Myths of OutPlacement Consulting

1. professional background consultant
A consultant with your professional background and relevant industry experience is needed.
No, the candidate does not need tutoring in their area of expertise, but in the process.
 
2. 60-90 second initial contact with documents
A headhunter invests a lot of time in gathering applications.
No, the headhunter looks for his project factors. A 3D success story helps with this. A department store has departments too.
 
3. the ominous friend or the network of the consultant
I have a friend or a network, I only need to call them to get something going for you job-wise.
No, there are no such friends. How often does he want to call there. Eventually, all the positions will be filled by his candidates. An accountant every week?
 
4. atomized market - 10 out of 1,000? Then rather 6 out of 49
I'll find you the 10 right headhunters for your search.
No, unless I want to settle for in the per thousand or low percentage range in terms of the atomised candidate market.
 
5. databases maintained by applicants
If you sign up to headhunter databases, the headhunter will immediately sign up to appropriate projects.
No, a database maintained by 1,000 applicants is only useful as a marketing tool for customer acquisition.
 
6. our own search department
Our search department is sure to have suitable search projects where we can place you as a priority.
No, in the search sector you are obliged to the paying company. The candidate's interest cannot be put before the company's interest.
 
7. why another biography
Your self-created CV covers everything and only needs to be formatted.
No, the candidate cannot stimulate his long-term memory himself, nor does he have the necessary distance to himself.
 
8. security through standardization
Your application process must be standardized through a manual, among other things, so that it can give you security.
No, the candidate does not need to be forced into a standard. The process must be adapted to his individual situation. Or should he best do everything himself, then you can buy an application book at Thalia.
 
9. regional principle
Management positions from the region are filled by personnel consultants from the region.
No, especially in secret (warm) changes are increasingly used smaller and more distant recruiters.
 
10. automated learning is in
e-learning and group work is so flexible.
No, only a human coach can be personalized to the individual candidate. E-learning is used mainly from a business perspective to reduce consultant costs.
 
11. written applications to headhunters
The flood of email applications is personally reviewed by the recruiter.
No, an assistant filters out 90% of the applications according to a list of factors. This may not identify special qualifications for the job. Therefore, applications for advertised headhunter positions should not be made in writing.
 
12. use of researchers
We have a researcher, who calls for you with owners, whether this needs a new commercial managing director.
No, if the researcher does not know the owner personally, he will not be put through and such an explosive question will not be answered. If the researcher is known, it outes the candidate as an out-placement case. Calling the hiring manager usually only helps with positions at/below the level of the hiring manager. Written referral marketing by mail via third parties is more efficient here. Headhunters now mainly use researchers to contact potential candidates. However, it may make sense for our central secretariat to make a double call to board secretaries, asking for enquiries from the owner, supervisory board or board of directors regarding top variance and then asking for them after a few days.
 
13. high quality application folders to owners and directors
We send high quality application folders to owners and directors. Because of the high quality, these get a lot of attention from the targeted people.
No, application folders received in the board office usually go immediately to the HR department. The personnel manager may not know about the secret GF replacement project and is furthermore angry that he was passed over. Here, too, individualized recommendation marketing is more effective.
 
14. 6-month packages largely correspond to coaching to success
6-month packages follow the Hansel & Gretel effect. The stepmother led them into the woods until they couldn't find their way back.
No, the coach's commitment to success (signing contract/self-employment) reflects the meaningfulness of the service and connects far beyond the initial consulting phase (updates).
 
15. as won so lost
If you have signed the contract, there is nothing more for us to do.
No, with much effort won must be secured by the job insurance. For this purpose, the recognition and building of red lines (informal network) must be trained and ensured.
 
16. only with the international headhunters the music plays
The important leading positions are to be found with the large international headhunter organizations.
No, often individual headhunters have the decisive contact with the owner or supervisory board. These then appreciate the confidentiality that only 2 people know about the warm change project. We know many examples of this.
 
17. limited support is enough
The other consultations have a time limit of 2 years (at until success).
No, success is success and that is an employment contract signed by the candidate. If the employer only has a budget for a temporary consultancy, we offer the candidate a continuation option until success.
 
18. office service
In our premises you will find an office and always a contact person.
No, we also have this office offer in our portfolio (office center), but you do not have access to your consultant outside of your appointments, because he is not permanently in the house or is in other consultations. After a short period of use, our candidates preferred their home office.