Candidates are often approached directly by recruitment consultants or companies by phone or via business networks such as Xing or LinkedIn, even if they have not actively applied for a job. The HR experts at HR Consult Group AG wanted to know how candidates feel about this unsolicited contact. They investigated this topic in a survey in which more than 10,000 participants responded. The aim of the study is to get to know the candidates even better in order to tailor the services offered by recruitment consultants as closely as possible to their wishes and needs.
The result is clear: an overwhelming majority of participants (97 percent) agree to be contacted even though the candidate has not actively applied for the position. Of these, 35 percent stated that they only want to be contacted directly in connection with a specific offer.
Only 7 percent want to be contacted exclusively via social media (e.g., Xing and LinkedIn), and a total of 3 percent do not want to be contacted at all.
No prospective candidate wants to spend hours searching job boards or filling out tedious application forms dictated by applicant tracking systems. In comparison, being approached by a recruitment consultant is easy, quick, and very convenient for the candidate. The recruitment consultant makes it easy for the candidate and can position themselves as a friendly supporter and partner. At the same time, the fundamental willingness to change jobs is very high in the current job market, so that personally suggested, attractive offers often lead to a successful placement," explains MIRKO BAHR, recruitment consultant at Senator Executive Search Partners GmbH, commenting on the survey results.
About the author
After completing his studies in automotive engineering and industrial engineering, he began his professional career in the automotive industry in the areas of sales, development, and marketing, and also spent a year in Japan with one of the largest automotive suppliers.
He then moved to a world-renowned premium car manufacturer, where he was responsible for product marketing for Japan and South America as well as marketing strategy for North and South America.
In 1994, he decided to become self-employed and founded a personnel consulting firm in Munich, where he has been driving development and expansion for over 20 years. As managing director, his industry focus is naturally on the automotive world as well as mechanical and plant engineering.
His doctorate in the field of aptitude diagnostics ideally complements his areas of expertise, particularly in relation to human resources and management consulting. His dissertation deals with the identification and verification of typical personality traits of engineers and the definition of areas of development for a successful career.
These are scientifically derived and presented in the book "Eignungsdiagnostik im Praxiseinsatz" (Aptitude Diagnostics in Practical Use).
At the same time, he focuses on establishing networks and cooperation models as well as the continuous development of systems and processes in HR consulting.
Over the past 20 years in HR consulting, he has developed several brands that continue to operate successfully on the market today.
