The cooperation with personnel consultancies is appreciated by candidates and rated positively overall. This assumption was confirmed by the HR experts of HR Consult Group AG in a recent survey.
For the survey, 518,653 candidates who had already had contact with recruitment consultants were asked to answer 38 questions on the topic of "recruitment consultancy". More than 10,000 responses reflect for the first time a relevant opinion on the service and image of recruitment consultancies. Also, for the first time, candidates' wishes, ideals and actual conditions in dealing and working with recruitment consultancies were answered in open questions.
1. personnel consultancies as stakeholders and contact persons for candidates - a WIN - WIN situation!
The candidates surveyed have a very positive view of the cooperation with recruitment consultancies. An average of 76% said that recruitment consultancies find the right candidate for a company and represent the company's interests.
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 mentioning here that almost two thirds of young candidates (18 - 34 years) see the HR consultancy as their stakeholder and optimal contact for their own job search.
Mr. MATTHIAS BARHAINSKI, authorised signatory of Senator HR Management GmbH, describes the image of personnel consultancies from his point of view as follows:
"It is recognisable that in times of digitalisation, the demands of companies on future employees and the demands of candidates on a new employer are becoming more and more extensive. As a personnel consultant, you are only successful if you meet both demands and, as a service provider, you are the one who represents the company to the outside world and the candidate to the company.
This is recognised above all by the young generation of specialists and managers. They know that a personnel consultant can represent the candidate more optimally and competently than they could themselves, especially when analysing the company's requirements, but also when negotiating with the company.
This is a win - win situation for all.
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.
