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Why Expert Logistik Personalberatung Fare Better Against General Recruiters?

Author: Beau Camp
by Beau Camp
Posted: Sep 26, 2016

Quite a number of people argue that recruiters are all the same and they have the same skill sets, approach and procedures to hire the candidates for a middle or higher level management position. However, they fail to realize that there is a huge difference between general recruiters and specialist headhunters.

Various companies have failed in their attempts to find a prospective candidate for a specific manager role. The ever growing industry of logistics demands professionals of the highest calibre and on-field experience. When companies follow the idea of recruiting the managers on their own, they end up making the formula for disaster. And as a result, the company suffers.

A comparison between the Logistik Personalberatung and general recruiters when juxtaposed to each other brings out more answers to the arguments. Let us learn some more about them in the following.

1. Generic v/s specialist approach

General recruiters after learning about the job role would pursue their traditional methods of finding candidates by putting up advertisements, communicating other recruiters and so on. On the other hand, the headhunters firmly do the sourcing and identification of the candidates from different organizations. Not just that, they comprehensively understand a specific job profile and expectations of the employer for finding the pertinent recruitment solution.

2. Crowded v/s relevant database

Traditional recruiters collect information of every candidate, whether suitable or not for the sector. They crowd their database with such information that it becomes difficult to track the eligible and deserving candidates. On the contrary, the Personalberatung prepare a database of prospective candidates, which helps them narrowing down the list based on certain requirement of a logistics business. Such is their precise approach that they hand over the list of candidates within a short span of time.

3. Ambiguous v/s transparent procedure

The recruiters of generic kind do not have any uniformity in the recruitment procedure. They just deliver whatever they found and lack in providing even a blueprint. However, this is not the case with specialist headhunters. First of all, these headhunters form a team, comprehensively understand the demand made by an employer, and then, direct their resources. They make a blueprint and accordingly achieve their objectives in a streamline procedure. And this is why they are able to present the transparent procedure of recruitment.

4. Non-uniform v/s exclusive pricing

Sometimes, unprofessional firms carry out recruitment procedures without any logical approach and incur heavy costs, causing an expensive deal for the employers. They end up charging extras from the employers. The headhunters, whether the Personalberatung Produktion or logistics, they have an exclusive yet uniform pricing structure and do not charge any extra at the end of the contract signing between the candidate and employer.

Maintaining their professionalism, the headhunters maintain complete secrecy and do not disclose confidential information about the recruitment procedure. This is a reliable attribute that employers can trust to. The expert headhunters conduct strict screening and evaluation of candidates, so as to find the best among them. Moreover, they assist the employers in the selection of candidates. For more visit us:- http://www.stratigo-search.com

About the Author

For more details :- http://www.stratigo-search.com/personalberatung/freiburg/

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Author: Beau Camp

Beau Camp

Member since: Apr 03, 2015
Published articles: 39

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