Would you like us to keep you regularly informed about interesting job vacancies? This was one of the questions the HR experts at HR Consult Group AG sought to answer in a survey that received more than 10,000 responses. The aim of the study is to identify the needs and preferences of candidates and to gain an insight into their views on the service and image of recruitment consultancies.
At 49 per cent, just under half of those surveyed would like to receive information about current and suitable job vacancies once a month. 38 per cent of candidates – more than a third – would even prefer to receive weekly updates.
This shows that even candidates who have not currently applied for a specific role would like to be kept informed of new job vacancies on an ongoing basis. With a total of 87 per cent, the service therefore meets with broad approval amongst the target group. Only 13 per cent reject this service.
„The candidates“ strong need for information clearly demonstrates just how important it is for recruitment consultancies to offer a good service. It is important to strike the right balance: if candidates receive information too frequently, they can quickly feel pressured or harassed. Conversely, if they hear too little from their recruitment consultancy, this can easily be interpreted as poor service. The recruitment consultant should therefore discuss each candidate’s specific information needs, as well as their preferred method and frequency of receiving information, on an individual basis in advance. This creates a pleasant and mutually beneficial working relationship for both parties,” explains Dr Armin Betz.
About the author
After completing his degree in Automotive Engineering and Industrial Engineering, he began his career in the automotive industry in the fields of sales, development and marketing, and also spent a year in Japan working for one of the largest automotive suppliers.
He then moved to a world-renowned premium car manufacturer, where he served as a marketing officer responsible for product marketing in Japan and South America, and as a marketing officer responsible for marketing strategy in North and South America.
In 1994, he decided to set up his own business and founded a recruitment consultancy in Munich, which he has been developing and expanding for over 20 years. As managing director, his main areas of focus are, naturally, the automotive sector and mechanical and plant engineering.
His PhD in the field of aptitude assessment perfectly complements his areas of expertise, particularly with regard to HR and management consultancy. His thesis focuses on identifying and demonstrating typical personality traits among engineers, as well as defining areas for development to ensure a successful career.
These are scientifically derived and presented in the book *Aptitude Testing in Practice*.
At the same time, his focus is on building networks and cooperation models, as well as the ongoing development of systems and processes in HR consultancy.
Over the past 20 years in the field of HR consultancy, he has developed several brands that continue to operate successfully in the market to this day.
