Looking for a new job is always a major life change. Some candidates look forward to this new chapter with excitement, whilst others have mixed feelings. A relationship based on trust and a close personal bond with your recruitment consultant is therefore a key factor in the job-search process. If the chemistry is right, you’re sure to find a new job quickly.
This is confirmed by the latest survey conducted by the HR Consult Group on the topic of „recruitment consultancies“, which involved over 10,000 respondents. The responses to the 38 questions provide an up-to-date and comprehensive picture of public opinion regarding the service and image of recruitment consultancies.
Reputability and trust are key factors
The survey results clearly confirm that a professional and trustworthy demeanour on the part of the consultant is of crucial importance. Across all age groups surveyed, more than 80 per cent of participants stated that they attach particular importance to professionalism when working with a recruitment consultant. At almost 90 per cent, the group of participants aged over 45 attaches the greatest importance to professionalism, followed by the 30 to 45 age group at 87.5 per cent and the younger age group (17 to 30 years) at around 83 per cent. A similar pattern emerges in the analysis of confidentiality and transparency. Both categories are most frequently rated as very important by older candidates.
When it comes to personalised communication, the result is also highest in the 45+ age group. Just under three-quarters of those surveyed stated that personal contact is particularly important to them. However, the remaining candidates also attach great importance to a personal approach (73.5 per cent among 30 to 45-year-olds and 70.4 per cent among 17 to 30-year-olds).
Younger and older candidates, in particular, attach great importance to a prompt placement. Among both 17- to 30-year-olds and those aged 45 and over, more than 77 per cent stated that a prompt placement was important to them. In the 30 to 45 age group, only three-quarters of those surveyed considered a swift placement to be of particular importance.
People aged 30–45 are particularly interested in exciting offers
Whilst the older group of respondents is particularly interested in issues such as reliability, confidentiality and transparency, the middle-aged group of 30- to 45-year-olds attaches particular importance to exciting offers. 84 per cent stated that receiving regular updates with exciting offers was important to them. The other two age groups are almost neck and neck in this regard (82 per cent in the 45+ age group, 81 per cent in the younger target group).
„Regardless of a candidate’s age, a professional and trusting working relationship forms the basis for a successful and satisfactory placement. It is important that jobseekers feel comfortable with the support provided by a recruitment agency and perceive it as a reliable and reputable partner. The first step in this is regular face-to-face contact. Furthermore, communication should be kept as transparent as possible so that the candidate knows exactly what happens to their data and how the placement process works in detail,“ advises Mr Andreas Berger, Partner at Senator Executive Search Partners, specialising in Consumer Goods, Digital & Online Business, and Retail & Services.
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.
