Finding qualified personnel is one of the most important tasks facing German companies in their own country today – regardless of the industry in which they operate. The urgency with which the battle for competent, motivated and, above all, capable heads is being waged has recently increased almost exponentially. For many companies, the need to find suitable applicants for vacancies is so great that their own economic survival depends on it in the short to medium term.
Recruiting: bundling success factors
Parallel to the increasing relevance of personnel acquisition, the importance of HR in the respective companies has grown. The central challenge of recruiting is to establish and consistently follow a process that focuses on broad acceptance and high visibility, on maximum transparency and the greatest possible efficiency. Only when all success factors are bundled and brought to bear on the market is it possible to acquire the personnel that is actually needed.
Promote employee search through targeted networking
Together with our customers and partners, we at 2be die markenmacher have developed, refined and supported such a process in many ways over the past 15 years. We have long since become so well versed that – when realistic parameters and goals are set – we can claim that it works regardless of the industry, the size of the company, and the range of products and services.
Here are a few of our findings “in a nutshell.”
1. use LinkedIn as a launch pad
An essential component for the successful establishment of a recruiting process is the use of tried and tested tools with a sufficiently coordinated range of functions. Our starting point is always the business network LinkedIn, which has long ranked far ahead of all business networks. We help our clients (or take full ownership of the process) to directly reach out to suitable potential candidates via LinkedIn. The cover letters we develop for this are equally targeted, but are also aimed at a large number of potential applicants.
2. concretize employee search
It is important that this process is already qualitatively and quantitatively tracked, documented and thus permanently optimized. How many addressees can/would we like to reach with it? How many responses result from each cover letter (absolute or percentage) and how many of them are qualified or usable? How many of the qualified responses eventually result in actual interviews, which in turn result in how many applicants to the advertised positions? And last but not least: Did the selected candidates actually succeed in their respective positions in the end (by successfully passing the probationary period, for example)?
3. use professional tools
One of the essential tools that we also use for personnel recruiting – often in joint coordination and use with our customers – is Odoo. One of the many advantages of this CRM software is that we can record there all the details of the identified people, applicants and continue to use them as needed. In direct interaction with LinkedIn, Odoo (e.g. via a landing page) actually offers an excellent combination of modules that we can use optimally in collaboration with our customers to get the best possible results. This extends to access to the calendar, where, for example, appointments for job interviews can be booked in.
4. involve employees in the process
However, the precise use of functional tools is not sufficient unless internal/external commitment from the company side is sufficiently guaranteed. Odoo also only works if all parties involved in the recruiting process play along. I.e. show their full commitment. This ranges from the selection of the “right” target group to the willingness of department heads, for example, to communicate directly with the selected applicants.
5. evaluate feedback
Important at the end of any recruiting process is the evaluation of the entire process, especially in relation to the use of financial resources. What were we able to achieve in filling the position with the use of our budget? Has it been enough, can it possibly even be reduced, or do we need to invest even more in further attempts?
After the recruiting measure is before the recruiting measure. Means: Of course we keep all information stored (via Odoo) in the system. This allows us to benefit from the pool of previous contacts or applicants for upcoming search assignments and additionally improves our LinkedIn presence.
Our contact persons will be pleased to help you: