Candidates appreciate working with recruitment consultancies and rate the experience positively overall. This assumption was confirmed by the HR experts at HR Consult Group AG 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 consulting." Over 10,000 responses provide the first relevant snapshot of opinions on the service and image of recruitment consultants. For the first time, candidates' wishes, ideal scenarios, and current situations in their dealings and collaboration with recruitment consultants were also addressed in open-ended questions.
1. Recruitment consultancies as representatives and points of contact for candidates – a WIN-WIN situation!
The candidates surveyed view cooperation with recruitment consultancies very positively. On average, 76% stated that recruitment consultancies find the right candidates for a company and represent the interests of the company.
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 that almost two-thirds of young candidates (aged 18–34) see recruitment consultancies as representatives of their interests and the ideal point of contact for their own job search.
Mr. MATTHIAS BARHAINSKI, authorized representative of Senator HR Management GmbH, describes the image of personnel consultancies from his point of view as follows:
"It is clear that in this age of digitalization, companies' expectations of future employees and candidates' expectations of a new employer are becoming increasingly extensive. As a personnel consultant, you can only be successful if you meet both sets of expectations. As a service provider, you are the one who represents the company to the outside world and the candidate to the company.
This is particularly recognized by the younger generation of specialists and managers. They know that a personnel consultant can represent candidates more effectively and competently than they could themselves, especially when analyzing the company's requirements and negotiating with the company.
It's a win-win situation for everyone.
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.
