Candidates are often approached by HR consultants or companies directly by phone or via business networks such as Xing or LinkedIn, even without having actively applied. The HR experts at HR Consult Group AG wanted to know what candidates think about this unsolicited contact. They examined this topic in a survey to which more than 10,000 participants responded. The aim of the study is to get to know the candidates even better in order to adapt the offer of the personnel consultancies as precisely as possible to their wishes and needs.
The result is clear: an overwhelming majority of participants (97 per cent) agree to be contacted even though the candidate has not actively applied. Of these, 35 per cent said they only wanted to be contacted by direct approach in connection with a concrete offer.
Only 7 percent would like to be contacted exclusively via social media (e.g. Xing and LinkedIn) and a total of 3 percent not at all.
"No prospective candidate has any desire for long searches on job exchanges or tedious application forms dictated by applicant management systems. In comparison, approaching a candidate through a recruitment consultant is simple, fast and very convenient for the candidate. The recruiter makes it easy for the candidate and can position himself as a friendly supporter and partner along the way. At the same time, the basic willingness to change in the current job market is very high, so that personally suggested, attractive offers often lead to a filling," explains HERR MIRKO BAHR, personnel consultant at Senator Executive Search Partners GmbH, the survey results.
About the author
After graduating as an automotive engineer and industrial engineer, he began his 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 in Japan and South America and marketing strategy in North and South America.
In 1994 he decided to become self-employed and founded a personnel consultancy 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.
With his doctorate in the field of aptitude diagnostics, he ideally rounds off his fields of competence, especially with regard to personnel and management consultancy. The dissertation deals with the identification and proof of typical personality traits of engineers as well as the definition of development areas for a successful professional career.
These are scientifically derived and presented in the book "Eignungsdiagnostik im Praxiseinsatz".
At the same time, his focus is on building networks and cooperation models as well as the continuous further development of systems and processes in HR consulting.
Within the last 20 years in personnel consulting, he has developed several brands that are still successful on the market today.
