With a clear recruiting strategy, innovative tools and sound insider know-how, we find the digital experts and talents that really fit you and accompany your path to success. We are your top recruiting partner when you are looking for the best for your company!
We find exceptional leadership personalities and high potentials at C-level for you, who will lead your company confidently into the digital future. We combine innovative search methods and scientifically based personality diagnostics with a personal consulting approach that goes far beyond the classic process.
With Interim Recruiting & HR, we provide you with customised support for your recruiting and HR processes. You choose the desired support flexibly and according to your needs from our modular service catalogue – we calculate the required person days and set up a project timing. Your advantage: Transparent billing on a plannable daily rate basis and close cooperation that relieves your core team.
You have temporary capacity bottlenecks and are looking for quick support for your project and day-to-day business? With our extensive pool of freelancers and consultants, we can quickly and directly provide you with professional, independently acting interim managers who, with their expertise and professional experience, ensure that your project runs smoothly.
Systematic success: All our search and recruiting activities follow a proven and innovative process. In all phases of the process chain, we not only rely on our specialist expertise, but also use cross-channel screening technologies, intelligent diagnostic tools and AI-based personality tests for the precise evaluation of cognitive and social skills.
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In phase one, the attention phase, first contact between the company and the applicant is established. You never get a second chance to leave a first impression. This principle applies here as well. First contact, for example, takes place via a job listing or a conversation at a job fair. The first experience should be so positive that the candidate gathers more information about the company and continues on to the second phase – the information phase.
The applicant mainly collects information from the company homepage. This is why the website should be appealing, look professional and should include the job listing. If the company meets the applicant’s expectations, it is time to move on to phase number three.
The applicant now looks into the terms of the application and starts putting together their application. The company should pay extra attention to clear online forms as well as an easy upload of the documents, in order to ensure a positive experience for the applicant.
Phase four includes the job interview. This is where personal contact between representatives of the company and the applicant takes place. The representatives of the company should be well-prepared for the interview, should have studied the application documents and, above all else, should be on time for the interview. But a good job interview is not the only thing that plays an important role in creating a positive perception of the company in the applicant’s mind. How the company conducts itself after the interview is also crucial for a positive Candidate Experience. Applicants often criticise that it takes too long for them to receive feedback on the interview and express their desire to receive feedback sooner.
Once the company has decided to hire the applicant, the Onboarding phase begins, in which the candidate is integrated into the company as a new employee.
If the Onboarding phase is a success, the employee now moves into phase six – becoming an integral part of the company.
Apart from long breaks in communication between the individual phases, standard letters are also repeatedly mentioned by applicants as part of a negative Candidate Experience. Applicants want to be noticed and appreciated. Therefore, anonymous standard letters are a negative experience both as an acknowledgement of receipt, but even more so as rejection letters. The applicant has put a lot of time and effort into their application and wants to know that their efforts are appreciated by being addressed individually and responded to promptly. Additionally, standard rejection letters do not positively contribute to the development of the applicant.
If a candidate decides to reject a contract offer, this is often due to a negative Candidate Experience. An appreciative and professional approach to the candidate, on the other hand, can even lead to the salary no longer being the only factor for accepting the contract.
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BrainTalents Blog: Was ist die Candidate Experience?
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