Looking for a new job is always a big change in life. Some candidates look forward to this new chapter with excitement, while others have mixed feelings. So, having a trusting relationship and a close personal connection with your recruitment consultant is a key factor in the job search process. If the chemistry is right, you're sure to land that new job in no time.
This is confirmed by the latest survey conducted by the HR Consult Group on the topic of "personnel consulting" with over 10,000 respondents. The answers to a total of 38 questions provide an up-to-date and comprehensive picture of opinions on the service and image of personnel consulting firms.
Seriousness and trust are decisive factors
The survey results clearly confirm that a serious and trustworthy demeanor on the part of the consultant is of crucial importance. In all age groups surveyed, more than 80 percent of participants stated that they place particular value on seriousness when working with a personnel consultant. At almost 90 percent, the issue of professionalism is most important to the over-45 age group, followed by the 30 to 45 age group with 87.5 percent and the young target group (17 to 30 years) with around 83 percent. A similar result can also be seen in the analysis points of confidentiality and transparency. Both categories are most frequently rated as very important by older candidates.
When it comes to personal contact, the result is also highest in the 45+ age group. Almost three-quarters of respondents said that personal contact is particularly important to them. However, the other candidates also attach great importance to personal contact (73.5 percent of 30 to 45-year-olds and 70.4 percent of 17 to 30-year-olds).
Younger and older candidates in particular attach great importance to prompt placement. More than 77 percent of both 17 to 30-year-olds and those aged 45+ stated that prompt placement was important to them. In the 30 to 45 age group, only three-quarters of those surveyed considered rapid placement to be particularly important.
30-45-year-olds particularly interested in exciting offers
While the older analysis group is particularly interested in the topics of reliability, confidentiality, and transparency, the middle age group of 30 to 45-year-olds places particular value on exciting offers. 84 percent stated that regular information with exciting offers is important to them. The other two age groups are almost neck and neck here (82 percent in the 45+ age group, 81 percent in the younger target group).
"Regardless of a candidate's age, professional and trusting cooperation forms the basis for successful and satisfactory placement. It is important that job seekers feel comfortable with the support they receive from a recruitment agency and perceive it as a reliable and reputable partner. The first step in achieving this is regular personal contact. In addition, communication should be as transparent as possible so that the candidate knows exactly what is happening with their data and how the placement process works in detail," advisesAndreas Berger, partner at Senator Executive Search Partners for the areas of consumer goods, digital & online business, and trade & services.
About the author
After completing his studies in 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 world-renowned premium car manufacturer, where he was responsible for product marketing for Japan and South America as well as marketing strategy for North and South America.
In 1994, he decided to become self-employed and founded a personnel consulting firm 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 complements his areas of expertise, particularly in relation to human resources and management consulting. His dissertation deals with the identification and verification of typical personality traits of engineers and the definition of areas of development for a successful career.
These are scientifically derived and presented in the book "Eignungsdiagnostik im Praxiseinsatz" (Aptitude Diagnostics in Practical Use).
At the same time, he focuses on establishing networks and cooperation models as well as the continuous development of systems and processes in HR consulting.
Over the past 20 years in HR consulting, he has developed several brands that continue to operate successfully on the market today.
