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6 strategic steps to your best candidate

6 strategic steps to your best candidate

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Positioning: market, organisation and people
Positioning: market, organisation and people
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You can only recruit and retain the best employees if these employees feel comfortable in your company. Therefore, we have basic requirements that we set for companies for which we are looking for employees.

Our customers are like this and we select them according to these criteria:

Our clients are sustainable companies that stand for an appreciative culture of trust. Their employees have fun at work and live a positive image of humanity. They offer an attractive market-oriented remuneration with a healthy work-life balance and an environment where genuine commitment is worthwhile and rewarded accordingly. There is an open communication and feedback culture. The continuing education and development of employees is promoted.

The most common reasons why employees leave a company are as follows:

  • Problems with management style and chemistry with supervisor not suitable
  • Work and tasks do not meet expectations
  • Corporate culture, team and employees do not harmonise
  • Lack of positive feedback and recognition
  • Insufficient promotion opportunities and prospects
Our clients offer their employees a working environment that motivates them to perform at their best.
Search and find: The right applicant for your company
Search and find: The right applicant for your company
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Employees never or rarely become better than their superiors and companies never become better than their employees. That is why it is our concern to select only the best for your company. How can you recognise the best holistically and systematically? There are numerous methods to find out how and how to recognise.

Many clues point to a candidate's commitment, interests, enthusiasm for the job, ambitions and sense of achievement, which are tapped through clever interview questions.

  • A-employees are absolute high-performers, who contribute significantly to the success of the company with their strong will to perform and a high degree of identification with the company. They are above averagely committed, strong in implementation and interested in their advancement. Their motivation is usually not monetary, but comes from an inner drive and the joy of high performance. You can always count on such employees and they have a positive influence on the team and the working atmosphere, they can carry others along.

  • A-employees want to take on projects and responsibility on their own. They expect qualified further training, are eager for freedom and want to inspire superiors with their ideas.
Such employees drive your company forward.
In software development, it makes a huge difference whether someone can only program averagely or excellently. If you want to create a wow effect with customers, satisfactory performance by B-employees is not enough.

Surely you also have such A-employee types in your company: They do not perform ten or twenty percent more than the average - but twice or three times as much. For this, almost every investment is worthwhile!
Personality structure
Personality structure
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When filling positions, many companies usually pay more attention to the applicants' professional qualifications than to their intrinsic motivation and the nature of their personality. Yet these characteristics are at least as relevant.

Whether a candidate has the right personality for a particular job is usually only seen later, when it is already too late....

Then come complaints like: "Crap, the new IT manager can't get his team and the IT landscape in order." Then, in the practical cooperation, the imagined "dream candidate" turns out not to be the right one after all, which is why they quickly part ways again.

The right personality is therefore crucial. The following things should definitely be considered:

  • Can the candidate connect with very different clients?
  • Is there the ability to lead and inspire a team?
  • Do the individual drives fit the role and the job?
Determining these things in advance - that is, working out whether the "chemistry" between the applicant and the new job is right - requires care and reflection. But the effort is worth it when you think of the costs and subsequent problems of a wrong appointment.
Our recommendation
Our recommendation
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When we recommend a candidate, we do so not only on the basis of his or her technical knowledge and professional experience, but we check very carefully beforehand whether he or she really fits in with a company. The personality, motivation to change, career aspirations etc. are taken into account in the same way.

This is the only way we can ensure that a placed candidate remains with the company in the long term and does not start looking for a job again after 1-2 years because his or her career aspirations cannot be mapped in the company.
Onboarding: The successful start
Onboarding: The successful start
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Whether a new employee is satisfied or not, whether he develops loyalty or only sees the workplace as a stopover: A new employee's attitude towards the company is already decided in the first days of work!

Employee retention begins with onboarding, it should never end!

With every placement we take on the responsibility that "the new guy" feels comfortable in the company. A professional onboarding process is a basic prerequisite for this.
Privacy - Confidentiality
Privacy - Confidentiality
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We attach great importance to the protection of your personal data. Since both the protection of your privacy and the protection of our clients is quite essential for us, we will treat your personal data absolutely confidentially in compliance with the applicable data protection provisions of the General Data Protection Regulation (GDPR). Your data will neither be published by us nor passed on to third parties without your explicit permission

Before we pass on any data, we talk to each candidate in detail about the potential new employer and the job offer.

Our clients have also committed to absolute confidentiality when working with us. This enables us to ensure that no information about the application process leaks out for candidates who are in an existing employment relationship.
Voriger
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Contact us to find the perfect candidate for your company or the perfect company for you as a candidate.

best2find Germany

Arun Kohli
Geschäftsführer

Gerblinghauser Weg 6
82041 München

Germany

M +49 176 990 66 700

 

best2find Cyprus

Vera Beutnagel
Managing Director

Serghides House, Office 102 
61 Archbishop Makarios III Avenue

6017 Larnaka
Cyprus

T +357 24 022 574

 
Copyright © best2find Ltd.
Copyright © best2find Ltd.
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