A Strong Partnership in IT Recruitment for the Church Sector

A key highlight of our collaboration with the WGKD: thanks to the framework agreement, institutions and organizations enjoy access to exclusive special conditions.

Discover more about our services on the WGKD partner page (public section):
IT-Personalberatung Dr. Dienst & Wenzel GmbH & Co. KG | WGKD
 

Save the Date: 

Upcoming webinar on November 5, 2025 at 11:00 a.m. with Marco Brenner (for free).

“Kann externes Recruitment auch in kirchlichen IT-Bereichen einen Mehrwert bieten?”

Simply email brenner(at)it-personalberatung.de to receive your personal invitation link for the MS Teams session.

In his expert articles, Marco Brenner takes a closer look at the unique challenges – and opportunities – in attracting top IT talent to church institutions and organizations.

Why are HR and external recruiters partners, not adversaries?

"Different recruitment methods for different IT roles" 

A Java developer is not a UX designer and a data scientist ticks differently to an IT project manager. Yet the same recruitment method is often used to target all roles.

IT roles need targeted recruitment strategies - otherwise the role will remain vacant for (too) long and this is where the added value of external recruiters comes into play. Because we bring three things to the table that HR departments often lack:
 

• Real-time market insight:
  We know where suitable candidates are, how they want to be approached - and what really convinces them.
• Role-specific methodological expertise:
  What works for a DevOps Engineer may be completely wrong for a Scrum Master. We tailor our search to each role - not one size fits all.

• Time & Focus:
  While there are often many issues going on internally at the same time, we can focus on one task: finding the right person for exactly that role - and faster than traditional methods.
   

Practical examples:
 

• Senior Developer?
  Rarely via job portals - direct search & tech communities are mandatory here.
• Product Owner or UX/UI Designer?
  Easily accessible via LinkedIn & creative cases are more convincing than classic CVs.
• IT security experts?
  Extremely rare - you need patience, trust and a real USP as an employer.
• IT manager or IT leader?
  Leaders with strategic vision are rarely found through traditional advertising. What counts here is a network, a sure instinct - and often a discreet first contact at eye level.
• Managing directors (e.g. in the technology sector or SMEs)?
  These searches are highly sensitive. Trust, discretion and an understanding of the industry are crucial - as is the ability to see the bigger picture: strategy, culture, stakeholder fit.

Conclusion:
External recruitment is not a "last resort" when all else fails. It is a strategic shortcut if you want things done quickly, appropriately and professionally. Companies that recognise this don't just recruit faster - they recruit better.

How do you approach IT roles differently when recruiting? I look forward to the exchange.

Executive search versus HR

“Why external recruiters have benefits for long-term staff retention”
 

• Better fit from the start
  External recruiters specialise in assessing not only the technical qualifications but also the cultural qualifications, but also the cultural fit between the candidate and the organisation. A better fit means a higher likelihood of long-term retention.
• Access to hidden talents
  Many of the best professionals are not actively looking for work. External recruiters have access to this 'hidden candidate market' and can connect organisations with passive but highly qualified talent that is a real fit.
• Independent, objective advice
  Internal HR departments are often blind or under time pressure to fill positions quickly. External recruiters have a neutral viewpoint and can help companies find the best long-term solutions - not just quick fixes.
• Efficiency & relief for the internal HR team
  HR teams are often busy with many tasks - from administration to people development. External headhunters can focus on the recruitment process and optimise it to ensure sustainable appointments.
• Long-term support & market knowledge
  External recruiters often stay in contact with candidates and companies after the recruitment. They can identify dissatisfaction at an early stage and intervene with advice before there is a risk of dismissal.
   

Conclusion:
While internal HR teams tend to focus on operational processes, external recruiters have the clear advantage of being able to focus intensively on optimal staffing. The result? Higher employee satisfaction, lower staff turnover and more successful teams in the long term.

“Why passive candidates are the best employees”

Many organisations focus their recruitment efforts on active job seekers - but top talent is often not actively looking. Passive candidates are already successful in their roles, bring valuable experience and typically have a strong track record of stability and performance.

Why is targeting passive candidates a smart strategy?
 

• Higher quality & expertise
  Passive candidates are seasoned professionals who have already proven their skills and are currently excelling in key roles.
• Better fit & long-term commitment
  By targeting the right candidates, organisations can find professionals who not only fit the job requirements, but also the company culture - reducing hiring risk and turnover.
• Less competition & faster hiring process
  Because passive candidates are not actively looking for new opportunities, companies face less competition for top talent. Direct outreach ensures a more efficient and discreet recruitment process.
• A sustainable talent strategy
  Companies that strategically engage with passive candidates secure long-term hires who are open to new challenges and drive business success.

‘Recruiting without a network is like fishing without bait.’

„Using the power of networks and recommendations in recruitment“

In the IT industry, it's not those who shout the loudest who succeed — it's those who know the right people. As an external recruiter, I don't rely solely on job portals – I also use networks and recommendations.
 

1. Network as a strategic resource:

• External recruiters have an established network of candidates from previous projects, as well as active industry relationships.
• Advantage: Faster staffing through direct access to suitable talent who are not actively seeking new opportunities.

2. Recommendations as a leap of faith:

• Candidates who are referred by personal contacts bring a social trust bonus for recruiters and companies.
• Advantage: Greater willingness to talk and lower bounce rate in the process. Recruiters are perceived as reliable partners by both candidates and companies.

3. Activate passive candidates

• Many top talents are not actively looking for a job, but are open to new challenges, especially if approached by a known contact.
• Advantage: Access to a candidate pool that traditional advertisements do not reach.

4. Involve multipliers in a targeted manner:

• Former candidates, satisfied customers or industry contacts can be used as multipliers for new recommendations.
• Advantage: Creation of a self-reinforcing recruitment ecosystem.

5. Structure your referral network.

• Successful recruiters systematically document their contacts and recommendations, as well as their quality.
• Advantage: Faster reactivation for similar vacancies and more targeted sourcing.

6. Quality over quantity:

• Referral-based recruitment is more focused on precise, high-quality matches than on high numbers of applicants.
• Advantage: Better fit, lower staff turnover and higher satisfaction on both sides.
   

My advice to companies:
Utilize the value of a strong recruiting network. Not everything is visible, but a lot is achievable - with the right connection.