LinkedIn

Candidates today are looking for a new challenge, simply change their status in their online profiles and can be found to search instead of jobs. This makes it much easier. However, it is in this simplification also a danger of the edginess. Who doesn’t, to torture these messages via XING and LinkedIn have apparently only the target candidates with copy & paste-standard letter. Thanks to the transparency of such platforms all can talk to, and unfortunately also all do it. Therefore it is not surprising but that already some candidates with sought after profiles retreating back from this public environment and seem “annoyed”. It’s going to a healthy level of penetration.

In such cases, it should also used by professionals in the future the extensive research, operate, individually appropriate address target candidates who are trained and have the systems such as infrastructure to make such extensive research and document. The seemingly most horrific message for recruitment consultants but is: “Active sourcing saves the company a lot of money”. Large companies reported probably million savings. At least, this is a thesis, which is very much taken up by populist media. The mediation fees must decrease accordingly? Considered already, if one follows the prevailing opinion of German companies in the average mass. Also you must Yes just take a look at the European neighbours, the average fees in the UK and France are long below the average of the German market. Also the market has turned increasingly years ago from classical fee models such as Drittelungen or time fees to more performance-based compensation schemes.

Thus it will Customize the industry once again. She will have it especially there difficult where one wants to not adopt the classical models and compensation standards. Currently working in the area of recruitment estimated 2000 companies in Germany, large and small meetings, complemented by a barely manageable number of Rangers.