job profile, the associated benefits and perks, and other important factors to attract the candidates.

Selling The Position To The Right Candidates

Almost every leading recruitment company Germany understands the fact that interviewing candidates is more than just a way for the company to access their competence and suitability for a job post. In fact, it also provides organizations with an opportunity to sell the job position to the top talented candidates in a more convincing manner.

 

Choosing The Best Candidates

The most important element of a successful recruitment strategy is for organizations to choose the right candidates. However, the right candidates may not always be the ones fulfilling all the criteria set by the organizations for a specific job position. Rather it is important for an organization to base this decision after carefully comparing the various skills, competence, and the overall cost to the company for every shortlisted candidate.

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.

Here’s How Recruitment Agencies In Germany Are Boosting Their Hiring Strategy

The prime question that the recruitment agencies in Germany are often asked by their clients and potential clients is how they boost their hiring strategy or how they make their company stand out when it is about the final rounds of a job hunt?

It is the recruitment companies in Germany who are well-versed in providing personal and high touch client service and have witnessed what resonates well with the candidates.

Here are the strategies adopted by recruitment companies for boosting their hiring strategy:

Comfortable Space

Online presence is an add-on, but the importance of brick and mortar office can never be neglected. A good workplace where the recruitment team operates from often helps in building a lasting impression on the potential clients. Also, it remains a fact that the physical surroundings usually put great weight on the mood, well-being and productivity of the employees in initiating and leading a job search for the client organization.

Social Media Platform

The clients usually meet the recruiters in the digital space before actually reaching the company’s door. Hence, a lively Facebook feed, a dedicated Twitter message or a colorful Instagram poster can pay you a lot in grabbing the market. This is the reason the recruitment agencies these days are holding video tours and live chats with their team in the workspace on various social media platforms just to showcase how they actually work on a real time basis.

Clear Communication Of Job Description

Writing a good job description is also a combination of art and science and is considered as one of the most crucial steps used in the hiring process. This is the reason the job postings of the professional recruitment companies are no less than fine print for attracting the best available talent in the particular field. They incorporate a sense of why and what the company does in the job description itself.

Reaching In-House Employees Of An Organization

The recruitment firms maintain that it is the present employees only who are well-versed with what sort of candidate can prove to be best culture fit for the organization and also the type of talent the team actually needs. This is the reason the recruiters are often seen utilizing the wonderful network of the current employees of the client organization to create a built-in chain of connections that reach far and beyond. The genuine recommendations provided by the employees are given a higher weight during the recruitment process. This is the reason, the recruitment agencies often suggest their clients for initiating a referral incentive program to encourage more and more employees to use their connections and help in building the talent pool.

Top-Of-The-Line Listening

It takes a keen ear to become the best hiring managers. The recruiters being a platform for patching the candidates and the client organization are required to listen what client needs and what candidate wants. The little details help in making lasting matches.

Smart People Leads To Lesser Stress

"I don't know how the meeting will go. Will they be able to handle it?"

"Their plan seems great but is the team dedicated enough to execute it the same way?"

"He doesn't seem as involved as I want my people to be. Have I made the right choice by hiring him for this important position?"

Well, this is just a glimpse of what all goes through the mind of the CEO of the company or even in the mind of the managing directors. Along with several other aspects, one of the most important issue they stress about is their people. Whereas, at the first place doesn't one expand a team to reduce the burden of work and stress? But a lot of times it is the other way around. They are stressed whether their team is capable enough to pull it off the way they would have. Whether they are as serious as the CEO themselves. More than the money, there is yet more that is involved in a company and when one hires an individual. A company dedicates their valuable time, let them in their workflow and work process, train them through it and trust them with their vision and goals. Hence, there is more than money involved when a company recruits individuals. Hence, it is crucial to do it in a smart way. And well, there is just some extent certain to which one can do. And this is why it is always better to extend hands in such cases and be associated with a team who excels at this task.

Advantages of it?

1.    Their expertise can cover unknowing layers of your requirements.

2.    Always have a dedicated team who 24x7 think of achieving your needs.

3.    Understand your need and pick only those sets of people.

4.    Hence saving time.

Above mentioned are just some perks of having recruitment companies in Germany. There are several other aspects like being truly responsible of the people they hire, know the dynamics of their client, of the person they intend to interview and of the world. This helps in several aspects and saves up in multiple ways.

Top recruitment agency Germany would have would who will not only meet your above mentioned needs but also go beyond that. It is their rich background and experience that would count in and speed up the process. And other than that, their way of strategically planning every move and steps as per every company is what makes them different.

Hence all of it not only reduces the trouble of the heads but also keeps them at an ease as the task is under safe hands. This enables them to stress on this aspect less and utilize that time and energy in building more goals for the company and specific projects and work towards it. Hence making them go one step closer to their dreams.

Choose The Best With The Experts

To build a company is to build a dream. To establish a company is to parent a child. And for the same, there is a lot one invests. Something that may not be recovered once lost. And this is why every step taken has to be analyzed and studied meticulously. Because one big mistake could cost a blunder and even small errors are enough to pull down the growth of the company. And this is why handling single handedly can be tactful. It is always better to rope out for the experts in the dedicated field and get a helping hand to expand the business effectively.

One of the crucial aspects of a company is the people they hire. The employees can either make or break an assigned project or even a company. And this is why hiring the right candidate is important. And well, while today with the growing awareness regards the importance of a human resources team, every company today has an dedicated in house HR team who looks into the employee hiring and other aspects related to them.

But what makes the recruitment companies different is the fact that they are highly skilled and since they are providing a niche service of recruitment, they know the in and out of the way an individual would be beneficial for the company. There are multiple recruitment agencies in Germany who are highly equipped with their knowledge and are clear about the need of the company as well as the employees.

Because with the growing era or start ups and multinational companies, it is easier for an employee to serve for a temporary period and look out for more attractive opportunities. But this creates a major loss for a company who is looking out for a team who collides for a long term and is in sync with the company vision. And this is what  the Recruitment companies Germany offer. They understand the psyche of the employee and find ways to align solutions in such a way that both the parties are beneficial.

With the expansion of the companies in different locations of the country, the same, monotoned hiring method cannot be applied. This is because every area has a different set of individuals who look at the world in  different ways due to the way things shape in their surroundings. Hence, the method of hiring also has to be amended and adapted as per the location. And this is where the expertise of the recruiters comes into the picture. Who not only picks the right people, but also helps the company to appoint the right candidate for the specific project. This helps in the long run to build a long and lasting growth for the company.

Understanding The Significance Of Context While Hiring Candidates For Senior Executive Roles

In most companies hiring professionals for senior executive positions can be a high-stakes task,which is why it becomes even more important to do it in the right manner. One of the key aspects that companies need to consider while hiring for such roles is the context of recruitment. Ignoring this vital aspect can result in serious recruitment errors and this can, in turn, render the entire hiring process worthless and ineffective.

Discussed below are the various reasons as identified by the recruitment agencies in Germany that justify the significance of context while hiring.

It Helps In Defining The Key Attributes That Matter The Most

The context of hiring a candidate plays an important role in deciding the key attributes that they should possess. For example, a company undergoing structural transformation would benefit by hiring professionals with appropriate experience in this niche. Hiring inexperienced candidates in this context, can actually add to the complications and result in the organizations actually losing their most talented employees.

It Helps In Deciding The Right Compensation And Benefits

Being aware of the context of hiring candidates with specific skills and experience makes it easier for organizations to decide the best compensation and benefits to be offered to such candidates. It also defines the scope of negotiation for the companies while discussing salary and benefits with the most suitable candidates. It thus helps in saving valuable time and effort by clearly defining the limits to which recruiters can extend themselves.

It Helps In Establishing Realistic Expectations For The Candidates

Hiring professionals after careful consideration of context ensures that the recruiting organizations have clear and realistic expectations from the selected candidates. This makes the process of onboarding significantly easier for the candidates and maximizes their chances of success significantly. In addition, it helps the recruitment companies in Germany to clearly define the exact roles and responsibilities for the candidates quite early on during the recruitment process.

It Helps Organizations To Attain Their Business Objectives Effectively

When organizations chose to hire their senior executives after due consideration of context, they are able to fulfill their business objectives in a more efficient and timely manner. This is because the new recruits are made aware of their expected responsibilities right from the moment they join the company. This makes it easier for them to start working with great efficiency and commitment from the word go. They tend to be more focused and motivated making it easier for them to lead their teams towards successful fulfillment of business objectives.

Meet Stakeholder Needs And Expectations

Hiring candidates according to context can help organizations to meet the needs and expectations of their stakeholders. This minimizes any chances of clashing of interests resulting from differences in expectations and strategic objectives. This, in turn, helps in ensuring the smooth functioning of an organization thanks to the better satisfaction level of the stakeholders.

How To Find Recruitment Companies In Germany For Your Niche Industry?

One of the best ways to stay ahead in the competitive market is to ensure that you have the best professionals working for you and for having the best talent working by your side, all you need to do is hire recruitment companies in Germany. The executive search in Germany can be overwhelming and thus hiring a firm to do all the heavy work for you is a very good idea, something that saves you both time and money at the same time ensuring the risk free hire. 

The major challenge when it comes to searching for top talent is a combination of a very specific skill set relevant to your niche industry and an overall cultural fit. A search firm provides you the top-notch talent by running a thorough search campaign taking into consideration both active and passive candidates that may be suitable for the job after making a detailed inquiry into all potential candidates.

But before the find the right fit for your company, you need to find a search firm that is a right fit for your company from a long term perspective. Below are a few tips you can keep in mind that can help you find the right executive search firm for your business:

Success Stories - One of the best ways to identify the right firm for your business is to go through the success stories of a particular company. Not only it will tell you the overall experience the company possess but also the expertise in the various domains and industries they have worked in. Always ask for a success story if there is any in your particular industry. This will give you an idea about the overall approach of the firm towards recruiting the top talent.

Online Reviews - The best way to find if the search firm is the one is to go through the online reviews about the company. You can also look for mutual contacts and identify if there are any mutual contacts that can help you understand the overall approach of the firm from client perspective.

The Expanse Of The Company - You can also ask if the search firm is expanded to other countries. This can give you an access to not only the candidates in your current country but also the overseas talent thus widening your choices and thus the possibility of the right hire increases.

Discuss The Job Description In Brief And Ask For The Steps They Will Perform - This will help you understand the overall process and will give you a fair idea whether the burden on you will be more or less. You can also ask for the other services they provide in case you need any in the future.

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.

Five Traits Of Leadership Candidates Capable Of Getting Things Done

When it comes to hiring leadership candidates, most business organizations seek candidates with a specific skill set and impressive accomplishments listed on their resume. However, only a handful of professionals with seemingly strong leadership potential possess the ability to actually bring about a quantum change. This exceptional gift is found in candidates irrespective of the context and phase of their career and is referred to as Result Intelligence (RI) by recruitment companies in Germany and those across the globe. In general, candidates with a high RI are known to possess the following five traits making it possible for them to get things done.

Always Focused On The Objectives : Leadership candidates capable of getting things done are constantly focused on the objectives of their team and their organization. In addition to having an absolutely clear understanding of these objectives, every decision of these professionals is taken in the direction of achieving these objectives. For this, they break down the final objectives into simpler components and processes and then work towards achieving the same in an organized manner. Most such professionals tend to have exceptional planning skills and have a practical approach towards getting tasks done and ensuring accountability.

Aggressively Seek The Right Resources : People with a high RI understand the significance of having the right resources at their disposal to get the desired results. Hence, they work aggressively to ensure that these resources are provided to them at all costs. Whether they require more people, more money or any other type of resource, these professionals make sure that they are provided with the same and in a timely manner, no matter how assertively they need to demand the same.

Know The Rules And Bend Them When Necessary : Leadership candidates are well aware of the rules and processes that govern the functioning of an organization. While they ensure that these rules are adhered to by the members of the workforce, they also show a willingness to bend these rules if it ensures better efficiency and performance. According to the experts from the companies offering executive search Germany, such rule breaking reflects the commitment of the potential leaders to get the desired results even at the cost of risking their own professional integrity. However, it is important for these leaders to have a proper understanding of which rules can be broken and which cannot be tampered with.

Do Not Let Criticism Affect Them : Professionals committed to getting the desired results are used to being criticized by their peers and in some cases even their seniors. However, they do not let such criticism affect their decisions and working. They do not believe in appeasing people simply because they are well placed and connected within the organization. Rather they seek and ensure the participation of only the most efficient and competent professionals in the projects being handled by them.

Do Not Accept Any Excuses : The go-getters o not accept any excuses for failure, even from themselves. When faced with a roadblock, they seek alternate means to get a task done. These professionals generally set high expectations and standards for themselves as well as others to get the best results.

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.

Getting Familiar With The Critical Traits That The Best Recruiters Must Possess

Finding and hiring the right candidates is a great responsibility shouldered by countless professionals from numerous recruitment agencies across the globe. Much had been said and written about the best ways for hiring organizations to choose the best executive search firms. However, with most organizations being assigned an individual account manager by German recruitment agencies, it is more important to be aware of the key traits that these professionals must possess. This can help simplify the entire recruitment process and make it more hassle free for the clients as well as the hiring professionals involved. Some of these ‘must have’ traits in recruiters are discussed in brief as follows.

Storehouse Of Energy

Being a great recruiter is not an easy task and those willing to take the responsibility should have enough energy to tackle diverse challenges on a daily basis. In fact, recruiters specialising in finding and hiring candidates for specific roles are often required to deal with multiple factors all at once, which makes their job pretty intense. So even though being a top notch recruiter is not really a boring task, it does require one to be constantly energetic.

Capability To Multitask

As mentioned before, a good recruiter often needs to handle multiple things simultaneously. That is why the ability to multitask is an essential trait the top professionals for leading recruitment companies in Germany need to possess as it will help them to handle the diverse demands of candidates, client and sometimes even their peers in the most efficient manner.

Sense Of Resilience

Most recruiters face considerable ups and downs in their everyday professional lives in addition to being forced to deal with regular disappointments. At such times, it is the natural resilience of the recruiters that can help them survive the difficult times and keep them motivated to perform their best. People lacking this essential quality are less likely to become truly good and successful recruiters.

Decision Making Capacity

The recruiters today operate in a highly competitive market and need to make a wide range of decisions almost every single day. However, if the recruiters are too hesitant or take too long to decide about something, it often reflects badly on their competence and skills. Hence, it is important for professional recruiters to have the capacity of making all types of decisions in an instantaneous and confident manner.

Ability To Think Outside Of The Box

The extremely high level of competition in the field of recruitment combined with the shortage of top talent is making it increasingly difficult for recruiters to attract and hire the right candidates. In order to overcome this challenge, the hiring professionals need to possess the ability to think outside of the box. This helps them develop new methods of finding and attracting the appropriately talented candidates which naturally enhances their success rate and efficiency.

Willingness To Take The Initiative

Whether it is approaching new candidates or suggesting better recruitment strategies to the clients, a good recruiter should have the willingness to take the initiative. They should be able to communicate their ideas and opinions effectively and should not feel afraid about using unconventional methods to get the desired results.

The Difference Between Managers And Leaders For Recruiting Best Talent

There is no denying the fact that both managers and leaders play an important role in ensuring consistent growth and success of an organization. In fact, it is not uncommon to use the two terms interchangeably, given the fact that both these professionals are responsible for the smooth functioning of the organization and managing groups of workforce. However, not many people are aware of the fact that there is a significant difference between a leader and a manager. It is often left to the recruitment companies in Germany to make their clients aware of the fact that it is quite rare for an individual to master both leadership and management qualities. In order to make the right recruitment decisions, it is essential for the hiring organizations to e aware of the following subtle differences between leaders and managers. 

 

Leaders Have Followers While Managers Have Subordinates

Leaders prefer people working besides them rather than under their control, which a common trait of managers. Thus unlike managers, who have subordinates to follow their orders, leaders, work with followers, who believe in their vision and values. Good managers understand the need of proper acknowledgement rewarding the efforts made by their subordinates to keep them motivated. Leaders on the other hand tend to motivate their followers through their actions and their willingness to share their success.

 

Leaders Tend to Be Visionaries While Managers Are More Task-Oriented

In general, the leaders are constantly focused on the big picture and have a long term vision about organizational growth. On the other hand, the managers are more focused on attaining short-term goals and completion of immediate tasks. Managers are more worried about executing strategies and meeting deadlines and taking the appropriate actions as per the current situation. Leaders meanwhile are concerned about the best ways to achieve the long term objectives and the manner in which the short-term objectives can impact the fulfilment of the same.

 

Leaders Are People Oriented While Managers Are System Oriented

Most managers consider themselves to be an integral part of the business system and hence are focused on perfecting it. However, the leaders tend to be more focused on enhancing their relationship with the people, who they work with. As the professional from the leading German recruitment agencies are well aware, the primary objective of a good manager is to develop a productive and efficient workforce that ensures maximum working efficiency in accordance with the provisions with the system. On the other hand, the most successful leaders work towards creating systems that are suitable as per the needs of the workforce. These professionals are also willing to make changes to their policies and strategies if it ensures a more positive work environment for their followers. This is because, they firmly believe that such actions can help bring out the best in the employees in a natural manner.

Hiring In Germany – Need For A Strategic Partner

Germany’s Job Market

Germany is one of the most industrialised nation of the European continent which boasts major players in the industries such as automobile manufacturing, machinery, precision equipment, heavy automotive, technology, financial services and software.

The German job market proved to be one of the most resilient during the recent recession. The employment rate is high and unemployment is comparatively low, but an acute skills shortage is posing a threat to companies in the country.

With the amount of recruiting going on in the market, competition is fierce for companies of all origins and sizes as well as across segments and functions. The demand for candidates is leading to a scarcity of “readily available” talent and reduces the volume of job seekers in the market.

The top opportunities in Germany include:

·         Sales and Marketing experts

·         Healthcare professionals

·         Scientific researchers

·         Information Technology Specialists

·         Mechanical and Electrical engineers

·         MBAs

·         Finance and Accounting experts

·         Hospitality Management professionals

·         Teachers

·         Administrators

Recruitment Companies

More targeted and sophisticated recruiting processes are being used to identify and attract the calibre of candidate required. Hence choosing the right recruiting partner has become crucial in the German market. There are thousands of recruitment companies in Germany of varying sizes and origins – domestic as well as international.  Several of them focus onexecutive search for senior level positions or highly technical specializations. They have the know-how, resources, image and credibility to get high calibre candidates to the table and advise and support the clients in every step of the process. Recruitment companies also communicate the long-term vision and prospects for the company and for the individual.

Time to fill and hiring manager satisfaction are becoming less significant, making thequality of hire an even more valuable performance metric. Most organizations are measuring thequality of hire through new hire performance evaluation. Given the criticality of getting it right first time, the agency costs for recruitment has reached almost 33% of the first year’s salary of the candidate making it a vastly remunerative and fiercely competitive business.

Recruitment companies are increasingly using innovative approaches related to social media, mobile technology, big data, and artificial intelligence.The Social media has emerged as one of the powerful tools for accessing the information about the potential candidates and thus, enabling the recruitment companies to tap into a bigger talent pool by engaging the  passive job seekers. Mobile technology is being leveraged as an opportunity to reach job seekers while they are on the go and also influence employer branding. The data is used by the recruitment companies for sorting through the vast streams of data to find out the qualified candidates in a speedy manner, predict the hiring needs and thus, increase the employee retention percentage. Artificial intelligence is also being used to streamline the recruiting process, helping to identify the best candidates through the use of algorithms and advanced search technology.

The best headhunting company in Germany offers clients a selection of candidate profiles, service quality, consultative style, value for money and placement speed through sophisticated and innovative techniques. On the candidate side, the company focuses on quality and selection of positions offered, consultation and communication during and after the process, service quality and duration of the placement process.