Author: Jochen Sautter

Do you also have that one vacancy and none of your candidates is truly convincing? The solution for this problem is obvious: increase the pool of candidates. What sounds easy in theory is difficult for your HR department in practice. Mastering that challenge requires a broad and well maintained recruitment database beyond LinkedIn. That’s where we can help you. Over the past, we saw even multinational companies struggling with one major challenge. Public job postings generate a very limited pool of relevant candidates. Reason is not your unskilled personnel but rather a tight time frame for the few permanent HR employees to source candidates. Too often, they cannot select candidates from a sufficient talent pool and need to accept what has been gathered in short…

Matching experiences and skills of a candidate with your job requirements is usually the easy part. A job interview clarifies, if the appearance and mindset matches with your expectations. But how do you evaluate a candidate’s potential performance? Or in practical words, are you sitting in front of the new shooting star or rather a mismatch? To answer that question, it's necessary to understand a person’s working behavior and cognitive strengths. Recruiters will agree that these variables can hardly be covered by analyzing résumés or snapshots in form of an interview. Nevertheless, it is crucial to avoid bad hires in order to ensure fruitful work relations in long term. Otherwise, employees may follow the next best job offer from another company, taking with them all…