Why do recruiters keep changing companies

The most important forms of recruitment - you should know that


Direct placement - also known as personnel placement - has existed in Germany since the mid-1990s. This refers to service companies that find suitable applicants on behalf of companies and place them with the company in permanent employment.

In the meantime, the industry has been divided into special sections that can be identified by different names, for example personnel consultancy, personnel agency, personnel service provider or headhunter. Although all companies in these areas basically offer the same service, there are subtle differences in the strategic direction and in the range of services. Headhunters who work in the executive search area usually focus on sought-after top workers and often actively recruit suitable candidates from their competitors. Caution: non-compete often plays a role here, so that the desired candidate cannot change so easily or has to be triggered at great expense.

The advantages for employees are obvious: they are actively approached and do not need to look for a job themselves. That saves resources - also in the company. Mostly it is about positions in special areas for which suitable employees are not so easy to find. At the same time, these are exclusively permanent positions that are designed for the long term. This form of recruiting is correspondingly cost-intensive for companies: Most personnel service providers work in direct placement with a so-called retainer model - a basic fee that is incurred even without successful placement. In order to fill the position successfully, a percentage of the gross annual salary is also required (approx. 15-30%) - a not inconsiderable sum, especially for specialists or management positions.

Temporary employment, agency work and temporary work

All three terms describe the same principle: Here there is a triangular relationship between a (permanent) employer, an employee and another company that “lends” the employee for a certain period of time. The employment relationships in the rental company can last up to a maximum of 18 months in the medium term or often only be of a short-term nature - such as weekly employment on construction sites or in the catering trade.

The main difference to the classic recruitment agency: The employee remains a permanent employee of the temporary agency even if he is employed in the hiring company. He has a permanent employment contract with him. The personnel service provider "hires" the employee at a fixed hourly or daily rate and charges the hiring company for the agreed amounts.

It is advantageous for the employee that he has a permanent employment relationship and the associated social security. The subcontracting company's authority to issue instructions can be a disadvantage: the employee usually has no say in the allocation to another company and must always commence work in accordance with his or her employment contract.

Employing temporary workers is a practicable method for employers to react flexibly to economic or other external influences. This method is not suitable for every company or position, as leasing is usually a less specialized workforce, although more and more engineers are now being placed in this way.

Interim management (contracting)

A change in personnel deployment can be observed in companies in various industries: More and more projects require the short-term and, at the same time, temporary employment of highly qualified experts - permanent permanent employment is therefore often not the right approach. At the same time, more and more specialists are switching to self-employment and offer their services as freelancers as part of a service contract as a so-called interim manager.

The advantages are also clear for the freelancers themselves: The project-related, freelance work is varied and offers the greatest possible flexibility in terms of place, duration and capacity utilization. This opens up completely new perspectives in shaping your career and private life.

In order to find the right freelancer, whose availability and expertise match the requirements, at short notice, many companies rely on personnel service providers who specialize in the placement of freelance experts - so-called contracting.

In contracting - similar to temporary employment - there is a triangular relationship: The personnel service provider concludes a contract with the freelancer and sells his service to the contracting company, the customer. The customer will only be billed for the hours commissioned and actually worked at the agreed hourly rate.

Due to their large network and their own industry knowledge, good personnel service providers can suggest suitable candidates within a few hours, so that interviews can take place after a few days. Transparency and speed repeatedly turn out to be the great advantages of this form of placement, at the same time only few resources are tied up on the company side for filling the position. Read more about the benefits for companies HERE.

For the consultant, cooperation is one thing above all else: practical. New, suitable project offers are proactively presented by the personnel service provider so that the freelancer can concentrate fully on his work during his project assignment. You can find an overview of currently open positions HERE

We are always available for freelance projects in the life science industry - feel free to contact us if you have any questions or specific projects. We look forward to your call on +49 18 90 998 0 or by email using the contact form below: