Alexandra Schiekofer

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On-Campus Recruitment: The early bird catches the student

AI developers, electrical engineers, computer scientists, biochemists, agricultural biologists, nurses, and lawyers are some of the professionals in short supply on the German labor market. Because this is not expected to change within the next few years, companies should start recruiting in good time. Our partner Mercer | Promerit knows how to successfully manage relationships with students and graduates.

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Sourcing Talent: You need to know the candidate in order to convince them

People in highly sought-after groups such as IT experts or sales professionals, in particular, are often inundated with interchangeable job offers every day. Their reaction to such impersonal approaches – if at all – is often an annoyance. Before you proactively approach a candidate, you should know exactly how you wish to inspire them.

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The journey continues: why the candidate journey does not end once the job is filled

From the job ad to the employment contract: companies that still regard the candidate journey as a start-finish race are throwing away valuable potential and slowing down their recruitment.

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Alumni Programmes: You never know when you’ll meet again

“Alumni“, former “pupils” of the company is often overlooked as a target group in recruitment. Yet employers would do well by maintaining and nurturing contact with former employees, trainees, apprentices, and freelancers. They not only remain influential ambassadors for the employer brand; if the timing is right, they can also become of importance once again as candidates, with one significant …

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More than a virtual intermezzo: integrate digital recruitment events into your talent management in a meaningful way.

Virtual recruitment events have been an interesting alternative for everyone involved since well before lockdown. But employers only really benefit from them once digital events have been integrated into their talent relationship management in a meaningful way.   

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Start small, think big: Candidate Relationship Management for Beginners

Recruitment processes that start by approaching the candidate and end with hiring them have become inefficient – regardless of how creative the content and how diverse the touchpoints. The bottom line: you end up starting from scratch again each time. Candidate relationship management, on the other hand, focuses on nurturing long-term relationships that consistently put the candidate at the very center, connect relevant HR systems, and automates processes. …

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Internal Gig Economy:

Economic crises promote freelancing and project work – that has always been the case. But even regardless of pandemic circumstances, the gig economy is on the rise. The concept can also be applied to the internal talent market. Here we explain how companies can benefit from an Internal Gig Economy not only in times of crisis but in the long …

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Internal Recruitment: “The key issue is the mindset”

Internal mobility has been identified as one of the most important trends in people management. In reality, however, the transfer of internal know-how and the promotion of high performers remain stuck in a quagmire of stubborn reservations. Only with the right mindset and smart technology as an enabler can companies exploit the full potential of a functioning internal job market.

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Team Incentives: Strengthening motivation and cohesion through gamification

    Referral programs such as Talentry’s Employee Referrals are among the most promising measures in HR because, through the gamification approach, they have a positive effect not only on recruitment but also on employer branding and employee retention. Team incentives are particularly popular in this respect. In times of mandatory social distancing, they can a valuable motivational aid.

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Saving in the right places with proactive sourcing

Candidate sourcing is like any good relationship: it needs nurturing. If both sides are to benefit, it requires attention, appreciation, and constant exchange. This however costs a lot of time and, as we know, money. It is an issue that still makes companies reluctant to use proactive sourcing in the sense of serious relationship management between employer and candidate. But with the right technology, optimization potential …

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Get to know our partners: SmartRecruiters

Seamless integration with complementary technology is one of our major goals to deliver a first-class user experience to our customers and their talents alike. This is why Talentry is partnering with market-leading vendors we are introducing to you in this new interview series. Our kick-off partner: SmartRecruiters. Our interview partner: Stanislaw Wasowicz, Regional Director Alliances EMEA at SmartRecruiters.  

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Internal Mobility: How to Use Your Employees as Promising Sources of Talent

Internal recruitment may be one of this year’s key HR trends, but it often fails due to common mistakes: a lack of coordination, no structures, and little transparency. With an internal job board and easy, discrete ways to apply, you can encourage your employees to follow individual career paths, improve staff retention, and benefit from recruitment that is both fast …

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Cultural Fit and the Talent Pool

If there are no urgent vacancies to fill, companies also tend to do without employee referrals. But these recommended applicants, in particular, can be a good cultural fit and valuable addition to your own talent pool. When required, recruiters can then quickly contact these suitable candidates directly, without first having to incur significant time and cost in advertising the job. …

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