What was previously only an assumption has now been confirmed by our candidates in an extensive survey: They rate the collaboration with recruitment consultancies positively overall and particularly value the consulting services.
For our latest survey, we compiled 38 questions on the topic of "recruitment consultancies". The aim was to obtain an up-to-date and comprehensive opinion on the service and image of recruitment consultancies. Over 10,000 candidates took part in this survey. For the first time, the candidates surveyed were also given the opportunity to express their wishes, ideals and personal experiences in dealing and working with recruitment consultancies.
Email still the top communication channel
At more than two thirds (67 percent), the vast majority of respondents prefer to be contacted by email by their recruitment consultant. A further 10 percent of candidates would like to be contacted by telephone. Just as many candidates do not prefer any of the available media. Only 4 percent and 3 percent of respondents respectively would like to receive messages from their recruitment consultant via social business networks or WhatsApp.
Preferred communication channels of the candidates
The right time is and remains an individual matter
Changing jobs is often a step that should not be made public. If possible, the current employer should not find out about the job search until the new position is secure. The desire for discretion is also reflected in the answers of the candidates surveyed. 28 percent of all respondents would prefer not to be contacted by telephone until after 6 pm. The majority (40 percent) stated that their availability by telephone varied greatly. Very few candidates prefer to be contacted by telephone from the morning (before 8 a.m.) to the afternoon (until 5 p.m.).
Preferred time for contacting candidates
Mr. Daniel Fertl, Head of Research at Senator HR Management GmbH, confirms that it should be clarified with each candidate individually when and how contact should be made:
"Ask each candidate directly in the first interview how often and by what means they would like to be contacted if you have suitable job offers for them or want to clarify important questions at short notice. Too frequent calls or emails may put the candidate under pressure, too little contact quickly gives the impression of carelessness in your support. For you as a recruitment consultant, it should therefore be a top priority to find out what the candidate prefers. This then forms the basis for further collaboration."
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.
