Recruitment consultancies are constantly receiving interesting new vacancies from their corporate clients and then check which candidates from their career pool might be a good match. If the candidate's qualifications match the requirements of the company looking for them, this is a match. The more precise a candidate's profile details are, the better the match will be in the end.
It is essential that the data provided is up to date. For example, if a candidate has indicated that they are willing to change jobs, but this information is not up to date, this will ultimately result in disadvantages for both sides. On the one hand, the recruitment consultant contacts the candidate in the hope of being able to place them and is unsuccessful. On the other hand, the candidate receives supposedly unwanted calls or emails from the recruitment consultancy.
The cooperation of candidates is therefore essential to ensure that candidate pools are kept up to date. The HR experts at HR Consult Group AG conducted a study with over 10,000 participants to find out how willing candidates are to do this.
More than half would like to be reminded by e-mail
In principle, the majority of respondents (57 percent) are prepared to check their candidate profile regularly and update it if necessary. Over half would like a reminder by e-mail, while 17 percent would update their profile every six months. 13 percent of candidates said they would update their profile once a year. By contrast, 13 percent are not prepared to update their data themselves.
We are very pleased with this positive response from respondents. Keeping the data in our candidate pool up to date is one of the keys to our work. Only with up-to-date data can we guarantee precisely tailored placements and thus help both our clients and our candidates to take the next step in their careers.
About the author
After studying 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 globally renowned premium car manufacturer, where he was responsible for product marketing in Japan and South America and for 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.
His doctorate in the field of aptitude diagnostics ideally rounds off his areas of expertise, particularly with regard to personnel and management consulting. The dissertation deals with the identification and verification 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 the development of networks and cooperation models as well as the continuous further development of systems and processes in personnel consulting.
Over the last 20 years in personnel consulting, he has developed several brands that are still operating successfully on the market today.
