Recruitment consultancies constantly receive new and interesting job offers from their corporate clients and then check which candidates from their career pool might be suitable. If the candidate's qualifications match the requirements of the company looking for staff, it's a match. The more accurate the information a candidate provides in their profile, the better the match will be in the end.
It is essential that the stored data is up to date. If, for example, a candidate has indicated that they are willing to change jobs, but this information is not up to date, this ultimately has disadvantages for both sides. On the one hand, the recruitment consultant contacts the candidate in the hope of placing them, but is unsuccessful. On the other hand, the candidate receives unwanted calls or emails from the recruitment agency.
To ensure that candidate pools remain up to date, it is therefore essential that candidates cooperate. The HR experts at HR Consult Group AG investigated the extent to which candidates are willing to do so in their study involving over 10,000 participants, among other things.
More than half would like to receive reminders by email
In principle, the majority of respondents (57 percent) are willing to review their candidate profile regularly and update it if necessary. More than half would like to receive a reminder by email, while 17 percent would update their profile every six months. Thirteen percent of candidates said they would update their profile once a year. However, 13 percent are not willing to refresh their data themselves.
We are delighted with this positive feedback from respondents. The timeliness of the data in our candidate pool is one of the keys to our work. Only with up-to-date data can we guarantee perfect placements and thus help both our clients and our candidates take the next step in their careers.
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.
