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- Herausgeber: Books on Demand
- Kategorie: Fachliteratur
- Sprache: Englisch
In this book, Lars Kommer, People & Culture professional and entrepreneur, humorously shares over 30 years of experience in global recruitment. As a successful HR consultant, he inspires companies to attract, retain and motivate employees with heart and mind. Practical tips and innovative approaches make the book an entertaining read for anyone who wants to improve their company's recruitment performance.
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Seitenzahl: 68
Veröffentlichungsjahr: 2024
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Table of Contents
01 Prolog
02 About the author
03 Speed is the trump card
04 Underestimated overestimation
05 Give respect
06 Talk to the people
07 Hated databases
08 Reviews, my goodness
09 Pictures say it all
10 Shortage of skilled labour...lol
What else is there?
11 Ethical Standard
12 Personnel consultant? Oh dear
.
13 Data protection & gender
14 Recruitment is not HR
15 HR Buisness Partner
16 Employer Branding
17 Talent Aquisition Stairway
18 Onbarding
19 Offboarding
20 Responsibility
any more?
21 Drawers
22 Landingpages
23 Job advertisements
24 Overqualification
25 Tricks
26 Honesty
27 Notes
01 - Prolog
Vision and Mission
Retention rates, predictive recruiting, active sourcing, fill rates - crucial tools for selecting the best talent. Despite technological advances, HR decision-makers are lagging behind. After almost 30 years of HR consulting, it is clear that recruiting is increasingly based on fact-based wishful thinking instead of real human needs. Now is the time for change - for a balanced combination of advanced tools and human empathy in recruiting. It's time to motivate HR decision-makers to evolve just as dynamically as the tools to make recruiting more human-centred again!
"Successful recruitment is based on respect for people!"
02 - Who did it?
Lars Kommer
Dipl. Eco, MBA, Personnel officer
Lars Entrepeneur Kommer, born in Stuttgart, started out in the HR sector and rose from HR consultant to successful entrepreneur. After founding the largest HR services company in Stuttgart, he supported startups and helped build one of the world's largest global HR consultancies. As a permanent HR consultant to the Saudi Arabian royal family and other renowned companies, he has over 30 years of experience in global HR topics such as employer branding and recruitment strategies.
His expertise lies in "out of the box" thinking, which produces innovative approaches to recruitment and helps companies to attract, retain and motivate talented employees in a unique way. To this day, he has remained loyal to recruitment and works as an entrepreneur and interim manager in Switzerland. In a not too serious way, he tries to get companies to improve their performance with heart and humanity.
59 Days
time from application to employment*
EUR 35.000,00
average costs to hire someone*
7 Seconds
average time for viewing an application*
03 - Speed in the recruitment process
Sleeping Companies
In an increasingly globalized world where people are driven by productivity, market dynamics, and key performance indicators (KPIs), companies must continuously adapt to ever greater changes. In this dynamic environment, one crucial factor plays a central role: time.
Especially in the context of recruiting and hiring employees, it is surprising that some companies still require more than three months to successfully complete an onboarding process.
Giving time is showing respect
Each passing day deprives the potential candidate of the feeling of being valued, to the point of frustrating resignation. Under these conditions, it may still be possible to employ the candidate, but the premise holds: If it doesn't go smoothly from the start, it won't get better.
A dynamic, organized, and valued recruitment process is, therefore, the best way to present your organization. After all, time is not only synonymous with money but also with respect.
4 Weeks!
It is advisable to limit your own recruitment processes to a maximum of four weeks. This is not only feasible from an organizational point of view, but also makes sense and is appreciated by applicants. Speed in the recruitment process is therefore not only a competitive advantage but also an expression of appreciation towards potential employees. Companies that can recruit quickly and efficiently not only position themselves as attractive employers but also send out a clear signal in favor of a modern and appreciative corporate culture.
"be fast, be smart"
03 - Speed in the recruitment process II
After a position is advertised, the number of applications received is high in the first 14-21 days, but then drops sharply.
The following steps are recommended for an optimised process and respectful applicant communication:
Good to know
Some Slangdropping:
Active Sourcing: Proactive recruitment of personnel
CHRO: Chief Human Resources or now People and Culture (CPCO)
Employer Branding: Reputation of a company in the eyes of people
Ethical Code: Basic text of a code of conduct
HRBP Business Partner: Strategic HR consultant in a company
HR / Human Resources: stupid word for personnel department
INSIGHTS®: Tool for recognising the level of emotional intelligence
Maslow Pyramid: people's needs
Job Page / Landing Page: special website specifically for candidates
Predictive Recruitment: anticipatory recruitment of personnel
People and Culture: New language for HR department replaces the stupid HR
People Analytics: Analysis of various key figures in recruitment
P.O.: Personnel Officer / Personnel Manager
Retention Rate: Fluctuation/retention rate of a company's personnel
Retention Management: Promoting employee loyalty to the company
Talent acquisition: Recruitment of personnel
Talent Scouting: Also recruitment of personnel, but nicely expressed
Some Software:
Glassdoor: job portal and employer rating
Join: simple multiposting online tool for candidate management and job advertising in Europe
Kununu: employer and applicant reviews
Linkedln Recruiter: Software for recruitment within Linkedln
Personio: Personnel management software
Predictive Index: training platform for HR professionals
"How was your relationship with your last superiors?" "Why? Did police find them?"
High-performance organisation
People like effortless processes
"Take time for people, but don't keep them waiting"
04 - The underestimated overestimation
Why underestimated jobs attract more candidates than overestimated ones
In the fast-paced environment of recruitment, it is not uncommon to publicise the maximum expectations of a top candidate in post-and-pray strategies. There is no shortage of requirements in terms of language skills, level of education and soft and hard skills. Occasionally, they even look for the perfect match.
Unfortunately, this approach often means that an applicant who only fulfils some of the requirements, despite excelling in a certain area, develops a lower self-esteem when applying and may even decide against it. An example of this could be advertising a Master's degree as a requirement, which can lead to people who started working before 2005 not even applying, as this qualification was only introduced in Europe around this time.
Expectations and reality often don't match
The expectations are also problematic. Each qualification listed increases the applicant's salary expectations and creates expectations of the position that may not be met. There is the potential for frustration if the actual job does not meet the high expectations.
The recommendation is therefore to focus on the minimum skills really required in the job description and to keep the requirements too short rather than too long. It is important not to take yourself too seriously.
