Reach Out To Contacts & Management For Top Headhunting Company In Germany

At Contacts and Managements we will help you in finding the best candidate as we offer a wide variety of recruitment services. There are some essential places for a business to work successfully and we provide service of fulfilling those places. We try to bring the outcome as accurate as possible because the recruitment job is very sensitive and needs to be handled with care. There are various ways by which we provide the recruitment not making it limited to a certain point. Top headhunting company In Germany.

Here are our services for our Employers:

Types of recruitment - As we mentioned earlier we are not limiting recruitment process to a certain limit but we explore different types of recruitment services:

·         Recruitment Through Advertising - In this, our recruitment consultant will place a suitable newspaper advertisement and it will help in attracting those candidates who are looking for such positions.

·      Recruitment Or Headhunting - In this, a candidate can get short listed or referred by simply passing his or her CV to the client.

·         Executive Recruitment- This type of recruitment is done on retained fee basis.

·     Direct Search Recruitment - In this, we follow a standard process and how to choose a candidate.

·   Contingency Search - This type of recruitment has its own advantages and disadvantages.

·   No Touch Agreement - Our work is all about ethics and discipline. After completing one recruitment service we make sure of no contact with any employee or client’s position.

·     The German CV - In this, we will make you understand what is required in making of a German CV.

We are in this business since 1998n and there are various reasons why we hold our reputation as best executive search agency Germany. We work in Germany as well as in the adjacent countries.

Key Competencies That Business Leaders Should Possess To Foster A Digital Culture

Most modern businesses are driven by a wide range of digital technology aimed at simplifying key business processes and enhancing workforce engagement. This has created a great demand for business leaders capable of promoting the digital culture among the workforce. In this context, the experts from the top headhunting company Germany give preference to candidates possessing the below discussed key competencies.

Growth-Oriented Mindset

The mindset of the top business leaders plays a critical role in promoting the values and behaviors essential for shaping the digital culture. Having a growth-oriented mindset is necessary for such leaders as it helps them to gain a better understanding of the benefits of having an innovative digital vision. Such leaders are capable of encouraging their teams to stretch their ambition and adopt a positive approach to handling challenges.

A More Agile Approach

Establishing a true digital culture is a continuous process and includes constant reshaping and adaptation of the digital terrain. Hence it is extremely important for the business leaders to be more agile, which essentially means having the vision and humility to acknowledge and promote specific behaviors.  From having a flexible and holistic view of things to ensuring fast execution and informed decision making, the business leaders should develop an attitude of self-confidence and assertiveness to become capable of fostering a digital culture.

Encouraging Internal Collaboration

Enhancing internal collaboration between employees and organizational teams is the key to solving the various challenges faced by the company while developing a digital culture. Improving internal collaboration also helps in introducing greater fluidity in the dynamic between various functions, divisions and tasks. Thus it promotes systems that are not restricted by traditional boundaries and linkages. According to the professionals from the best recruitment company Germany, it transforms the way of working and exposes employees to the culture of constant interconnection and mutual learning.

Wise-Decision Making Capabilities

Wise-decision making is the key to creating an ethical, sustainable, and responsible digital culture. It enables both the business leaders and their teams to resolve ethical dilemmas that have come to fore in the digital era, skillfully and also address the various socio-economic challenges in a holistic manner. It enables the leaders to look beyond the technical boundaries of digitization to its wider and more profound implications.

How German Recruitment Agencies Make Recruiting Easy For Businesses

As the CEO of the company, this must be a frequent question you ask yourself, “Where did the time go?” Well, if you are a small business, there is a high chance that it got wasted going through tens of potential candidates your HR has lined up for you and furthermore in rehiring for the same post you just filled a month ago. 

Recruitment is one of the most important aspects of any business and in this dynamic market where top talent gets slipped like sand from your fingers in minutes, it needs to be quick and time-bound. One wrong move and you have got yourself disaster to handle. 

So, while staring at a list of vacancies the company needs to fill this quarter, you have two options: keep at it yourself, or let a headhunter in Germany do the heavy-lifting for you. 

Hiring German recruitment agencies is the best way to finding a concrete solution to all your recruitment problems. But how would they help?

By Saving You From Unnecessary Complications

Handling the hiring process in-house may lead to a lot of complications as we do not have a tried and tested streamlined hiring process. Having a third party expert with years of experience in job market knows precisely how many steps there are in the hiring journey. So they work smarter, not harder in order to deliver faster results ensuring a low turnover rate with high efficiency and minimum risk.

From reviewing piles of resumes to candidate screening, candidate outreach to interview scheduling to offering negotiations, these companies offer an unmatched level of expertise thus helping you have the best in the industry at a low cost but with the same level of proficiency. 

By Using Automation

With the right use of technology, the recruitment companies eliminate the unnecessary human steps leading to a hassle-free and faster-hiring process. With the capability to make use of a huge candidate database collected over the years, the candidates with the necessary skill requirements can be picked and shortlisted in a much faster manner. 

The All-Important Human Touch

Only humans can hire humans. Hiring requires trust on both sides. With a team of experienced hiring specialists, the company can handle company and candidate relationships in a much-sophisticated manner.

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.

Recruitment - Is That All A Top Headhunting Company In Germany?

The answer is a big NO. A common myth regarding headhunters in Germany is that they will only help you find the right candidate for the job vacancy. As soon as you find the right candidate, their job is done and you are on your own. The top headhunting company in Germany do way more than simply meeting your recruitment needs. 

Here is a list of few things, a headhunter can help you:

Working On The Job Description For The New Roles - This happens all the time especially in a startup. A lot of new vacancies with brand new requirements come up and your in-house team is not able to jot down the exact points they would need in the potential candidate. Result? You end up having a lot of irrelevant candidates wasting your time and their. Having a headhunter can help you decide the requirements in a precise manner. Backed by the years of experience, they know what exactly to look for in a particular job vacancy.

Widening The List Of Options By Taking Passive Candidates Into Consideration - It is one thing to find the right candidate but a whole different story to find the right fit for the company in the most streamlined manner, you can possibly imagine in less time and with fewer resources spent on the overall screening and initial interviewing process. With a well-established database and a tight network built over the years, it is easier for a headhunter to find you the right fit after thoroughly understanding your job requirements. This increases the overall retention rate. This advantage came in extra handy when the job you are trying to fill in is the executive level.

Decreasing The Overall Turnover Rate - This is a crucial point where headhunters prove out to be the most effective. Hiring the right candidate from a skill perspective but hiring the one who is not a cultural fit could be a disaster. Headhunters with their deep understanding of recruitment can help you find the most potential candidates that would be a fit from the company culture perspective as well. This helps decrease the overall turnover rate thereby improving the overall stability of the company. This helps increase the overall efficiency of the company thereby making the company more productive.

Salary Negotiations And On-Boarding Processes - A good headhunter does not leave you on your own once you have found the right candidate. They help in salary negotiation and ensures a seamless onboarding process. They act as a middle man between the company and the candidate. This helps in a smoother transition of the candidate as they lay special confidence in the headhunters they have come through.

3 Signs It Is Time To Outsource A Recruitment Company In Germany

Often while running a business, we would deem fit to keep everything in-house so that all the functions can be performed under our watchful eye with minimum risk involved. But in reality, it is actually the opposite. The more you outsource, the more time you will have for productive tasks in the company and the less risk you will be in. Every company at one stage of their business asks themselves whether it is time to hire a top headhunting company in Germany. 

So how to decide if it is time? Here is the list of 3 Signs that can help you decide that it is now time to pass on the work to a good recruitment company in Germany. 

Lack Of Experience Or The Right Experience In Your Recruiting Team

An in-house recruitment team is good for day-to-day activities but whenever there is an impromptu vacancy or a crucial role in the company that needs to be filled, the in-house team cannot strain it’s already exhausted resource. As a result, the recruitment gets delayed impacting the overall productivity of the business and efficiency of each employee associated with the vacant position.

This is usually one of the foremost signs that the company takes as a cue and starts looking for a recruitment agency to help you with their hiring needs. The executive search is even more crucial and sometimes needs to be carried out in a confidential manner and thus hiring a firm to do the job is a good idea both from long term and short-term perspective. It decreases your long-term cost and your short-term risk of having a bad hire in the company.

Lack Of Quality Hires

The next clear sign is if you have had a series of resignations and terminations in the recent past. This happens due to 2 reasons - one, the candidate you hired was not as good as you thought he would be. Second, you hired the candidate for the wrong position thus causing a series of blunders in his work leading to low productivity in the company. If you are grappling with similar two problems, it is time to start looking for an agency that can help you find the right candidate with maximum precision in a minimum time period. This helps you save a lot of costs in terms of re-hiring for the same position again.

Too Much Turnover

Identifying the root cause of high turnover in your company is the key to finding the solution for it. Try to focus on the areas that are contributing the most to the high turnover rate and then look for solutions to fix the problem. This may be the perfect time to engage with a good recruitment company. Hiring one at this juncture will help you in two ways. Firstly, the firm can help you conduct exit interviews so as to understand what was going wrong until now. Secondly, the firm can help you find the right replacement who would be a perfect fit for both skills as well as the company culture perspective.

Prime Reasons For Companies To Retain Headhunter Germany For Leadership Hiring

Executive search Germany companies are not seen just as recruiters or head hunters, but, credible ambassadors of their client organization. There was a time when the role of the headhunter Germany was limited to just finding the right candidate in accordance with the cultural fit of the organization, but now it has evolved to a great extent encompassing a number of other roles.

The recruiters are now seen as the chief advocate of the client organization communicating the vision, growth potential, culture and values of the organization to targeted segment of job seekers or leaders. They carry the power to enhance or reduce the employer's brand's ability and its charisma of attracting talented workforce.

Over the years, the companies have been advocating the use of hiring the services of an executive search partner for making suitable hiring, particularly for the leadership positions. With more and more fluidity available in the geographical boundaries and technology, making the world a small place, it becomes essential for companies to hire the strong and the right company as their executive recruiter.

Here are the prime reasons for organizations to consider executive recruiter as the only option to make leadership hiring :

• Passive Candidates

It might sound as an old school reason, but it is the most valid and considerate reason that makes companies hire recruitment companies for hiring top leaders. This is because the recruiters can communicate the values, USP, and culture of the organization to a wide variety of candidates belonging to different geographical boundaries and industries. This process paves way for selection of best candidates, including passive ones from a targeted segment of the industry.

• Specialists Of Recruitment

The executive search individuals belong to the class of consultants who are in a position to bring a rich variety of industrial information as well as experience to the forefront. They have deep networks in their area of expertise which opens the door for industry insights, wisdom and information of senior leaders. The experienced search consultants need to be well-informed and networked. The only challenge here is to choose the right search partner using wisdom.

• Balancing Interest Of Candidates And Clients

If the organisations set up their internal hiring policy, they need to carefully take a look at the leadership mandates which the candidates will fulfill. The leadership talent across the world believes that their career goals as well as aspirations can better be represented by executive search company. Also, the candidates are a little hesitant in engaging directly with the hiring organisations.

When it is about hiring for critical positions, preferring the services of a recruitment company is better than searching. Being specialists, the benefits of executive search using the services of recruiters outweigh the cost involved in hiring the services of the recruitment company. It is always better to go to a specialist.

A Look At Important Questions Asked By Headhunters Germany And How One Should Answer Them

Interviews have an important role to play when it comes to landing a job of one’s dreams. Irrespective of the fact that you are a pro at giving interviews or are the one who is entering the process of giving interviews, the last minute butterflies in the stomach seems to be a common scenario.

To get yourself prepared for the interview with the top headhunting company Germany and also to put yourself in the best job search position, here are the important questions being asked by the headhunters and how one should answer them. Let’s take a look:

·         What Is The Motive Behind This Move?

You must be having a number of reasons for switching the job. The headhunters Germany are always keen on knowing the reason behind the move by the candidate. There can be a number of answers as per the report of a job market. To the utter surprise, salary is not the topmost reason. It’s continued learning, growth and development which tops the chart. But, if salary is your prime motive, the same should be communicated to your interviewer and you should know the salary as per industry standards prior to the interview.

·         Why You Think You Should Be Chosen For This Role?

This interview question is purposely asked to give the candidate a chance to shine and give details of their glory from the past. The points you can include in the answer for this question can be your journey till this point in your career, the key drivers that drive you, past steps taken in the career that led to your success and your future aspirations. The question does not require you to walk through your entire resume, but, what you have learnt and what you wish to learn. You can touch upon your skill sets and key experiences which are relevant to that job position for which interview is being conducted. Prepare yourself in advance in respect of your values and their alignment with the mission and vision of the organization.

·         What Are Your Key Strengths And Weaknesses?

This question is an opportunity which can set you apart from the rest of the candidates. Indeed, this question has a number of generic and good to go answers which include, time management, excellent in vocal and written communication, experience in different domains and leadership. But, you can surely get a standing ovation, if you go a unique way. Co-relate your skills with specific examples from your experience kitty. Go for less common adjectives such as motivated, sociable, bright, adaptable, etc. The important thing here is to tie these skills with the relevant role for which you are being interviewed. It is advised to be honest about your weaknesses and also link it with your past experience.

The above-mentioned questioned sound common, but a wrong or a hype answer to these can certainly impact your new job opportunity.

5 Reasons To Hire A Headhunter in Germany

As businesses grow, the challenges to run it becomes more specific. One of those challenges is to efficiently fill the top positions of your company. And this task can be best handled by a headhunter Germany.

Here is a list of a few reasons, why hiring the best headhunting company Germany is a good idea:

1. To Find The Right Person

It is important to find the right candidate for the upper-level leadership positions that have a significant impact on the overall growth and success of the company. With too much at stake, you simply can’t risk hiring the wrong person as the cost of a bad hire can be detrimental to the company that can also have a negative effect on the company’s culture for years.

Partnering with a headhunter with a proven track record and enough years of experience of the industry can help you find the ideal candidate at the same time reduces the risk of making a bad hire. With a well-built database of not only active candidates but also the passive candidates, these firms will help you find the exact fit for your company both in terms of skill set as well as the cultural fit. 

2. To Save Time

If the hiring process needs company leaders for a number of interviews, they are losing a lot of time that could be diverted towards developing the company. By going for a recruitment firm, only the right candidates will be presented to you while all the pre-screening would be done by the firm. This would not only help you save a lot of time in interview processes but will also make the whole hiring process smooth and quicker thus saving you a lot of time. 

3. To Have Expertise And Experience

Expanding businesses are often faced with unique vacant positions with specific requirements that can be beyond the hiring team’s core expertise. The expertise and experience needed for the role make it necessary to go for a headhunting company to help you find the right fit for the role. Recruitment firms specialize in finding potential candidates with specific skill sets and experience.

4. Limited Internal Resources

Many businesses operate without an HR department, requiring the leadership to divert their precious time to conduct searches for top talent. As they are not the experts in the recruitment field, not only will it take more time for them to find the right candidate but it will also mean precious hours getting invested which could otherwise be used for expanding the business and growing the company. Even with an internal HR department, some searches may be out of scope for the HR specialists’ bandwidth and therefore having a recruitment firm can help you with the executive search without compromising on the limited resources of your company.

5. When The Search Is Confidential

Sometimes internal confidentiality becomes an important factor in recruitment and in that case the clear solution is to work with a recruitment firm. Another crucial factor can be maintaining external confidentiality for high-profile searches especially when the firm is speaking with people already employed at a competitor.

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!

Employee Retention Strategies To Help Businesses Build A Stable Workforce

Employee retention is a major challenge faced by organizations today. The loss of a well-performing employee not only creates instability in a team but also causes financial loss amounting to around 33% of the annual salary of the outgoing employees. Moreover, the struggle to find a suitable replacement can be an extremely time-consuming process which further hinders a smooth workflow. That is why the experts from a recruitment company Germany advice their clients to work towards maximizing employee retention rates. However, there are various reasons that might prompt an employee to give up their current role and organization. Since it is impossible for employers to control all these factors the next best thing they can do to build a stable workforce is to implement various strategies that are likely to improve employee retention. The most effective of these strategies are discussed as follows.

Make The Employees Aware Of Their Worth

In most business organizations, managers are quick to point out the mistakes and failures of employees while they do not show similar eagerness in appreciating their efforts and achievements. This tends to demotivate the employees and reduce their engagement levels. They then seek employment opportunities with other organizations with the hope of being better appreciated for their hard work and contribution. Hence it is important for an organization to ensure that the employees are constantly made aware of their value and worth by their superiors through the provision of positive feedback on a regular basis.

Provide A More Flexible Work Environment

A large percentage of the workforce today comprises of young professionals seeking flexible work environments. This flexibility might be in the form of different work hours, freedom to work from home or other remote location or even the choice of workspace within the office. By providing this freedom to the employees, an organization assures them of being considerate of their needs. It also reflects a sense of trust in their work ethics and ability to perform even without any supervision. This goes a long way in motivating the employees and enhancing their sense of loyalty and commitment towards the organization.

Encourage Managers To Have Difficult Conversations With Employees

One of the key reasons for low retention rates is the lack of effective communication between the employees and their managers. That is why the consultants from a top headhunting company in Germany, stress on the need to encourage the managers to hold difficult conversations with their team members. Such conversations can help the employees to share any work-related issues and stresses with someone capable of resolving these problems. In addition to helping them find an effective solution for their problems, such conversations can help in restoring the trust of the employees in their organization.

Help Employees Develop A Clear Career Path

Professional growth and stability form an important aspect of enhancing employee retention rates. That is why organizations that help the employees to develop a clear career path and provide them with the right opportunities to follow the same, enjoy a high retention rate. Being assured of having enough growth opportunities within their current organization minimizes the chances of employees seeking better employment options with other organizations.

How German Recruitment Agencies Reduce Personal Bias During Hiring Process?

It is a fact that when it comes to hiring candidates from diverse backgrounds, an unconscious bias is always at play, which leads to weeding out of qualified candidates for less deserving ones. Thus, hiring managers are required to address this issue of bias which leads to discrepancies during selection process.

To overcome this pre-loaded bias, German recruitment agencies play a key role as they do not work on the belief that people who are like us are worth it and others should be rejected just on the basis of the personal judgement. They are open to diverse teams and growth of the business organization by hiring the right talent at the right position.

Here are some of the strategies being adopted by headhunters Germany to overcome personal bias in the hiring process:

Acceptance On Affinity Bias

The recruitment firms know well that each and every individual has a bias which impacts the professional decisions. Affinity bias is nothing but developing a liking for someone who is like us. So, hiring candidates belonging to the same race, gender, location, language, etc. are always seen. To address this issue, during the hiring process, the recruitment companies seek out, look and then act during the hiring by judging the candidates on the basis of their qualification and work experience.

 

Ascertain The Areas Where Bias Can Pop Up

When the managers are involved in the hiring process, they will have a bias and will judge the candidates on the parameters which include their own comfort when it comes to working with them. For instance, some would judge if having a beer with the candidate after working hours would be fine or if the candidate is accustomed to one’s own language. These are the instances of unconditional and unconscious bias. The recruitment agencies, on the other hand have no such personal biases as they are just recruiting the candidates for their client organization and are possibly not going to work with those candidates. So, the number of candidates they select are not judged on the basis of any personal bias.

Influence Of Peer Opinions

The hiring managers may see the feedback given by each other about the candidate because going for a personal interview with the candidate. This will indeed influence the decision to hire or reject a candidate. But, when a company hires the services of a staffing agency, the hiring managers are not allowed to take feedback from any fellow panelist or even any member of the selection committee. They are given freedom to form their own opinions free from any prejudices for making final selection of the candidates.

It is a fact that diversity in workplace is essential in order to make us smarter in terms of innovative and critical thinking. By having people from diverse background, the organization benefits in a lot of ways. Hence, one should focus on reducing the bias and increasing the ROI for the organization.