For many employers, it’s the realisation that recruitment processes in Germany often take longer than they do in similar regional markets.
This means that recruiters need to actively keep candidates interested and motivated, even though months may pass before an offer is confirmed.
Does your partner’s recruitment technology match the challenges of this market?
Here’s an example: German candidates highly value the place where they live, and often prefer to avoid relocation or extensive travel. Nonetheless, you still need top talent to fill your roles. We navigate that cultural attribute by using sophisticated market intelligence tools to enable highly localised candidate profiling and analysis.
Tech plays a key role in targeted recruitment for the German market. But people make the ultimate difference.
Our native German speakers support English-speaking companies recruiting international roles in Germany. Our sourcers and recruiters also work on German roles which are geared towards German natives.
Rather than LinkedIn, many people in Germany use Xing.
Xing is known for its protection of personal data: a normal account grants access to just 10 profiles. Results are based on personal profile settings and data — not great for sourcing. As a solution, we use Google X-Ray Search, which provides better access to highly relevant candidates.
Ask us for more ways to recruit smarter in Germany.
We would love to answer your questions and show you how your organisation will benefit from one of our talent solutions. Contact one of our talent experts or complete the form below for more information.
