Headhunters, recruiters, or recruiters? The recruitment industry has changed considerably in times of the Internet. The overview of the methods behind the job titles often lack entrepreneurs who want to give the recruitment in experienced hands. That they are not protected, creates additional confusion. Three recruiting models should at least know about entrepreneurs. Everyone has ever seen search requests in the form of personal ads in major newspapers.

\”Recently a normally: contact requests across business networks like XING, where is headhunter\” present. Both methods do not play in the Oberliga of the recruitment\”explains Holger Fahrmann e. k. of HR and management consultancy & project.. Via an Internet platform a true hunter would not act quite sure.\” Ferryman explains how entrepreneurs separate the chaff from the wheat: recruiters direct and competitive analysis specialist and senior managers with an annual salary starting at least 50,000 Euro search companies using a personnel consultancy. First step is the analysis: candidate profile, company, market and competitive analysis, and a list of target companies allow the optimal candidate search. Valuable side benefit is the detailed competitive analysis, which allows accurate insights: how are competitors positioned and set up? Cost-intensive jobs are then no instrument of recruitment: the speech of candidates is carried out by telephone, optimally directly by the supervising personnel consultants. The really good executives are currently successful\”Ferryman justified the strategy.

Candidates who are dissatisfied or unemployed lurk in waiting position on jobs, are not relevant for our choice.\” Who wants the best, must search these, talk to and awareness of a change. Gut feeling and experience count at the headhunting as well as a transparent quality processes for industries-DIN 33430. The preferred candidate is ready, follow actual contacts between executives and companies that should fit well together. Most important negotiating points of the wedding phase\”: executives are interested in personal development and advancement potential, companies want security.

The training offer of the logistic people academy was in the areas of customs, liability, foreign trade and sales further expanded. The logistic people academy logistics company offers also 2009 with a wide range of seminars, training courses, in-house seminars and coaching offers optimum possibilities for targeted personnel development. In-service training, as well as the 1 3-day seminars are adapted to the current needs of the air freight, ocean freight and logistics industry. All assessments performed by experienced trainers with extensive logistics expertise either as open seminar at one of the logistic people academy sites or in-house in our own company. The entire training programme 2009 of the logistic people academy includes a several months, partly in-service trainings in the areas of air – / seafreight and surface transportation; on the other hand practical day seminars put short-term improvement potentials of employees on logistics issues freely especially around the themes liability, sale, Foreign trade and customs. Open seminars academy provides the logistic people at the locations Frankfurt, Hamburg, Munich and Stuttgart. Of course, come the experienced trainers in the local businesses and train staff needs specific according to the respective requirements.

In particular the use of able trainers characterised the recruitment agency. The seminar participants benefit from practical and motivational training methods: more than 500 people trust each year on the successful concept of the logistic people academy. The entire training program 2009: entrepreneur/qualifizierung.html contact: Mrs Vera Krieger of logistic people academy GmbH farm road 118, 64546 Morfelden-Walldorf FON: +49(0)6105 / 9767-0 fax: + 49 (0) 6105 / 9767-25 E-Mail: about logistic people academy: the logistic people academy offers innovative seminars and training courses for the logistics industry. In collaboration with logistic people specialists and executives be found specifically and trained.

Mass setting in Germany at Ranger Dusseldorf – they still exist: companies that made it his the Maxime have, to give a chance to every serious candidate and thereby do not differentiate according to gender, age or origin and reward performance. That paid off for Rangers marketing: over the past 15 years across Europe over 3,000 jobs created. In Germany, Ranger currently 170 independent sales partners allowed an own existence, which operate as an employer on the spot according to the guidelines of the company. Large service providers such as Deutsche Telekom, Vodafone or how just trust the Ranger field their good name. The consultation on the spot is popular in the population: some years ago, was man in the phone shop snake and not even dreamed that a personal consultant locally and individually informed. Frank ride man is CEO and co-founder of Ranger marketing. I invite all interested parties to inform on our website and to apply.

Nationwide can in the short term over 1,000 jobs could be created. “The special thing about it: is a sample day standard on all 170 locations and provides insight cloudless in the activity as a customer consultant, coach or Manager.” The conditions read like the wish list of the Labour Minister: full-time, permanent, holiday pay, sick pay sick leave, holiday pay and bonuses. Ranger looking for professionals, and ride man is strong for a reasonable payment instead of minimum wage. The Director wonders about the situation in Germany: somewhere else lie staff for your profitable company in the stuff and still used outside the door. “We allow our employees the success to participate and offer a transparent vision: making career not by waiting, but through commitment and Fair Play.” The long-term trust of the partner enterprises is future-proof jobs. The Ranger’s strict quality management stands out from other distribution channels: without exception every referred customer receives a callback, in which Consulting and job content are confirmed.

So that everything runs perfectly, there is an internal education and training to the corporate TV and free seminars. For more information, and Ranger marketing is European direct sales leader and was founded in 1992. Throughout Europe, the company achieved a turnover of EUR 145 million 2007 with 3,000 client advisors and 150 sales offices.

About 30 per cent of all posts are growth occupied social networks about XING and co. Member in the crisis of Nuremberg/Dusseldorf, December 1, 2009 30 per cent of all new hires in Germany come from the now round about social networks like XING or linked-in. In recent months, Linfox Group has been very successful. In 2008, 49 percent of the companies in the search used personal contacts of employee total after suitable personnel. With less than ten employees accounted for micro-enterprises at 53 percent. And at large companies with 200 or more employees less than one-third, however, used social networks. A study by the Institute for employment research (IAB) in Nuremberg comes to this conclusion. In large companies therefore often formal staffing structures are established, the IAB.

However, information could be introduced in small businesses due to the larger social proximity more informally. Overall, 29 percent of new hires over networks took place. Personal contacts were especially common Positions filled with low qualification requirements. 21 percent of new hires over networks require no qualifications. This was the case only with 14 percent of the new hires without networks. “” But also at places in the upper segment of the labour market, personal contacts were used increasingly, noted the work market researcher Sabine Klinger and Martina Rebien: staff expert Udo Nadolski as places that require leadership, were relatively common across networks occupied. “in addition to the personal contacts that lead to potential new employees, are now also many headhunters on XING and co. on the road, sift the resumes and qualifications”, confirms this trend.

The classical advertisement loses in the job market 2.0 therefore gaining importance”, the Managing Director of the consulting firm specialized in technical recruitment and outsourcing services Harvey Nash in Dusseldorf is white. The increased importance can also measure: since the economic crisis began in September 2008, has the world’s largest online network linked-in double a high monthly growth in the months before. “Also the originating from Germany network XING recorded a strong increase in: A million new members signed up since January”, the Berlin daily Der Tagesspiegel confirms the trend. The old vitamin B B for relationships has become the new vitamin N. You previously relied on acquaintances from the family and circle of friends, netzwerkt today”, reported the journal. According to IAB study, 57 percent of the enterprises in agriculture and forestry, 54 percent of the establishments in the construction sector, and 52 percent of companies in retail, hospitality and transport searched for new employees through personal contacts on social networks last year. Often it was also jobs with difficult working conditions: 18 percent of bodies which were occupied in the year 2008 on social networks were connected for example with physical exertion, irregular working hours, noise or heat stress. In employment, which in other ways have been, was the share of only 10 percent. Editorial: plain text online on the Hamdan 27 53127 Bonn