Candidates value working with recruitment consultancies and view the experience positively overall. The recruitment experts at HR Consult Group AG were able to confirm this assumption in a recent survey.
For the survey, 518,653 candidates who had already been in contact with recruitment consultants were asked to answer 38 questions on the topic of „recruitment consultancy“. With over 10,000 responses, this is the first time that a meaningful picture of candidates’ views on the service and image of recruitment consultancies has been captured. For the first time, candidates also answered open-ended questions about their wishes, ideal scenarios and current experiences when dealing with and working alongside recruitment consultancies.
1. Recruitment consultancies as advocates and points of contact for candidates – a win-win situation!
The candidates surveyed view collaboration with recruitment consultancies very positively. On average, 76 % stated that recruitment consultancies find the right candidates for a company and represent the company’s interests.
From the candidates’ perspective, an average of 48 % said that recruitment consultancies find the right job for them and represent their interests. It is worth noting here that almost two-thirds of young candidates (aged 18–34) regard recruitment consultancies as their advocates and the ideal point of contact for their own job search.
Mr MATTHIAS BARHAINSKI, authorised signatory at Senator HR Management GmbH, describes the image of recruitment consultancies from his perspective as follows:
„It is clear that, in this age of digitalisation, companies’ expectations of future employees and candidates’ expectations of a new employer are becoming increasingly wide-ranging. As a recruitment consultant, you can only be successful if you meet both sets of expectations; and, as a service provider, you are the one who represents the company to the outside world and the candidate within the company.”.
This is recognised above all by the younger generation of specialists and managers. They know that a recruitment consultant can represent a candidate more effectively and competently than the candidate could themselves, particularly when it comes to analysing the company’s requirements, but also when negotiating with the company.
It’s a win-win situation for everyone.
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.
