What does recruiting mean?
Recruiting describes the targeted search for and selection of new employees. The starting point is a vacancy that is to be filled with a person who fits professionally and personally. It includes analysing the position, designing the job ad, selecting suitable recruiting channels and the subsequent applicant management.
Which companies do you offer recruiting to?
I mainly support small and medium-sized companies with their staff search. Working together suits companies that have no HR department of their own or need additional support with a difficult vacancy. The search can be regional or across Germany.
How does our collaboration begin?
We start with a free introductory call of 15 to 30 minutes. Together we find out whether and how I can help you fill your vacancy. In the second conversation we go into the tasks, requirements and conditions of the position in detail.
How does the staff search work?
First we analyse the vacancy and your previous recruiting experience. Then we review your employer presence, possible employee benefits, the salary, the competitive situation and the application procedure. On that basis we create a step-by-step advertising plan. As soon as applications arrive, applicant management begins.
Do you also review previous recruiting measures?
Yes. We look back together: what has already been tried? Which measures brought no suitable applications? Through which routes were earlier positions filled successfully? This helps us avoid unnecessary repetition and build the new advertising plan more precisely.
Do you support employer branding?
Yes. If needed I create or revise your employer presence. We make sure applicants quickly recognise what your company stands for, what the vacancy offers and why it is worth applying to you.
Do you help develop benefits?
Yes. Together we examine which employee benefits already exist and which additional benefits can be offered without great effort. For this I use a four-page collection of ideas with different options for small and medium-sized companies.
How is the application procedure simplified?
We examine how interested people can apply quickly and easily. Unnecessarily long forms or complicated procedures can deter suitable candidates. We therefore develop an application procedure that fits your company and the target group you are looking for.
Which recruiting channels are used?
The selection depends on the position and the target group. The search can begin, for example, with free multiposting portals, a PDF notice in your company and other suitable options. If needed we expand the advertising plan step by step with paid job portals, print media or other recruiting channels.
How long does it take to fill a position?
It often takes two to four months until suitable applications arrive. Interviews, selection procedures and the notice period of the chosen candidate follow. Holidays already booked can also delay the start. From publishing the job ad to the first working day, six to eight months is therefore often realistic.
Which positions can be filled faster?
Commercial positions, helper and entry-level roles as well as some positions for master's graduates and doctorate holders can sometimes be filled within a few days. For specialised skilled workers, particularly in the trades and in certain service sectors, the search can take four months to one and a half years.
Why do suitable applications often arrive later?
Many suitable candidates are still in an existing job. They discover a job ad, think about changing and read the offer again later. Often the motivation to actually apply only arises after six to eight weeks. A job ad is therefore not automatically unsuccessful if no applications arrive in the first few days.
Is a print ad successful if someone only responds after three weeks?
Yes. Particularly with a job ad in a newspaper, a first suitable application after around three weeks can still be a good result. Applications on the following day are possible, but not the norm. What matters is whether the ad reaches the right candidates.
Is the waiting time charged?
No. After publication the staff search needs time. Pure waiting time in which no active work is carried out is free of charge for you. Only the work actually carried out is invoiced.
What does recruiting with you cost?
The costs depend on the actual effort and the requirements of the vacancy. Experience shows total costs for a first placement of around 850 to 5,000 euros. Further placements in the same company are often considerably cheaper at around 300 to 3,000 euros in total, because important groundwork already exists. Invoicing is exclusively on a fee basis according to the time actually spent. Pure waiting time after publication of the job ad is free of charge.
As the client, do I receive all data, access details and applications?
Yes. As the client you receive all applications, applicant data, documents, access details, job accounts and materials created. The recruiting channels are set up with your e-mail address and your login details. That way you can access all information yourself at any time. All data and access details remain in your company and you stay completely independent.
Is there public funding for recruiting?
Under certain conditions funding options can exist for companies. Whether funding is possible and in which amount depends on the respective funding programme and the company's circumstances. Possible funding is therefore always reviewed individually and against the conditions currently in force.
What recruiting experience does Anita Bösche have?
Anita Bösche has around 15 years of experience in recruiting and human resources. By her own cautious estimate she has successfully filled about 780 vacancies in that time. Around 98 per cent of the positions she took on were filled with a new employee.
