Four Things Recruiters Need To Remember While Composing Job Posting Ads

Posting job ads is still one of the most effective ways of attracting potential candidates for a available position within an organization. However, unlike the earlier times, posting of such ads is no longer restricted to newspapers and career magazines. In fact, in the modern times more jobs are posted online than in the more traditional media. However, many times despite their extensive job posting activities, recruiters are not able to attract the right candidates for the specified jobs. The professionals from the top executive search agency Germany believe that this is often due to the tendency of the recruiters to overlook the below discussed important factors while composing such ads.

 

Wrong Presentation Of Company Culture

Company culture has come to play a key role in attracting top talent towards the hiring organizations. This often makes the recruiters go overboard while offering details about the company culture in their job posting. The idea is to present the organization in a positive light to make the candidates feel content about taking up the job offer. However, sugar-coating things will only lead to loss of time, money and effort in the hiring process as the candidates will become aware of the truth as soon as they join the organization. This will make them feel not only dejected but also cheated leading them to quit the position at the earliest.

 

Avoid Talking About Benefits And Perks

Most recruiters feel that a job ad is not the right place to provide information about the benefits and perks associated with a specific position. However, this is sure to drive the candidates away more than anything else. The benefits and perks are in fact considered by many to be the real selling points in a job ad. They help the candidates assess the suitability of the proposed position not only with respect to their own skills and competence but also in accordance to the expected responsibilities and duties associated with the job. So it is highly advisable for the recruiters to use the job ads to flaunt whatever benefits and perks they will be offering to the candidates willing to join the organization.

 

Overloading The Ad With Meaningless Buzzwords

Many times even the top recruiters from the best recruitment company Germany are tempted to use some fancy words in the job ad content. However, rather than making the ad sound more informative, these meaningless buzzwords can actually be the cause of confusion for prospective candidates. In most cases, the use of these words makes it difficult for the candidates to understand the requirements and responsibilities of the job position. They are thus less likely to apply for posts which they feel have been described in too vague manner.

 

Overlooking The Significance Of Mobile Recruitment

Mobile recruitment has become an integral part of the modern hiring process and recruiters who fail to understand its significance have to pay a costly price. Overlooking the need to compose mobile friendly ads often results in lot opportunities for recruiters to target the right candidates in an effective and timely manner. Moreover, it prevents them from harnessing the vast potential of the ever expanding market of mobile using professionals.

Executive Search In Germany, How To Find Your Person?

Finding your person is not about finding someone who would fit in the culture of the organisation. More than that, he needs to fit in your company. Hiring an executive, is more like hiring a person who not only is adaptable to the company’s environment but also someone who forges a connection with the company and aligns his vision with that of the company. As a CEO, you should always go with the one who was able to forge a connection with you.

READ Full Blog Here :::: Executive Search In Germany, How To Find Your Person?

Recruitment Trends In Germany

Entering and forging further into foreign markets is surely a step worth considering especially developing and evolving the business. However, there are massive barriers a business has to overcome to happily enter a brand new niche, domain or market. In order to find highly skilled staff which is one of the biggest challenges let's understand the top 5 trends that companies must be aware of regarding recruiting or headhunters Germany.

Recruiting Technologies

It does seem that the trend of digitalisation is unstoppable but there are video-based job interview technologies that are now emerging and becoming far more popular over the past couple of years. Mobile recruitment solutions are also evolving and are very much on the rise since the year 2014.

There are also many Challenges that recruiters face nowadays. Every second recruiter is concerned with finding suitable candidates and placing candidates in a timely manner. About every third recruiter complains about their extreme pressure and workload along with the struggle to find an apt balance between operational recruitment tasks and project management.

 

Active Sourcing & Social Media Recruiting

Post a dip in the year 2015, active sourcing has now turned out to be a commonly utilized recruitment strategy that people use.

When it comes to the digital concept of social media recruitment platforms there are no surprises in the recruitment market trends. Platforms like Instagram, SnapChat, Pinterest and Whatsapp are live in the shadow of the huge players in the market.

 

There are now various channels that communicate about vacancies. The corporate career and job websites have come at the top of these channels and are being used to post communicate vacancies that are followed by social media business platforms. These also include recruitment events like the federal employment agency and various job fairs. On the other hand, print media, HR consultancies and various other external manpower sourcing providers have become important in communicating with clients and posting job vacancies on varied portals

 

Future Investments

In which domains do German recruiters plan to invest more money? Almost every second company is planning to invest further in social media business platforms to attract candidates and hire new employees. The companies also emphasized investment into employee referral programmes, job fairs and social media platforms.

 

Recruiting Tools in Executive Search Germany

Candidates actually consider employee referral programmes as crucial and a very efficient tool in the entire end to end recruitment process. This very much aligns with the new trend of companies who are ardently willing to invest into such innovative new age programmes. Video recruitment tools are found to be the least helpful by many job candidates. This fact is also indicated by various findings from recruitment trend studies in Germany. Lastly, it is crucial to have a culture test right in place because it is the second highest ranking recruiting tool which candidates will find extremely useful.

 

What We Learn

1.  Candidate Experience and Active Sourcing has developed to be a very relevant topic in the entire recruiting business in Germany.

2.  Employer Brand has obtained significance in the most recent years and also imposes tons of challenge or restrictions to the recruiters in Germany as compared to hiring professionally experienced workforces.

3. Social Media Recruiting trend has seen to be dipping low in the year 2015. However, through the entire year of 2017it has regained the traction and strives hard to make a comeback.

4. Since 2013, the existence of applicant management systems is being steadily growing and the employee referral programmes will continue to obtain importance since the year 2014 as well.

The Best Executive Search Agency In Germany Is Searching For You

The German recruitment agency specializes in headhunting and helps companies of foreign origin recruit people they need in Germany. People can be from a wide range: from simple sales staff to country managers, marketing managers, CFOs, IT professionals and others. Top headhunting companies in Germany have the experience of more than 25 years in the business. They understand the cultural differences between other countries and Germany and work accordingly to choose the right employees with which you can grow your German business.

How Does A Headhunting Agency Work?

Some of the best executive search agencies in Germany have highly skilled professionals with vast experience in the business. This helps them in identifying top talent and with the help of a strong network of contacts,they are supported by an enthusiastic team. The agencies have a regional hub in the concentrated areas and have a sector driven approach. They have a comprehensive approach which not only provides recruitment but also provides advisory services to the client. Decision making is the most important criteria in the quickly changing environment. Thus agencies help in identifying the candidates who are fit for the job and the environment.

Where Are These Agencies Active?

The work of the agencies is majorly focused on Germany but there are also some highly rated agencies which are active in the European Union. These agencies come in contact with all types of industries. The industry may vary from food, automotive, automation, calibration and consumer goods and retail sectors. These sectors are in a constant demand for the new work force to thrive in business.

Why Headhunting Agencies?

According to this the candidates and the companies which were matched by an executive search agency or ahead-hunting agency were far more satisfied than those who went through the regular recruitment process. The advantage of the headhunting firm over the ordinary recruitment process is that not only it provides a large filter which helps the recruiters avoid the candidates who are not fit for the job. The number of applicants are drastically reduced which gives the companies more time to evaluate the potential of every deserving candidate and choose the best of them. At the same time, the candidates are provided with job offers by assessing their true potential. Thus the job is more suited to the skill set of the candidate, which helps him win the job more easily.

Thus successful head-hunting means in-depth analyses of the market and customer requirements. It is not enough to learn the basics and have an abstract knowledge of business to start the work as an executive search agency. It requires the right understanding of business, a detailed background and need of the customer, a professional team with strong ethics and many years of experience. These virtues when combined distinguish a good executive search agency from an average or moderate agency.