Recruitment agencies regularly receive new and interesting job vacancies from their corporate clients and then assess which candidates from their talent pool might be suitable. If a candidate’s qualifications match the requirements of the recruiting company, it’s a match. The more detailed a candidate’s profile is, the more effective the matching process will ultimately be.
It is essential that the data on file is up to date. If, for example, a candidate has stated that they are open to a change of job, but this information is out of date, it ultimately leads to disadvantages for both parties. On the one hand, the recruitment consultant contacts the candidate in the hope of placing them, but is unsuccessful. On the other hand, the candidate may receive what they perceive as unwanted calls or emails from the recruitment agency.
To ensure that candidate pools remain up to date, candidates’ cooperation is therefore essential. HR experts at HR Consult Group AG have investigated the extent to which candidates are willing to do this, amongst other things, in their study involving over 10,000 participants.
More than half would like to be reminded by email
Generally speaking, the majority of respondents (57 per cent) are willing to review their candidate profile regularly and update it where necessary. Just over half would like to receive a reminder by email, whilst 17 per cent would update their profile every six months. Thirteen per cent of candidates stated that they update their profile once a year. Conversely, 13 per cent are not prepared to update their details themselves.
We are delighted with this positive feedback from those surveyed. The up-to-date nature of the data in our candidate pool is one of the keys to our work. Only with up-to-date data can we guarantee perfectly matched placements and thus help both our clients and our candidates take the next step in their careers in the best possible way.
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.
