In the following explanations, we will show you what a personnel consulting project or a complete, high-quality placement process looks like at IT-Personalberatung. The phases described also correspond 1:1 to the quality specifications of the BDU (Bund Deutscher Unternehmensberatungen):
The key to finding the right candidate for a vacant position lies in a comprehensive understanding of our clients' company, business and the vacant position. This is why every cooperation starts with an extensive analysis of the situation and the requirements.
If we get to know the organization, the strategic goals and the aspects critical for success, we can provide our clients with comprehensive advice on the required profile. This includes giving an account of the candidate market, providing information on the right framework conditions and salary structures and other crucial success factors for recruiting top candidates.
This is why a close cooperation between our clients and the responsible consultant at the ITPersonalberatung is essential to a successful recruitment.
In most cases, we conclude a framework agreement with our clients in which all services, obligations and costs are listed clearly and comprehensibly.
Based on this contract, our clients are able to commission project searches very quickly. For this purpose, a supplementary commercial agreement for the respective search is signed by both parties, along with the agreed requirement profile. This way, a proper contractual basis is established and both parties know exactly what kind of profile is being searched for.
In most cases, our extensive and complex search activities also include the creation of a list of target companies.
Our clients know their industry, business and competitors best. We therefore like to discuss and agree on a list of target companies for searching potential candidates with our clients. Thanks to this approach, we are able to identify the best potential candidates.
While creating a list of target companies, we also take our clients' blacklist into consideration, i.e. companies where we should not approach candidates due to existing partnerships or customer relationships.
We discuss with our clients whether the search process should be public or hidden. Based on this decision, we select the appropriate research activities and kind of approach.
In most cases, our search and selection methods are very broad and include comprehensive and emotionally appealing job descriptions, activating our own network of candidates as well as professional active sourcing in multiple databases, portals and social networks to which we have exclusive access. We also use AI tools to help us identify candidates who are particularly active in the networks with regard to job search.
Based on the agreed requirement profile, our knowledge of the client and the position, we assess whether the candidate profiles are a good fit. In other words, we assess to what extent the experience, knowledge and personal qualities are a good match for the position, the superior and the company. We then decide whether we will conduct an interview or reject the candidate.
The time invested in these steps pays off in many ways later in the application process.
We conduct comprehensive and carefully prepared interviews with the candidates. Our first step is to provide the candidates with extensive information about our client and the vacant position. Apart from the facts and figures, we also address the emotional aspects, as e.g. opportunities for personal development, training opportunities, assumption of responsibility, freedom, working atmosphere and, most importantly, how successful and reliable our client is.
We then systematically analyze the specialist skills, personal suitability as well as the goals, life philosophy and expectations of the candidate in respect of the position and our client. The comparison to the values, standards and etiquette of our client is a key indicator of whether a long-term and successful employment relationship can be established.
We also evaluate the statements of the candidates to determine the extent to which they correspond to the CV, certificates and references, and our personal assessment.
Thanks to these extensive interviews and analyses, we very rarely need to refill a position.
In agreement with our clients, we also conduct potential analyses and cooperate with specialized institutions upon request.
These reports contain all relevant information on the candidate in a condensed and very comprehensible summary. They also contain our assessment and recommendations regarding the next steps.
Furthermore, the salary expectations, reasons for change as well as the specialist and personal skills are specified, justifying why the candidate is an ideal fit for the position.
There are several benefits if we are present during the job interviews. We already know our candidate from the previous interviews and can provide support in case of uncertainties. At the same time, we can steer the job interview in the right direction, as we are aware of our client's decision criteria.
Another important aspect is that we get to know our client and the vacant positions even better, which is a good foundation for further searches and future cooperation.
We consider our clients as well as our candidates to be our customers. This is why we always provide both parties with advice and accompany the entire application process until the signing of the contract.
Of course we will discuss this first with our candidate and ask for permission.
Quite often, small details decide whether the client and the candidate will enter into a contract. This is why our support during the contract phase is another important factor for success.
We also like to keep in touch with the recruited candidates during the probationary period. This way, we can pick up on any disagreements or conflicts between our client and the new employee and are often able to resolve them.