There is possibly no recruitment method more cost- or time-efficient than re-staffing reliable former employees. According to a 2009 Career Builder survey of 2,924 hiring managers, 26% of employers who had laid people off in recent years were planning on bringing some of those layoff casualties back.
Finding the right Headhunters is not always easy. Meanwhile, there is an almost overwhelming flow of Headhunting companies with varying quality levels. Seriousness, openness, transparency are some factors that candidates often consider in their evaluation. However, looking more closely at the insights our headhunter partners have to offer, we have now identified important criteria for you to consider on how to identify a top headhunter.
We can’t always entrust all leaders to have the skill to consistently motivate employees. And employee motivation is now much more serious as a topic- and that’s a good thing! Nevertheless, many forget that not every strategy to motivate staff is equally effective. In addition, the needs of workers have changed, especially in recent years.
Hands on your heart: Don’t we all somehow try to make our CV irresistible? At least to get to the coveted interview to showcase our super skills. All the headhunters first need to get convinced on paper and believe that all requirements are fulfilled. We now live in a society where everyone is trying to get as many titles as possible and to fill his resume with complicated-sounding technical terms. But what exactly works better?
In most of our posts, we focus on giving candidates exclusive tips on the operation of headhunters and insights directly from their side. But it’s not just the candidates who are looking for the best headhunters. For you as business owners or hiring managers or HR managers trying to fill the new vacancy in your teams, selecting a trustworthy and good recruiter is extremely important.
A recent study from the Institute of Employment and Employability (IBE) on behalf of Hays in the German speaking DA-CH (Germany, Austria and Switzerland in central Europe) has come up with insights on leadership and some of the key HR and management issues in 2015.
It’s the new year. And like the year before it will pass by sooner than you believe. That’s a good thing really. You do not want to be in a phase of life or work where every day seems drawn out. When every minute feels like it could be a day all by itself. The elephant in the room is this: what are you going to do differently this year?
Several headhunters have confirmed in interviews that usually the candidates that they hire need to be ‘currently’ employed in regular 9-5 jobs. Candidates in ‘self-employed’ but perhaps less gainful businesses (in monetary terms of course) often fall through the cracks here. Considering that those professionals possibly need the help of a headhunter even more, this does seem rather paradoxical.
As I read this post on LinkedIn, I felt amused. Coming from a consulting background, work jargon was not new. And then it really does not depending on the job type. Actually all organizations tend to have ‘in-house’ work slang and buzzwords that a newcomer or an outsider can never understand. Till of course, they start using those same acronyms and terms.
The technological of recent years has indeed made our lives easier. We can take our computer to the sofa, are always-on and online everywhere with our heavy mobile phones around us everywhere. That sounds pretty good to start with, right? However, this convenience also has its pitfalls. Suddenly we are sitting at the breakfast table, discussing the next major project with colleagues, receiving a call from the customer and have just the new and exciting products open in the browser, along with something which was just posted on Facebook.
