Candidates are often contacted directly by recruitment consultants or companies by telephone 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 how candidates feel about this unsolicited contact. They investigated 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 tailor the services offered by recruitment consultancies as precisely 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. Of these, 35 percent stated that they only wanted 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 a lot of time researching job boards or filling out tedious application forms dictated by applicant management systems. In comparison, being contacted by a recruitment consultant is simple, 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 general willingness to change jobs is very high in the current job market, so that personally proposed, attractive offers often lead to an appointment," says Mr. Mirko Bahr, personnel consultant at Senator Executive Search Partners GmbH, explaining the survey results.
About the author
After studying 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 globally renowned premium car manufacturer, where he was responsible for product marketing in Japan and South America and for 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.
His doctorate in the field of aptitude diagnostics ideally rounds off his areas of expertise, particularly with regard to personnel and management consulting. The dissertation deals with the identification and verification 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 the development of networks and cooperation models as well as the continuous further development of systems and processes in personnel consulting.
Over the last 20 years in personnel consulting, he has developed several brands that are still operating successfully on the market today.
