{"id":987,"date":"2021-01-01T10:02:27","date_gmt":"2021-01-01T09:02:27","guid":{"rendered":"http:\/\/wordpress.p574366.webspaceconfig.de\/?p=987"},"modified":"2026-01-28T11:07:24","modified_gmt":"2026-01-28T10:07:24","slug":"regular-contact-the-ultimate-for-recruitment-agencies-part-2","status":"publish","type":"post","link":"https:\/\/senator-partners.de\/en\/blog\/regelmaessiger-kontakt-das-non-plus-ultra-fuer-personalberatungen-teil-2\/","title":{"rendered":"Regular contact \u2013 the ultimate for recruitment consultancies (Part 2)"},"content":{"rendered":"

What was previously merely a conjecture has now been confirmed by our candidates in an extensive survey: they rate their experience of working with recruitment consultancies positively overall and particularly value the advice they receive.<\/p>\n\n\n\n

For our latest survey, we have compiled 38 questions on the topic of \u201erecruitment consultancies\u201c. The aim was to gain an up-to-date and comprehensive picture of opinions regarding the service and image of recruitment consultancies. Over 10,000 candidates took part in this survey. Furthermore, for the first time, the candidates surveyed were given the opportunity to share their wishes, ideals and personal experiences of dealing with and working alongside recruitment consultancies.<\/p>\n\n\n\n

Email remains the top communication channel<\/strong><\/p>\n\n\n\n

With more than two-thirds (67 per cent), the vast majority of respondents prefer to be contacted by their recruitment consultant via email. A further 10 per cent of candidates would still like to be contacted by telephone. An equal number of candidates do not prefer any of the communication channels on offer. Only 4 per cent and 3 per cent respectively of those surveyed would like to receive messages from their recruitment consultant via professional social networks or via WhatsApp.<\/p>\n\n\n\n

Candidates\u2019 preferred methods of communication<\/strong><\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

The right time is, and always will be, a matter of personal judgement<\/strong><\/p>\n\n\n\n

Changing jobs is often a move that shouldn\u2019t be shouted from the rooftops. Ideally, your current employer shouldn\u2019t find out about your job search until the new position is secured. This desire for discretion is also reflected in the responses from the candidates surveyed. 28 per cent of all respondents would prefer to be contacted by telephone only in the evening from 6 pm onwards. At 40 per cent, the majority stated that their availability by telephone varied greatly. Very few candidates prefer to be contacted by telephone from the morning (before 8 am) until the afternoon (up to 5 pm).<\/p>\n\n\n\n

Preferred time to contact candidates<\/strong><\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Mr Daniel Fertl<\/a>, Head of Research at Senator HR Management GmbH, confirms that it should be clarified individually with each candidate when and how contact should be made:<\/p>\n\n\n\n

\u201eAsk each candidate right at the first interview how often and by what means they would like to be contacted if you have suitable job vacancies for them or need to clarify important matters at short notice. Too many phone calls or emails may put the candidate under pressure, whilst too little contact can quickly give the impression of negligence in your support. As a recruitment consultant, it should therefore be your top priority to find out what the candidate prefers. This will then form the basis for your future collaboration.\u201c<\/p>\n\n\n\n

About the author<\/h3>\n\n\n\n
\"\"<\/a><\/figure>\n\n\n\n

Dr Armin Betz<\/a><\/strong><\/p>\n\n\n\n

After completing his degree in Automotive Engineering and Industrial Engineering, he began his career in the automotive industry in the fields of sales, development and marketing, and also spent a year in Japan working for one of the largest automotive suppliers.<\/p>\n\n\n\n

He then moved to a world-renowned premium car manufacturer, where he served as a marketing officer responsible for product marketing in Japan and South America, and as a marketing officer responsible for marketing strategy in North and South America.<\/p>\n\n\n\n

In 1994, he decided to set up his own business and founded a recruitment consultancy in Munich, which he has been developing and expanding for over 20 years. As managing director, his main areas of focus are, naturally, the automotive sector and mechanical and plant engineering.<\/p>\n\n\n\n

His PhD in the field of aptitude assessment perfectly complements his areas of expertise, particularly with regard to HR and management consultancy. His thesis focuses on identifying and demonstrating typical personality traits among engineers, as well as defining areas for development to ensure a successful career.<\/p>\n\n\n\n

These are scientifically derived and presented in the book *Aptitude Testing in Practice*.<\/p>\n\n\n\n

At the same time, his focus is on building networks and cooperation models, as well as the ongoing development of systems and processes in HR consultancy.<\/p>\n\n\n\n

Over the past 20 years in the field of HR consultancy, he has developed several brands that continue to operate successfully in the market to this day.<\/p>","protected":false},"excerpt":{"rendered":"

Was bisher nur eine Vermutung war, haben unsere Kandidaten jetzt in einer umfangreichen Befragung best\u00e4tigt: Sie bewerten die Zusammenarbeit mit Personalberatungen insgesamt positiv und sch\u00e4tzen insbesondere das Beratungsangebot. F\u00fcr unsere aktuelle Umfrage haben wir 38 Fragen rund um das Thema \u201ePersonalberatungen\u201c zusammengestellt. Ziel war es, ein aktuelles und umfassendes Meinungsbild zum Service und zum Image […]<\/p>\n","protected":false},"author":4,"featured_media":120,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","iawp_total_views":20,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-987","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"yoast_head":"\nRegelm\u00e4\u00dfiger Kontakt - das Non plus Ultra f\u00fcr Personalberatungen (Teil 2) - Senator Partners<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/senator-partners.de\/en\/blog\/regular-contact-the-ultimate-for-recruitment-agencies-part-2\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Regelm\u00e4\u00dfiger Kontakt - das Non plus Ultra f\u00fcr Personalberatungen (Teil 2) - Senator Partners\" \/>\n<meta property=\"og:description\" content=\"Was bisher nur eine Vermutung war, haben unsere Kandidaten jetzt in einer umfangreichen Befragung best\u00e4tigt: Sie bewerten die Zusammenarbeit mit Personalberatungen insgesamt positiv und sch\u00e4tzen insbesondere das Beratungsangebot. F\u00fcr unsere aktuelle Umfrage haben wir 38 Fragen rund um das Thema \u201ePersonalberatungen\u201c zusammengestellt. 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