Alexandra Schiekofer

Subscribe to the Newsletter

Relationship management after the rejection: Why second-choice candidates are not second best

There can only be one person at the end of the application process – at least for the current vacancy. The “runners-up” will come away empty-handed for the time being. But because of future vacancies, second-choice candidates are valuable contacts that are worth nurturing.   

Read More

Blueprints for Success: Why campaign and email templates make CRM easier

Professionally formatted templates are a real time-saver in recruitment and people management. They make communication with both candidates and employees quicker and in accordance with uniform communication standards. Here, you can read about the situations where you can use templates for communicating with candidates.

Read More

Employee Referrals as Recruitment Booster: Three success factors that are often neglected

There are many factors that account for an effective employee referral programme. For example, in addition to being compatible with all relevant social media platforms, it should also offer comprehensive analysis tools for HR and motivate employees to contribute through a rewards system that is as individual as possible. But other important success factors are often overlooked. Read here what …

Read More

Even stronger together: HR software firm Personio links its own application management with the CRM system from Talentry.

Personio believes there can never be enough HR heroes, so has set the goal of making HR processes faster, clearer and more efficient. This means that HR managers once again have time to concentrate on the most valuable company asset: the employees. For this, Personio has developed an all-in-one software solution for recruitment, HR administration and payroll in small and …

Read More

How to Inspire Your Candidates: Six ideas for successful email campaigns

All Eyes on You! With a humorous job ad, striking headline, or exceptional photo you can quickly get the attention of potential candidates. Unfortunately, only briefly. The real skill lies in holding people’s attention permanently and turning it into an active relationship. That is why, in the long run, it is better to inspire your candidates with target-group-specific email campaigns …

Read More

Proactive Sourcing: It must be worth the effort

Nowadays, very few companies are able to meet their personnel needs without proactively sourcing candidates. But the amount of time and effort required for proactive sourcing is not insignificant. Ultimately, it is only worthwhile if it addresses the correct target group and includes long-term investment in the development and maintenance of a talent pipeline.

Read More

“Do good by talking about it” – More traffic for local public transport thanks to dedicated ambassadors and Talentry

Zurich public transport operator Verkehrsbetriebe Zürich (VBZ) provides people in Switzerland’s largest city and its surrounding regions with high-quality local transport services 365 days a year. In a network beyond the tracks and roads, the company presents itself not only as a friendly, cosmopolitan employer but also as a humorous and informative storyteller. Most of the stories themselves come from …

Read More

High Volume Recruitment: How to keep mass target groups happy – efficiently

Periodically filling thousands of temporary vacancies at short notice is simply not possible with linear recruitment strategies. We explain the challenges of high volume recruitment and why a well-thought-out strategy combined with an efficient CRM platform is the basis for successful recruitment. 

Read More

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.

Read More

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.

Read More

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.

Read More

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 …

Read More

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.   

Read More

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. …

Read More

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 …

Read More

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.

Read More

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.

Read More

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 …

Read More

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.  

Read More

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 …

Read More

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. …

Read More