What was previously only an assumption has now been confirmed by our candidates in an extensive survey: They rate the cooperation with personnel consultancies positively overall and especially appreciate the consulting services offered.
For our current survey, we compiled 38 questions on the topic of "personnel consultancies". The aim was to obtain an up-to-date and comprehensive opinion on the service and image of recruitment consultancies. More than 10,000 candidates took part in this survey. In addition, the candidates surveyed were given the opportunity for the first time to contribute their wishes, ideals and personal experiences in dealing and working with recruitment consultancies.
E-mail still the top communication channel
With more than two thirds (67 percent), the vast majority of respondents prefer to be notified by e-mail by their recruiter. Still, 10 per cent of the candidates would like to be contacted by telephone. Just as many candidates do not prefer any of the available media. Only 4 per cent and 3 per cent of respondents would like to receive messages from their recruiter via social business networks or WhatsApp.
Preferred communication channels of the candidates
The right time is and remains an individual matter
A job change is often a step that should not be made public. The current employer should not hear anything 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 like to be contacted by phone only in the evening after 6 pm. At 40 per cent, the majority stated that their availability by telephone varied greatly. The fewest candidates prefer to be contacted by telephone from the morning (before 8 a.m.) until the afternoon (until 5 p.m.).
Preferred time to contact 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 vacancies for them or if you 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. For you as a personnel consultant, it should therefore be a top priority to find out what the candidate prefers. This is then the basis for further cooperation."
About the author
After graduating as an automotive engineer and industrial engineer, he began his 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 world-renowned premium car manufacturer, where he was responsible for product marketing in Japan and South America and 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.
With his doctorate in the field of aptitude diagnostics, he ideally rounds off his fields of competence, especially with regard to personnel and management consultancy. The dissertation deals with the identification and proof 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 building networks and cooperation models as well as the continuous further development of systems and processes in HR consulting.
Within the last 20 years in personnel consulting, he has developed several brands that are still successful on the market today.
