Applicant management

We bring people together

Nowadays there is a lot of talk about a shortage of specialists, unfilled positions and years of low birth rates. Companies are consequently being forced to develop strategies to make themselves more attractive for potential employees.

This starts with the very basics: What sort of image does the company have?

Is it innovative and up-to-date?

If a company has a predominantly positive image, it will attract a higher number of potential candidates. The next step is for the company to win over the best applicants in a well-planned and dynamic recruitment process

This would seem to suggest that the situation for applicants is an easy one.

But appearances are deceptive.

Falling profits, changing market situations and cost pressure are constantly forcing companies to change their strategies. Old business models and organisational flowcharts are being questioned and realigned to meet future requirements. New organisational structures are being installed that are increasingly based on flat hierarchies and quicker decision-making channels. There are fewer and fewer managers but those that remain have a higher significance.

The majority of companies therefore are keen to avoid hiring the wrong person and have developed an elaborate recruitment process aimed at finding new employees not only with the right specialist expertise but also the right personal attributes. The ideal candidate is selected in a process that involves several interviews backed up by personality tests.

Only those applicants that accept this new situation and present themselves professionally and authentically have any hope of landing one of the top jobs.

Good applicants are in short supply – and good jobs too!

logment Nachtsheim Consultants GmbH

For Clients

We bring people together

logment Nachtsheim Consultants GmbH

The basis for a successful recruitment process is initially an internal agreement between the specialist department and HR concerning the precise goal and the job description for the vacant position. Alongside personal attributes, the requisite specialist skills and knowledge of the industry, it is also important that the salary expectations are in line with the market.

If there is a specific budget for the job, a clear strategy should be formulated as to how much can actually be paid. Using the services of a personnel consultant is a decisive option.

Especially when sensitive positions are to be filled, it is advisable to use a personnel consultancy firm in order to maintain discretion and not damage the company’s reputation. A detailed talk with the consultant lays down the foundation for a successful search. During the cooperation with the consultant, it is essential that communication is open and constructive and concrete feedback and interim reports are given.

The application process should be targeted and delays avoided in order to show the potential candidates that you are serious and committed. During the talks, it is the job of the company to arouse the candidate’s interest in the company and offer him or her exciting perspectives.

In the final interview the candidate will expect an attractive offer involving an exciting task, interesting perspectives for further personal development, a positive corporate culture and financial framework conditions appropriate for the job.

When the new employee starts work, the workplace should be fully set up including IT access and, if offered, a company car. Professional “onboarding” will help the new employee to get to know the company and develop an internal network quickly so that he or she can carry out the new tasks successfully. Regular and prompt feedback will let everyone know whether things are developing as agreed.

For applicants

We bring people together

A successful application consists of a complete set of documents, including an up-to-date CV that meets the latest standards together with educational and training certificates and employers’ references. Any proof of further training will put the final touches to a positive application. Potential employers also expect accurate information about periods of notice and financial framework conditions.

During the recruitment process, companies have increasingly taken to looking for background information on applicants in the Internet. It is therefore very important that there are no negative postings about you in the social media. Party photos, for example, should be avoided at all costs.

During the application process, a convincing candidate is one that communicates reliably, has a professional appearance, clear ideas about the next career move and shows a committed interest in the company. This means, for example, that the applicant should come to the interview in appropriate business clothing, behave in a professional yet authentic manner and give concrete feedback promptly.

Final talks should only be aimed for if the applicant seriously wants to change jobs and his or her salary expectations are in line with the market.

If, in the best case scenario, contracts are signed, the new employee is expected to start work on the agreed date. Termination of contract before commencing work is not desired.

Commitment and self-initiative are of paramount importance in order to be successful in the new working environment. It is also essential to build up an internal network in the new company quickly and to give the new manager feedback after a short period as to whether things are developing as discussed.

logment Nachtsheim Consultants GmbH