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Supply Chain Recruiter

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Supply Chain Recruiter

 The supply chain management is the heart and soul of any company. Be it manufacturing or packaging or retail industry, supply chain is a critical component of every business. Every supply chain is a network of multiple related channels of operations like purchase, production, transport, warehouse, inventory, etc.

With ecommerce taking the market by storm, supply chain management is experiencing a shortage of skilled, talented manpower at all levels.The demand for supply chain managementexecutives is growing but specialised and experienced professionals are hard to find. In short, there is a dearth of accomplished and competent manpower in the supply chain management sector. To fill this gap it is essential that a proficient supply chain recruiter is engaged to hire such manpower.

Supply chain recruiters are not just head-hunters, they are analysts too. Supply chain recruiter must predict the supply chain market developments and source candidates matching the profile. Talent supply chain management recruiters must have a sound knowledge of the supply chain management process. They must be active, responsive and must possess thorough knowledge of the supply chain management process.

Requirements of a supply chain recruiter

  1. Process knowledge: A supply chain management recruiter must know the supply chain process on his backhand. Every supply chain is different. They differ in size, complexity and execution. Different supply chains require different proficiency of operations. A supply chain recruiter must recruit candidates not only on the basis of skills and qualifications but also on the basis of job quantum that the candidate has handled. For this, it is essential that the recruiter is well aware of the entire supply chain cycle and related channels associated with the supply chain.

 

  1. Assortment: Supply chain management requires manpower at all levels. From entry level workers to managerial positions, a single supply chain needs discrete individuals for carrying out different work. The man force at different levels need specific skills to run the supply chain smoothly. The supply chain recruiter must be able to source candidates at all levels from junior to senior ranks.

 

  1. Industry updates: With everything getting automated and majority of the tasks carried out by artificial intelligence or with the internet of things, it is necessary that the recruiters keep themselves abreast with the supply chain market developments. They should hire manpower that are tech savvy and trained in the latest technologies being used in the supply chain industry.

 

  1. Cost efficient: Supply chain costs can be a real burden on the business if the system is not strategically aligned. The recruiter must not only be efficient but he must also be cost effective. Due to scarcity of subject matter experts in the supply chain domain, the recruitment cost can upsurge if the jobplanning and allocation is not done properly. The supply chain recruiter must be able to identify the areas in the supply chain which require full time employees and which require part time employees and also areas that can be outsourced to a third party agency to reduce expenses.

 

The supply chain plays a decisive role in meeting the market demands and delivering the goods on time to the user in the right condition. The right candidate at the right place at the right time can make the right difference for your business. So, choose your supply chain recruiter wisely.

Understanding the Relationship between Human Resource Management (HRM) on Supply Chain Management (SCM)

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Understanding the Relationship between Human Resource Management (HRM) on Supply Chain Management (SCM)

While supply chains have been playing a crucial role in several industries for many years, it is only in the past few years that supply chain management (SCM) has been treated as a separate strategic branch which can be improved to benefit businesses.

As soon as SCM started receiving its due importance, there began a search for the factors that affect supply chain and its functioning. While factors like inventory control, product design, industry standards, procedure costs, and distribution strategies were some of the few that were initially discovered to abundantly impact SCM, human resource management (HRM) is the latest to join the list.

While there have been a few studies done in the past to understand the impact of HRM on SCM, the research by the Department of Business Administration of University of Barcelona, Spain, clearly pointed out the relationship between the two.

The purpose of the study was to understand the impact of HRM on SCM which in turn also impacts organizational performance (OP) and customer satisfaction (CS), factors which play an important role between SCM outcomes (SCMO) and HRM.

The study used the previously validated structural equation model (SEM) which is based on five attributes including SCM implementation (SCMI), HRM, organizational performance, customer satisfaction, and SCMO. A survey was conducted on the basis of this model and 231 responses were recorded.

The study confirmed the significant impact that HRM, directly and indirectly, has on the SCMI and SCMO. Overall, the study suggests that successful implementation of SCM can not only help improve SCMO directly but it indirectly also increases OP and CS.

These findings make a very strong case for organizations to apply proven HRM practices to their supply chains to improve SCM to an extent where it starts functioning as a competitive edge. While businesses never thought of SCM as something that could be impacted by HRM, understanding the relationship between the two is simpler than it looks.

Working of a Supply Chain

If the complicated terminologies are sidestepped for a minute, supply chains are nothing but people. The entire chain is a group of organizations which work in downstream or upstream flows of services and products to deliver the final product to the customers.

This ‘group’ of organizations can be within a single company where delivery or supplies and production of products occur or can also be a very complex network of 3rd party suppliers, distributors, sales outlets and service providers. SCM aims to enhance the overall performance of the supply chain along with that of individual firms.

While several organizations have now started recognizing how important SCM is, most of them are yet to understand the fact that successful SCM relies on the people who are part of the supply chain. It is on the basis of the efficiency of the members of the supply chain that the supply chain would function.

There are already several studies that have confirmed that impact of HRM on the performance of the employees. The same practices can be adopted by the human resource department for the people who are part of the supply chain to improve their efficiency and performance.

From recruiting and selection, training and development, to compensation and incentive there are several practices in HRM that can be successfully used to improve the overall SCM.

If all of this is to be said in simple words, it basically means that the performance of the supply chain relies in the hands of people who are part of the chain and HRM is an efficient tool to improve the efficiency of the supply chain members and ultimately improve the supply chain and overall functioning of the organization.

 

Understanding the Relationship between Human Resource Management (HRM) on Supply Chain Management (SCM)

 

Improving Customer Satisfaction with HRM

While the positive impact on SCM through successful HRM practices is clear now, how the same can also help in improving customer satisfaction as the University of Barcelona study suggests?

This relationship too if pretty straightforward. Supply chains are only as strong as their weakest link. For instance, let us assume that you run a business in the USA and import products from China. You’ve selected an exporter and have successfully moved the products through customs and then to the distribution center sooner than expected.

But what if the distribution center delays the delivery to the customers? Your customers would surely be unhappy and this means that the supply chain of your company has failed. It is not difficult to understand that the retail industry relies mostly on customer satisfaction. In other words, the success of your supply chain has a deep relation with how happy your customers are.

So, you see there is an indirect relationship between HRM and CS too. With the help of successful HRM practices, you can improve your supply chain which in turn will help you improve customer satisfaction. There are a few time-proven ways in which supply chain can be improved for better CS. Some of them are-

  • Selecting the right transportation partners
  • Improving logistics planning
  • End-to-end supply chain analysis
  • Using technology for improving visibility and tracking inventory
  • Linking back-end and front-end deliveries
  • Measuring supply chain performance on a consistent basis

While all of these steps revolve around SCM, HRM is indirectly involved in implementing them and making sure that they deliver the expected results.

Conclusion

HRM was always considered a strategy of managing the workplace culture and environment. It is with the help of studies that its impact on other crucial business processes has come to light. With businesses now focusing on SCM to gain a competitive edge, improvements to HRM seems to be an efficient way to directly improve the supply chain and gain added benefits with respect to organizational performance and customer satisfaction.

With the rising competition across every industrial sector, businesses are now searching for innovative ways to improve their performance. Working on SCM is a new and effective way to not just bring more transparency to the business practices but also improve your reach through better customer satisfaction.

Even the traditional HR practices like recruitment and planning, training, and performance appraisal can be applied to the supply chain in order to attain larger benefits which would help organizations gain significant benefits over time.

 

 

 

The Similarities between Human Resource Management and Supply Chain Management

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The Similarities between Human Resource Management and Supply Chain Management

Human resource management is an effective management of the workforce in an organisation. This is the backbone of any business that gives it a competitive edge over others. The quality and productivity of the workforce determines the progress and sustainability of the business. A human resource management system is very similar to a supply chain management system because human resource management handles a chain of inter related departments with diverse job responsibilities working with an aim to achieve a common objective.

Recent times have noticed great developments in the supply chain industry in terms of automation, cost cutting, software aided operations, automated vehicles, etc. The introduction of these new concepts can be beneficial for the Human Resource department too. There is a lot that the human resource management system can imbibe from the supply chain management system.

Supply chain management system works on modularization. This means that the links within a supply chain management are commutable, interchangeable, compatible and exchangeable. The supply chain management system cannot allow any breakdown in the movement of goods and services. Similarly, the human resource management system must also incorporate the concept of modularization in their workforce. This will enable the human resource management system to ensure a continuous flow of workforce and prevent scarcity of manpower. Just as the demand for products is a regular affair so is the demand for talented manpower.

It has to be kept in mind though, that no matter what, humans and products cannot be equated in the same manner and so, the principles and metrics of supply chain management may not necessarily fit in to the human resource management system. The human resource management system will definitely hold its own defined techniques, procedure and practices. The modus operandi is bound to be different for both the systems. However there are certain common modularization practices that the human resource management system can incorporate in its operations:

  1. Outsourcing: Supply chain management involves a lot of channel or outsourced partners. Many HR functions can be outsourced too. Third party deployment can be done for security services, housekeeping, web development, etc. Even a part or all of the hiring requirements can be outsourced to job consultancies.

 

  1. Automation:

    Video Interviews or Interactive Voice Questionnaire can be used to select and filter candidates in the first round. This increases the efficiency of the operations, minimises biasness and saves time on the part of the recruiter. Automated mails can be used to notify candidates about job openings and also to share feedback of the interview to the candidates.

 

  1. Creating Human Inventory:

    Most job openings witness a large number of applicants compared to the number of vacancies. As a result, many good candidates are waitlisted for the next opening. These waitlisted candidates can be kept as reservoir or human inventory. A human inventory will consist of a pool of shortlisted applicants who are qualified and suitable for future openings. This minimises time and effort of the selection process.

The Similarities between Human Resource Management and Supply Chain Management

Every process is unique in its own way. We can derive many useful concepts for every process, be it supply chain or manufacturing. These concepts can be further modified and modulated into process specific approaches and used for overall growth of the business.

Role of Human Resource as compared to Supply Chain Management

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Role of Human Resource as compared to Supply Chain Management

Contrary to normal perception, human resource (HR) is not simply a people-facing function. It’s has a lot in it to be considered as a core-competency in any business. But for some reason, most businesses are yet to realize the full potential of the HR function.  Very often HR fails to get the due credit or empowerment necessary for it as the business is not clear as to what should be expected of it. Because of this lack of clarity, HR is entrusted with unrealistic and unaccountable goals at times and hence, HR seems to be at the receiving end of all the blames and troubles.

Additionally, the quality of talent in HR functions is also not up-to-the-mark. This is expected as they have been brought up on seemingly unclear norms and expectations. As a result, they have not been able to clarify their position or articulate their contribution to the business.

The HR functions in a supply chain industry face a similar fate as well. Here we will discuss how crucial role the HR function can play when it comes to the supply chain processes-

 

  1. Supply of raw materials – We know that it is the duty of the SCM function to take care of the sourcing of and bringing in raw materials. In a similar way, it is the duty of the HR function to bring the best available talents required to operate the business appropriately. HR will partner other departments to ensure that all the important processes are in proper order before the final assessment and selection are made by the functional department. HR does the critical task to ensure that a standard and well-developed capability is followed across the organization and talents are hired through a consistent assessment process. Also, HR needs to ensure that the actual cost of hiring is strictly within the established benchmarks.

 

  1. Transition from raw materials to finished goods – SCM does the work of bringing in the goods and forwarding or making them ready for the next process. Similarly, it is the job of an effective company management to make sure that every employee receives the inputs in a proper way so that he can perform to the best of his ability. Thus, he can contribute to the organizational growth as well as grow himself, in conformity to the culture and values of the organization. This role of the management is overseen by the HR function as it performs the role of the manager to each and every employee. HR keeps an eye that a well-defined and clear process prevails in the organization and every manager is skilled and competent enough to understand this. HR does this by preparing periodic MIS on the health/performance of the talents in the organization and that of the organizational processes as well.

 

  1. Conscience keeper  -HR plays another vital role in keeping the conscience in an organization. It keeps a proper check on whether the operations of a business are consistently conforming to its values or not. It has to stamp its authority and raise alarms if the culture is not supporting to the strategy or there is a deviation from the mission & vision of the organization. In this role, HR needs to work in close collaboration with the top management (CEO and other leadership teams) and must tell the truth in an unflinching and ‘no-nonsense’ manner.

 

  1. Quality assurance and quality check – In a supply chain business, it is in the scope of the SCM to ensure a proper quality assurance and quality check before the goods are forwarded to the next step. In a similar manner, the HR team needs to establish if the entire system of processing the input to output is conforming to the prescribed designs and expectations or not. HR needs to wear the ‘hat ‘of a quality checker at some critical points in the business processes. Also, in collaboration with the managers, it needs to play an important role in quality assurance as well, in order to raise the level of capability of each individual.

 

  1. Taking care of the transactional metrics – Just like every function in an organization is responsible for some core activities assigned to them, the HR team is also accountable for some unique activities. It is their responsibility to keep the compensation benchmarks in an organization up-to-date as per industry standards and ensuring seamless implementation of transparent and consistent policies across the organization are just a few of them. Of course, their functions are multi-dimensional and are not limited by the boundaries of their core competencies.

 

The SCM can benefit by applying the HRM practices in it

From the above discussion, we have seen that there is a definite similarity between the SCM and HRM functionality. In fact, the SCM can apply HRM best-practices to better manage their activities.

 

  1. Use of HRM practices can unify the supply chain

 Various factors such as the globalization of the supply markets, product proliferation, shorter product life-cycles etc have made business environments extremely complex. HRM practices can unify supply chain partners to develop inter-farm relationships and create valuable knowledge-sharing routines. In this way, they can have a more streamlined and coordinated supply chain and gets that much-needed competitive advantage.

 

  1. Better use of ‘people’

The supply chain is a complex network of service providers, raw material suppliers, distributors etc and the success of this network depends heavily on the achievements of people involved in every step herein.

The HR practitioners have put in place effective processes and practices that can improve the performances of the ‘people’ and the firm as a whole. These can be implemented in a supply chain to achieve its ultimate objective- to improve the performance in every step.

 

  1. Availing benefits of HR strategies

A traditional HR strategy refers to developing flexible systems involving HR practices to promote the business strategies of the organization. Application of these strategies in a supply chain provides broader benefits such as better management of SCM partners, better prediction of labor demand/supply across the supply chain and many more.

 

 

 

 

 

 

 

 

How to attract supply chain employers through social media profiles

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How to attract supply chain employers through social media profiles

In today’s world, we cannot imagine our lives without social media and recruiters are no exception as well. Recruiters spend enough time on social media like most of us do and they use social media platforms (in addition to job portals) to search qualified individuals for various openings in the supply chain portfolio.

This is the reason why it is imperative for you to have a strong presence on multiple platforms in order to enhance your chances of being spotted on the next drive by supply chain recruiter. You should make it a habit to use social media for your own professional networking and try to present yourself as a consistent ‘brand’ by optimizing your profile.

Here are a few tips to do so in an effective way-

  • Have your photograph taken by a professional and use as your profile picture in all online platforms
  • Make sure to use the same handle, name or description across all

your profiles on the social media. For example, if ‘SCM Expert’ is your handle, make sure to place it in all your profiles. If anyone searches for ‘SCM Expert’, your profile stands a good chance of appearing in the first page of his search.

  • Do set a ‘Google Alert ‘on your own social media accounts to find out what potential recruiters or employers would find if they go through your profile. If you can spot anything negative, correct or delete that piece of information from the profile so that it cannot be obtained through an internet research.
  • Make sure to use SCM centric keywords with your profile. Identify some of the most used search terms that may be linked to your supply chain qualifications, experience or skill set and incorporate them into each one of your online profiles. For example, if your expertise is in logistics, you may very well include keywords such as 3PL, transportation, intermodal, warehousing and so on.

While doing so, do make sure that there exists a natural flow of these keywords and it does not look to the reader that these keywords are ‘stuffed’ in an attempt to improve the search rankings.

With such a method- your profile stands a very good chance of getting a higher ranking when a recruiter is going through a targeted search for qualified candidates on Google or Linkedin and with a certain keyword or skill.

 

Some top social platforms for recruiters to search for supply chain talent.

 

LinkedIn

It is one of the most widely used platforms used by recruiters to search for supply chain talent. Recruiters search for parameters such as years of experience, degrees, skills and other specific keywords and look for potential candidates suitable for their requirements.

In order to obtain maximum benefits, you need to have a complete profile and need to be participating actively in this platform. You may do the following things to show up on the radar of a recruiter-

  • Comment on articles, contribute to discussions and engage in posts. In this way, you can gain the attention of potential employers and will be able to build your own network in a foreseeable future.
  • Update your profile on the setting “Open for new engagement/opportunities”. It will invite SCM recruiters to have a look at your profile as they would be aware of the fact that you are looking for new career opportunities.
  • You should follow the potential organizations you want to work for.It will keep you posted for news items or new job postings for these organizations.
  • Include yourself in a sizeable number of LinkedIn groups, more precisely, in popular SCM LinkedIn groups.

 

Facebook

Though Facebook is more popular as a personal or recreational platform to associate with family members and friends, it also provides a useful opportunity for professional networking.

Here are some tips for you to attain maximum advantage from this platform-

 

  • Complete the education and work sections of your profile so that potential employers may find it easy to know more about you.
  • Include yourself in groups related to your industry and experience. You may join facebook groups such as ‘Logistics and SCM professionals‘, ‘SCM Jobs ‘ and so on.
  • “Like” the pages of your potential employers, target companies or supply chain associations in order to keep track of their news, job postings, related contents, and suggestions.
  • Make it a point to ‘clean’ your profile and remove inappropriate or negative images and posts that could air a negative impression about you.
  • Be a regular part of the new job posting platform launched by Facebook.

 

Twitter

 

It is another important way to keep track of news and views about the constantly evolving supply chain industry as well as the new job openings. Here are some tips for you to attain maximum advantage from this platform-

 

 

  • Include important keywords( to highlight your expertise) in the Twitter bio to be more discoverable to your potential employers.
  • Tweet or retweet regularly about news and topics related to your functional area.
  • Use catching hashtags like #logistics, #supplychain, #manufacturing, #procurement and so on.
  • Try to follow each and every company on your target list. Some companies maintain separate Twitter handles for tweeting about their upcoming jobs. Always be in touch with these as well.
  • It is another good idea to use trending social media tools such as Hootsuite. This will help you automate your tweets so that you can optimize your presence on such social media platforms.

How to attract supply chain employers through social media profiles

Websites/Blogs

Blogging is a great way to let your thoughts known to the world.  You can express your views or thoughts on topics related to supply chain and highlight the professional skills in an opportune moment.  You can make use of WordPress, the widely used blog hosting site. It includes a lot of plug-ins to help you create a highly optimized site.

 

Conclusion:

By nature, the supply chain industry is built on relationships, networks, and communication and, being ‘social ‘ is the key for you to make inroads and be successful in this industry. Therefore, it is key for you to recognize and use the enormous potential of social media to meet the demands of this evolving industry.

 

Supply Chain Recruiter

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Supply Chain Recruiter

The supply chain management is the heart and soul of any company. Be it manufacturing or packaging or retail industry, supply chain is a critical component of every business. Every supply chain is a network of multiple related channels of operations like purchase, production, transport, warehouse, inventory, etc.

With ecommerce taking the market by storm, supply chain management is experiencing a shortage of skilled, talented manpower at all levels.The demand for supply chain managementexecutives is growing but specialised and experienced professionals are hard to find. In short, there is a dearth of accomplished and competent manpower in the supply chain management sector. To fill this gap it is essential that a proficient supply chain recruiter is engaged to hire such manpower.

Supply chain recruiters are not just head-hunters, they are analysts too. Supply chain recruiter must predict the supply chain market developments and source candidates matching the profile. Talent supply chain management recruiters must have a sound knowledge of the supply chain management process. They must be active, responsive and must possess thorough knowledge of the supply chain management process.

Requirements of a supply chain recruiter

  1. Process knowledge: A supply chain management recruiter must know the supply chain process on his backhand. Every supply chain is different. They differ in size, complexity and execution. Different supply chains require different proficiency of operations. A supply chain recruiter must recruit candidates not only on the basis of skills and qualifications but also on the basis of job quantum that the candidate has handled. For this, it is essential that the recruiter is well aware of the entire supply chain cycle and related channels associated with the supply chain.

 

  1. Assortment: Supply chain management requires manpower at all levels. From entry level workers to managerial positions, a single supply chain needs discrete individuals for carrying out different work. The man force at different levels need specific skills to run the supply chain smoothly. The supply chain recruiter must be able to source candidates at all levels from junior to senior ranks.

 

  1. Industry updates: With everything getting automated and majority of the tasks carried out by artificial intelligence or with the internet of things, it is necessary that the recruiters keep themselves abreast with the supply chain market developments. They should hire manpower that are tech savvy and trained in the latest technologies being used in the supply chain industry.

 

  1. Cost efficient: Supply chain costs can be a real burden on the business if the system is not strategically aligned. The recruiter must not only be efficient but he must also be cost effective. Due to scarcity of subject matter experts in the supply chain domain, the recruitment cost can upsurge if the jobplanning and allocation is not done properly. The supply chain recruiter must be able to identify the areas in the supply chain which require full time employees and which require part time employees and also areas that can be outsourced to a third party agency to reduce expenses.

Supply Chain Recruiter

The supply chain plays a decisive role in meeting the market demands and delivering the goods on time to the user in the right condition. The right candidate at the right place at the right time can make the right difference for your business. So, choose your supply chain recruiter wisely.

Benefits of using a recruitment companies

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Benefits of using a recruitment companies

Did you ever think about hiring a recruitment company to find a new employees? Did you ever think about how many hours of work will you spend on finding a right person? Did you ever think about some questions and qualifications for the right candidate for your job position? These are the questions that should make you think about it. In these times recruitment companies are the best choice that you can make, if you have a problem to find a new employee. When you decide that you need someone new for some work position, the first thing is to think what person do you need. Did he,or she needs to have a bachelor, or masters degree, how many years of working experience do you expect of good candidate,etc.Ifyou think that this process will be piece of cake, believe me you arewrong.In these days, where you have so many educated young people with a couple ofy ears of working experience, your decision will be so hard that in one second after couple of interviews you will lose your mind, and you will need to see and meet some more and more candidates, to convince yourself that you didn’t miss the right person. This process will be hard and tedious for you and for your company, and at the end of it you will not be sure that the person that you hired is the right person for that job. Recruitment companies has more experience in this recruitment process, in almost every of these companies you have a great team of real experts in job selection process. There is a several human resources managers, psychologist, and many other profiles of people whoare the real experts in this field. In addition to this, the recruitment process is sometimes harsh and long, but the experts from the recruitment companies have thei rown process of selecting the right candidates, which at the first step includes e-recruiting as a start of this selection process. E-recruiting is a single process that’s part of a larger workforce planning, recruiting, and hiring process, which, in turn, is part of a larger HR system that includes performance management, promotion, succession planning, and training. Alltheseprocessesarelinkedby the fact that they focus on a single “object;’ the employee. Like most other HR processes, e-recruiting involves the collection, storage, and retrieval of information concerning employees (or potential employees) for purposes of making decisions or controlling actions.
Staffing and employment agencies help businesses hire great employees, allowing them to stay focused on their core business. Keeping staff and talent motivated and driven to excellence requires a well-crafted mission statement. The internet-based 21st centuryhuman resources management strategy includes the acquisition and management of a mobile workforce that is project-focused and scalable, keeping costs low and profits maximized. At such companies, e-recruiting isn’t treated as a stand-alone HR tool but is integrated into an overall recruiting and selection strategy that includes, among other things, sophisticated behavioral and skills assessment, interviews by people trained in modern interviewing techniques, and additional means of identifying needs and sourcing candidates. Based on yourneedsmostof recruitment companie soffers to their clients couple of different processes of selection. There is a big difference between selection process for top management positions and the junior management, also it depends do you have just one position or do you need a whole department. Now we will present you three different selection procesess.
Executive Search Direct Search is aimed at finding associates in senior positions for key management functions. Task and Qualified Senior Consultants from these companies are committed to identifying and directly contacting professionals in relevant fields. With its developed database of candidates for different managerial positions and different business areas, they also find professionals who are not engaged in active job search.
Permanent Placement The permanent employment service consists of recruiting, selecting and recommending the candidate to the client in order to permanently fill a certain position. With focus on appropriate occupational groups, these services are intended for professionals and specialists. In order to provide high-quality candidates, this services can include pre-filtering applications, testing, interviewing, checking references, evaluating and advising future candidates.
Mass Recruitment Mass recruitment represents the process of searching, filtering and selecting more potential candidates for a shorter period of time. This service is most useful in cases where a clientis entering the market, introduces a new sector or service, or wants to compensate for large traffic.

 

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How to find a right employee?

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How to find a right employee?

Sometimes companies find themselves in a situation where they need to find an employee for a new position or replace an old worker. Replacing a person that already worked in a position is easier than finding a worker for the brand new vacancy. However, it still might be time-consuming. If you are in such situation and are looking for an employee you have two options:

Option no. 1

Look for an employee yourself. This might proof to be a lengthy and costly process, especially if you are looking for a highly skilled employee. Even if your company runs a big HR department responsible for hiring new workers chances are that they might not ask candidates the right questions. As a result, you will employ an unsuitable person.

Option no. 2

Hire a professional headhunting company that will find the right candidate for you.

Now, if you decided to go with option no. 2 you probably wonder how recruitment agency will look for the worker suitable for the position you are trying to fill.

Type of candidate

Headhunters usually divide the entire labour market into three categories:

#1 Active job seekers

This category contains about 20% of the entire labour market and consists of people who actively are looking for a job. They can be either currently unemployed or so unhappy with their job that they are sending CV and browsing published job offers.

#2 Inactive job seekers interested in other opportunities

These people are generally happy with their employment and are not looking for another job themselves. However, when approached with the right offer they will be interested in potentially pursuing the new opportunity. Whooping 60% of entire labour market consists of this type of employees.

#3   Inactive job seekers not interested in other opportunities

Such an employee is very happy with his current job. So much so, that he wouldn’t be interested in changing it at all. These kinds of people consider their work to be a dream job or are partial owners of the company they work for. Such employees consist of 20% of the labour market.

Who do headhunting companies approach?

Generally, most of the recruiting agencies approach the first category of the labour market which is active job seekers. Since it is such a small segment of the labour market, finding a right candidate might take some time and proof to be dificult.

When persuing active job seekers not only a large portion of time is spent on waiting to get a response from published job offers, often candidates that reply to advertisements don’t quite meet the criteria.

Who do we approach at Stratigo?

At Stratigo we approach employees from the entire labour market, therefore we increase the chances of finding the right person for the job. Our search is more effective and results are faster than other headhunting companies.

Such unique approach guarantees fast and successful recruitment of a candidate that will have required experience and education. So, if you are looking for an employee get in touch with us and see how we can assist you.

Führungskräfte Headhunter- Talente anheuern – ganz ruhig, es ist nur ein Interview

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interview-image

Personalberatung Führungskräfte – Talente anheuern – ganz ruhig, es ist nur ein Interview

 

Es ist allgemein bekannt, dass Interviews stressig sind. Jeder Kandidat nimmt sich Zeit, sich darauf vorzubereiten. Sie denken die Fragen durch, überlegen sich die Antworten und recherchieren die Firma, die möglicherweise ihr neuer Arbeitgeber ist. Aber wenn Sie auf der anderen Seite stehen und das Interview durchführen, sollten Sie sich auch vorbereiten. Um Ihnen bei dieser grauenvollen Aufgabe zu helfen, haben wir uns entschlossen, eine Reihe von Artikeln über die Kunst des Interviews zu schreiben. Bevor wir uns dem eigentlichen Interview widmen, sehen wir uns einige Details an, um die Sie sich im Vorfeld kümmern sollten.

Vorbereitung vor dem Interview

 

Es mag offensichtlich erscheinen, aber manche Interviewer vergessen die Grundlagen. Zu allererst, sagen Sie am Empfang wegen den Interviews Bescheid. Stellen Sie sicher, dass der Kandidat bei Ankunft zu einem geeigneten Raum gebracht wird wo das Interview stattfindet und dass Sie benachrichtigt werden. Es ist nicht der beste Eindruck für den Kandidaten, wenn er sich nicht willkommen fühlt. Denken Sie daran: So sehr Sie auch den perfekten Angestellten finden wollen, es liegt trotzdem auch an der anderen Person, Sie als Arbeitgeber zu wählen.

Wählen Sie einen ruhigen Ort, um das Interview durchzuführen. Meiden Sie betriebsame Orte, wo Sie leicht gestört werden können. Behalten Sie außerdem im Kopf, genug Zeit einzuplanen, sodass Sie nicht durch die Fragen rauschen und Ihren zukünftigen Angestellten hetzen.

 

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Studieren Sie die Kandidaten


Es ist heutzutage sehr beliebt, Kandidaten, die zu einem Interview eingeladen wurden, auf den Sozialen Netzwerken zu recherchieren. Wenn Sie sichergehen möchten, dass Ihr potentieller Angestellter kein Party-Tier oder ein Großmaul ist, können Sie ihre Profile auf Facebook, LikedIn oder anderen sozialen Medien überprüfen. In jedem Fall müssen Sie sich den Lebenslauf ansehen, bevor Sie jemanden treffen. Überprüfen Sie die Fähigkeiten und den beruflichen Werdegang. Sie können den Lebenslauf als Grundlage Ihrer Fragen verwenden.

Stellen Sie sicher, dass Sie alle Fragen vor dem Interview bereit haben. Andernfalls könnten Sie nach dem Interview herausfinden, dass Sie etwas vergessen haben zu fragen, das Ihnen wichtig war. Die Fragen sollten so gestaltet sein, dass sie Ihnen helfen, mehr über jeden Kandidaten zu erfahren. Sie können also individuelle Fragen stellen aber vergessen Sie nicht, eine Reihe von Fragen zu haben, die Sie jedem Befragten stellen, um in der Lage zu sein, ihre Antworten zu vergleichen.

Sie sollten auch eine detaillierte Beschreibung des Jobs für sich vorbereiten. Listen Sie alle notwendigen Fähigkeiten, sowie zusätzliche. So wird es für Sie während des Interviews leichter zu überprüfen, ob der potentielle Angestellte alle Fähigkeiten hat die erforderlich sind, um dem Job gewachsen zu sein.

 

 

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Während des Interviews

 

Sie können ein Interview mit einigen Eisbrechern beginnen. Bieten Sie Kaffee an, um die Atmosphäre zu lockern oder fragen Sie, ob Ihr Gesprächspartner Schwierigkeiten hatte, das Büro zu finden. Bevor Sie die Fragen durchgehen, denken Sie bitte daran, den Job für den Kandidaten zu skizzieren. Stellen Sie das Unternehmen in einigen Worten vor und bringen Sie in Erfahrung, ob es offene Fragen oder zusätzliche Informationen gibt, die der Kandidat benötigt.

Es ist wichtig, dass Sie während des Interviews nicht die Konversation übernehmen. Unterbrechen Sie den Kandidaten nicht, geben Sie ihm Zeit, Antworten auf Ihre Fragen zu formulieren. Denken Sie auch daran, ihn nicht mit Fragen zu überhäufen. Üblicherweise sollte man in einem halbstündigen Interview zwischen vier und sechs Fragen stellen. Wenn die Unterhaltung ungefähr eine Stunde in Anspruch nimmt, können Sie bis zu zwölf Fragen stellen. Geben Sie außerdem dem Interviewten die Möglichkeit, Fragen zu stellen.

Stellen Sie sicher, dass Sie den Kandidaten am Ende des Interviews wissen lassen, wie die nächsten Schritte der Anwerbung aussehen. Lassen Sie den Befragen wissen, wann er oder sie Rückmeldung erwarten sollten und wann Sie planen, die finale Entscheidung zu fällen.

Wenn Sie wissen möchten, welche Fragen Sie während dem Interview stellen sollten, lesen Sie nächste Woche unseren Post.