Due to dynamic developments in business processes, companies have to reassess their recruiting strategies and processes more and more frequently.
When revising a strategy, it is crucial that business and talent acquisition perspectives are linked. We develop and moderate sustainable processes and strategies together with you. Based on our comprehensive expertise, we accompany the process from conception through to implementation and monitoring.
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Together, we will find a strategy tailored to your company.
Together, we will define the requirements for reaching out to suitable talents.
With various marketing activities, we can reach passive candidates who are not actively looking for a job.
Explore new ways and open up new areas of employee recruitment, for example with active sourcing.
How do you identify a suitable candidate? We will show you!
The correct techniques to identify competencies and obtain relevant information in a job interview.
The right offer for the right position increases your chances of filling open positions.
Increase the quality and effectiveness of your recruiting processes.
A good recruiting strategy ensures that responsibilities, goals and measures in the recruiting process are clearly defined. It should be flexible enough that it can be adapted to changing conditions in the company at any time.
Many HR departments have long been able to draw from a huge pool of candidates. In view of the "war for talents", however, nowadays it is increasingly important to actively address and convince potential candidates. Modern recruitment therefore includes an active sourcing strategy.
Depending on the goals and resources, special and innovative recruiting methods and channels are used. Tools for the digitalization and automation of sourcing and screening processes are just as much a part of this as a well-thought-out social media recruiting strategy and the use of instruments to create an optimal candidate experience. Digitalization Tools for the digitalization and automation of sourcing and screening processes are just as much a part of this as a well-thought-out social media recruiting strategy and the use of instruments to create an optimal candidate experience.
A common complaint is that too little thought is given in organizations. This is largely due to the traditional way in which strategies continue to be developed. However, in view of the dramatic increase in market dynamics and ever shorter innovation cycles, the half-life of corporate and functional strategies is rapidly decreasing.
The classic planning paradigm of "strategic management" is no longer up-to-date. A rethinking is necessary. Flexibility plays a far greater role for most companies than it did many years ago. This goes hand in hand with the necessity to establish a basic entrepreneurial attitude at the employee level as well, in order to make each individual more responsible than before for the achievement of common goals.