All companies have recruiters

Recruitment

Personnel placement means the placement of suitable personnel to an employer. The recruitment is mostly financed by employers to the Demand for staff to cover and fill vacancies. The recruiting must be distinguished from the Job placement, which is mostly used by job seekers and, in the case of a private employment agency, is usually financed by them as well. An employment agency through public institutions, e.g. B. the Federal Employment Agency, is financed by the public purse. Companies resort to recruiting for a variety of reasons, such as: B. if your Core competence not in human resources lies or one's own Recruiting effort would be too high. Often times, a recruiter is turned on to help out Manpower requirementsto cover quickly, for example at peak orders. If the coverage is temporary, this happens z. B. in the context of temporary work. Also looking for qualified employees, Specialists and executives who are difficult to recruit on the labor market can use the recruitment service. Personnel placement has been permitted in Germany for all professional groups since 1994.

Duties of a recruiter

Recruiters place employees who meet job-relevant requirements or are suitable for a vacancy. The aim is to establish an employment relationship between the employer and the placed person or a temporary assignment within the framework of the Temporary employment. Companies that offer temporary employment services include: B. Mixed companies that also offer temporary employment services in addition to other services, or pure temporary employment agencies. A recruiter takes on various tasks that arise in the recruiting process, including creating Requirement profiles and the comparison of requirement and ability profiles of potential candidates. Tasks in the area of professional profiling include the analysis of job requirements and candidate profiles in order to obtain information on how to fit a candidate - for example in relation to cognitive abilities, the candidate's motivation for the position and behavioral characteristics relevant to success. Based on the analyzes, predictions of success are made in order to assess the suitability of the candidate. Psychological methods for diagnosing professionally relevant personality traits, professionally relevant knowledge, etc. can also be used. In addition to the Applicant pre-selection For many recruiters, this also includes the following care, support of the employees placed on the range of tasks. Recruiters have i. d. R. about their own Personal databases or employee pools that you can fall back on to cover your needs quickly and appropriately.

People who poach contested specialists and executives, specialists, young professionals or high potentials from competing companies on the market are classified as Headhunters designated. Most of these come from the management sector and have many years of experience in the personnel sector. If the personnel service focuses on filling management positions, one speaks of Executive search. Headhunters have gained in importance, especially against the background of the shortage of skilled workers and the shortage of skilled workers in certain shortage occupations. Demographic change, the so-called “aging” of the population, can also make it difficult to acquire new talent. One advantage of poaching qualified employees from competing companies is that they are usually already employed and are not actively looking for a job. In this way, headhunters also reach passive or latently willing candidates. A first step is to research companies and potential candidates. The creation of company lists, for example, serves as an instrument here (Mapping). Companies with potential or high performers who could be of interest to the headhunter or his client are listed. A further step consists of the job and requirements analysis as well as the strength and potential analysis of potential candidates. This is followed by a comparison to determine suitability. One means of reaching high potentials is by telephone Direct approachwhich is allowed in terms of free competition. However, there are restrictions with regard to the length and content of the phone call: “It is not anti-competitive if an employee is asked by a personnel consultant at the workplace in an initial telephone conversation about his interest in a new position and this is briefly described. A disruption of the operational workflow that is incompatible with good morals in competition exists if the personnel consultant calling on behalf of a competitor disregards the fact that the employee is not interested in it, or extends the conversation beyond a brief job description (BGH, judgment of 4 March 2004 - I ZR 221/01 - OLG Karlsruhe) ". If the candidate signals interest, a face-to-face conversation can take place for further clarification, in which the headhunter talks about the advantages of the targeted position, shows development opportunities and tries to reduce the discomfort of changing jobs. The headhunter records the result of this conversation in a confidential report and then presents his client with a selection of suitable candidates. For the service he receives i. d. Usually a commission.

A Recruiters is, as the name suggests, responsible for recruiting staff. Often, recruiters work in a company's human resources department or in recruitment agencies. You take on various tasks in the recruiting process, which can be broken down into the following steps:

  • Notification of job requirements and approval
  • Examination of your own talent pool - if available
  • Tendering of personnel requirements (write and place job advertisements); Direct approach / active sourcing
  • Application receipt
  • Selection process (looking through application documents, job interviews, assessment tests ...)
  • decision

To simplify and optimize the recruiting process, companies can also find a suitable E-recruiting software deploy. This enables centralized administration of applicant data and shortened communication between decision-makers. Possible functions such as multi-channel posting or job multiposting promote the range of applicants by publishing a job advertisement in several job portals at the same time with a click of the mouse. Other functions such as CV parsing, i.e. the automatic reading of résumés, contribute to a positive candidate experience and replace the manual entry of master data with an automated data transfer. Matching algorithms support the pre-qualification of suitable candidates by comparing requirement and applicant profiles based on relevant criteria. The use of HR analytics and key figures in the recruiting process makes it possible to improve the application process in a targeted manner - for example, by showing the proportion of successful hires or the number of applications received per recruiting channel. Promising recruiting channels can be selected in a targeted manner.

Conclusion

Recruiters provide suitable personnel to companies. In order to determine the suitability of the candidates, a comparison of requirement and candidate profiles is carried out. Potential candidates are searched for, for example, via a personnel database, by job advertisement or direct approach and presented to the client company in a selection. A recruitment agency can be used for various reasons: for example, to quickly cover short-term staffing requirements in the event of order peaks - this can also be done in the context of temporary employment, in order to find qualified employees who are rare on the job market, and to have your own personnel department relieve.