Anaïs Neumann

Looking for a sales manager, an account executive, or maybe even a Head of Sales for your team in Germany? 👀 🚀 We know how challenging and costly the process can be to find top talent for your team. That's why many companies are choosing to work with recruiting agencies. But we also know that there are numerous recruitment agencies in the German market. So how can you choose the right one for your company? 🤔 We decided to make a short list comparing some of the top recruitment agencies for sales positions in Germany. We highlighted pros and cons and gave you some tips on how to make the best decision at the end. Make sure to check out our new blog post: https://lnkd.in/eqmbw-Kd You can also read it in 🇩🇪: https://lnkd.in/e8mX3JzX And if you have any further recommendations, make sure to share them in the comments ✍ Let's learn from each other.

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Meet-up alert: 𝗕𝘂𝗶𝗹𝗱 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗦𝗸𝗶𝗹𝗹𝘀 🚀 Are you looking for ways to increase your impact as a HRBP / People leader? Join us for another fun meet-up on 𝗝𝘂𝗻𝗲 𝟲𝘁𝗵 𝗳𝗿𝗼𝗺 𝟭𝟲-𝟭𝟵𝗽𝗺, and learn practical tools to coach teams as a People Business Partner! Location = our lovely office in Amsterdam. 🗣️ The facilitator: Koen Veltman from OrganizationBuilders. 𝗪𝗵𝘆 𝘁𝗵𝗶𝘀 𝘁𝗼𝗽𝗶𝗰? One of the most valuable contributions you can make is improving team collaboration. During this meet-up, Koen will guide you through simple yet effective strategies to improve how teams collaborate. You'll get practical tools to use, and you can implement the week after! 💌 There’s place for 𝟮𝟳 people, so save your spot now! 🐥 𝗘𝗮𝗿𝗹𝘆-𝗯𝗶𝗿𝗱 𝘁𝗶𝗰𝗸𝗲𝘁𝘀 are €30 (ex vat) and available now. 🥂🍕 After a successful and sold-out edition first edition in April, we're happy to be back with a new Meet Up for the People community! Continue reading if you like learning + mingling with HR peers! 𝗠𝗼𝗿𝗲 𝗼𝗻 𝘁𝗵𝗲 𝗲𝘃𝗲𝗻𝘁: We'll focus on methods & skills you can add to your toolbox to increase your impact as a People business partner! 🛠️ The 7people team can tell from experience that this session with Koen is super valuable. We've done a workshop with him ourselves and didn't look back - we have been using his tools internally and at clients and LOVE how pragmatic and 'bottom up' his approach is! 𝗪𝗵𝗼 𝗦𝗵𝗼𝘂𝗹𝗱 𝗔𝘁𝘁𝗲𝗻𝗱: This workshop is ideal for business partners, people leads and anyone interested in improving team collaboration and team performance. 𝗢𝘃𝗲𝗿 𝗽𝗹𝗲𝗻𝘁𝘆 𝗼𝗳 𝗮𝗰𝘁𝗶𝘃𝗲 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗳𝗼𝗼𝗱/𝗱𝗿𝗶𝗻𝗸𝘀 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 𝗽𝗲𝗲𝗿𝘀, 𝘄𝗲 𝘄𝗶𝗹𝗹 𝗰𝗼𝘃𝗲𝗿: • A simple and effective approach to build strong teamwork, demistify what it takes to create a strong team • How to use Teambooster to empower teams to work on their own development as a team • Crucially, how you can leverage this approach to maximize the impact you have in your People role • Building essential facilitation skills every business partner should have in their toolbox • Extensive Q&A - ask us anything! Save your spot now with our discounted early bird tickets, before they fly away! 😉 https://lnkd.in/eWdyMAwb Hope to see you there! #event #peopleandculture #teambooster #teambuilding

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How does AI impact recruiting processes right now in companies across the world? This is the #1 question we ask our clients right now here at Talentor International. ➡ One more day to participate! If you are a leader in a global organization, and have a say in how AI will drive recruiting, please participate in our global survey of 2024. 👉 This year's hashtag #AI survey go to: https://lnkd.in/dK4s7fJz We will be sharing the results very soon! #talentorinternational #executivesearch #AI #leaders4tomorrow

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Blending advanced technology with traditional recruitment methods is the way forward in talent acquisition. By using AI for initial screenings and keeping the personal touch in interviews, we can streamline processes while ensuring we find the right cultural fit. I strongly believe this balance is key to creating a more efficient and enjoyable hiring experience. Do you agree with me? Share your thoughts in the comments. #peoplemanagement #hiring #technology

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Shine.com offers a personalized recruitment journey, leveraging technology to match candidates with jobs that align with their skills, preferences, and career goals. Here are some key aspects that set Shine apart: **AI-driven Matching: Shine uses advanced AI algorithms to match candidates with relevant job opportunities based on their profile, skills, and preferences, ensuring a higher likelihood of job satisfaction. **Personalized Career Guidance: Shine provides personalized career guidance and support, helping candidates navigate their career paths and make informed decisions. **Skill Development: Shine offers skill development resources and courses to help candidates upskill and stay competitive in the job market. Industry Insights: Shine provides valuable insights into industry trends, salary benchmarks, and job market dynamics, helping candidates make informed career decisions. **Job Alerts and Notifications: Shine sends regular job alerts and notifications to keep candidates updated about relevant job opportunities, saving them time and effort in their job search. Overall, Shine focuses on providing a holistic and personalized recruitment experience, helping candidates find jobs that not only match their skills but also align with their long-term career goals.

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I am very much looking forward to a great panel at HR Tech Europe on May 2nd in #Amsterdam to discuss "A HRTech Scale-Up Recipe: How do you build an HRTech business that endures?" Joining me on the panel are Thomas Otter(Acadian Ventures), Anita Lettink (SMC), and Jens Bender (Work Tech Advisory). 🌟 In this interactive session, we will share and discuss insights on what’s next for #HRTech from a buyer perspective. Furthermore, they will delve into how Founders, CEO’s and investors of HRTech businesses steer towards their strategic success. Based on conversations with over 250+ Founders and CEO’s, we will share our perspective on the path to realising your mission and how current economics, regulations and consolidation will impact vendor strategies. 🌟 These are the session's learning objectives: 1) Learn how to build an enduring HR Tech business along different stages of growth 2) Understand how investors and partners can add value in different phases along the journey 3) Discover what early stage and later stage investment trends imply for your HR Tech strategy 🕜 Mark your calendars and join our conversation on what's shaping the future of HR innovation! 🎫 Those looking for a discounted ticket to participate and have a look at this all new European HRTech event, reach via DM! 🌍 Here is a link to the event session: https://lnkd.in/e_DSkgAp

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Welcome to Thursday Talent Trends!: People | Culture | Talent I’m thrilled to share some insights that I believe will be incredibly valuable. Today, I want to explore how to approach a new role as a Senior HR Leader in an organization. We all know the fundamental aspects we need to focus on—what I like to call the hygiene checks: understanding the new industry you’re joining, getting to know the business, building trust and credibility, maintaining a cadence of meetings with organizational leaders, and staying on top of things. However, there’s something even more crucial to your success, and by extension, the success of your team and organization: the importance of deep listening and avoiding assumptions when stepping into a new leadership position. This is the winning key. Here’s a point of view and you can add to your list: • Think about the new role before you even join: Consider how you’ll show up from day one. This is incredibly important and cannot be overstated. • Know the context: Ask yourself, “What does it mean for who I need to be?” As you ponder this, you’ll realize you’re coming from a place influenced by your past experiences, be it working for years in a particular field or holding various positions. • Add value by being a thought partner for business success: Remember, leaders who are self-aware are the most effective at driving business success. Now, let’s move ahead with the best mindset to master: Distinguish Between Reactive Tendencies and Outcome Creating Space: You’re hired for a reason; you are responsible for people and organizational success. There are always two different points of view: • Approaching things from a problem-reacting tendency: This approach is driven by three types of fears—fear of not being liked, fear of not having all the answers, and fear of losing control. • An outcome-creating stance: This approach is about being purposeful, relating to people, being authentic, being system-aware, and getting things done. Operating from this stance means you’ll inherently be focused on creating and building something meaningful for people and organizations. Always be mindful of the what approach are you applying. So, as you read this post, think about what resonated the most with you. What are your key takeaways? If this post makes sense and resonates with you, do repost and share your thoughts.

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My colleagues at IIC Partners have done a great job by describing the concept of #MarketMapping / #TalentMapping and with several real-life examples showing what it could you do for your Talent pipeline. Reading tip! Click this 👉 https://lnkd.in/dWNPXE3i

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🎙 Today in our Tuesday corner #expatsos I have half an hour of practical advice for you! Tune in to learn: 🐻 What relocation to Berlin was like a decade ago, and how does it look today 👋 How to meet people and build friendships after relocating 💕How HR and Global Mobility Teams can foster empathy towards people on their relocation program and why this is important 🧘‍♂️ The role of flexibility and resilience in the relocation process 🌍 Why immigration is not some political stunt but rather the most natural thing in the world All of that and more in this new episode of Resettle Rendezvous hosted by the wonderful Georgia Gkolfinopoulou Link in first comment - enjoy! - - - 👋 Hi, I‘m Michali; my passion is making the world a tiny bit of a better place for minorities. I post about interesting topics for expats, such as news and regulations in Germany in particular and Europe in general, as well as innovation, entrepreneurship, and career. Find it interesting? 🔔 Follow me 🙏

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I really enjoyed reading this article on our "recruitment scars" - a relatable journey for many of us! Greg Savage's message is spot on: let's embrace our scars as badges of honor. They're the rungs of the ladder we've climbed, each one a testament to our growth and mastery. ✨ #RecruitmentJourney #CareerGrowth #LessonsLearned #RecruiterLife #ProfessionalDevelopment #TalentAcquisition

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Eastern Europe's remote workforce is a hidden gem waiting to be discovered. Our CEO, Sergiu Matei, dives deep into this topic in a recent interview, revealing why businesses should look East for their next tech hires 📈 Why look East? - Exceptional skills & strong educational background of Eastern European developers - Cultural affinity with Western work styles and ethics - Adaptability to remote work and time zone differences Plus, he shares key insights on: - Retaining remote talent from Eastern Europe - Recruitment strategies to tap into this hidden pool - Tips for adopting a flexible work model Get the hacks you need to build a global, future-ready tech workforce. Read the full article here: https://lnkd.in/de8H9KUK #EasternEurope #TechTalent #RemoteWork

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Everything that a company does (or doesn’t do) affects its Employer Branding. As a PhD student in the matter I would love to hear your thoughts 💡💬🧑🏻‍💼✏️📈 What would make your work life easier and more pleasant? #employerbranding #innovations #digitalisation

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One topic we discussed during our fair #zukunftpersonal with some HR professionals: 𝐇𝐞𝐚𝐝𝐡𝐮𝐧𝐭𝐢𝐧𝐠 𝐯𝐬 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠-𝐚𝐬-𝐚-𝐬𝐞𝐫𝐯𝐢𝐜𝐞. What works best? 🤔 The decision between headhunting and recruiting-as-a-service is not an easy one, and there are several factors to consider. These two approaches each offer their advantages and disadvantages, and the choice depends on your company’s specific requirements and objectives That is why I decided to write a short blog post, highlighting the Pro's and Con's of each approach to help you in the decision making process. One tip: Do not choose a one fits all solution. Rather make it position specific and work with a recruiting agency that can adapt flexibility to your needs 🚀 Read now: https://lnkd.in/eTp7xMwk What approach will you use to #recruit the best talents for your team?

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🎯 Read one of Randstad's latest blogs on the top 10 most attractive industries for 2024. How are you finding talent in today's competitive market? Recruiting the right talent is crucial for growth and success. Share your experiences and strategies in the comments below! #partnerfortalent #regionalvictoria #talentattraction

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HAPPY INTERNATIONAL HR DAY! Moment of Appreciation: Last week, our People team from Greece, India, Spain (representing Germany), and NoCal joined us here in El Segundo for a Strategy week. It was exhausting AND energizing. We aligned in on AI in HR, Unbuntu as an team construct, job design vs job descriptions, job leveling to career path, system demos, strategic benefits, and so so much more. Aside from all that and just as important, however, is the time we spent getting to know each other. We're a remote/hybrid global organization. Video conferencing can only get you so far. There is magic in the chemistry between coworkers that makes you want to succeed not for yourself...but FOR them and WITH them. We're missing 4 people in the photo (may need to photoshop them in), including a newly hired Talent Advisor...but he came to a happy hour and already feels like part of the team. I'm so grateful to the company, Prodege, LLC for enabling these moments and understanding it breeds better collaboration and cooperation. We're all very different but we worked in concert to get a lot done in the last 12 months. There's more to go on our journey and it's clear that we're #bettertogether #hr #teamworkmakesthedreamwork #peopleoperations #humanresources #globalsummit #strategyweek #thatsalotofjeanjackets #thedenimlife #doubledenim #ootd Kathy Spira, SHRM-SPC Sean Wolpin Cinthia Martinez, PHR Julia S. Beverly Sepulveda Anastasia Alexandridou @michellebirrer Juan Alvarado Loukia Katsimpra Prateek Jha

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Why Recruiters need a CRM with Native Integrations It's extremely likely that, as a recruitment agency, you'll already have a CRM system in place. But if your system doesn’t integrate properly with all of the other tech that’s important to you, your days can quickly get very complicated. Yes, you can utilise webhooks to connect, like Zapier for example, but then it’s you, the recruiter, that needs to maintain the connection and that may require coding – so unless you’re very “techy” this can get complex. Recruitly’s integrations mean that everything you use is in-built, maintained by us, simple to use and has full functionality. So, whether it’s your phone systems, such as DialPad, AirCall etc, your email accounts, such as Outlook or Gmail, your document signing software such as DocuSign, EverSign, or your accounting software like QuickBooks or Xero – Recruitly integrates fully. We also have full native integrations with Apollo and Dripify meaning that you can supercharge your lead generation and outreach. …and it will all work right out of the box as a feature within Recruitly - not as an add-on. If you think your agency could benefit from the advantages of a comprehensive tech stack (but without you having to use loads of third parties and having to have majored in computer science at MIT!), then head over to recruitly.io to book a demo and free trial today. #Recruitment #RecruitmentAgency #CRM #NativeIntegrations #TechStack #Recruitly #LeadGeneration #Outreach #Automation #HRTech #TechIntegration #RecruitmentSoftware #BusinessEfficiency #WorkflowAutomation #TalentAcquisition #HRSolutions #SeamlessIntegration #ProductivityTools

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Recently, I read an article by Sebastian Dettmers, CEO of StepStone, titled ⏰ “The Great People Shortage is coming — and it’s going to cause global economic chaos.” ⏰ The piece sheds light on a pressing issue: the declining birthrates in Western countries and the economic turmoil it could unleash globally. Here’s a summary of the key solutions discussed to counteract these challenges: 👷🏽‍♂️ Embrace Global Talent: Shift the focus from restricting immigration to actively competing for in-demand workers globally. It’s crucial for economic vitality to welcome skills from all corners of the world. 📈 Boost Productivity Through Technology: Accelerate digitalization and automation. Investing in innovative technologies can significantly enhance productivity, preparing us for future demands. 💰 Revamp Wage Structures: Transform low-skilled labor markets by increasing minimum wages, providing incentives for automation of routine tasks, and enhancing the quality of jobs available. 💤 Phase Out Outdated Industries: It’s time to let go of obsolete businesses and industries that no longer serve our modern economy. This will free up resources for more viable, future-focused ventures. 💡 Redefine Education: Shift educational priorities from teaching diligence and obedience to fostering creativity, resilience, and complex problem-solving skills. Preparing our future workforce for an unpredictable world is key. These strategic shifts are not just options but necessities as we face the impending people shortage. Each point invites us to rethink how we approach workforce development, economic growth, and technological advancement. • How can your industry adapt to these changes? • What roles can leaders play in facilitating this transition? Looking forward to your insights! #LaborShortage #economics #workforce #InternationalRecruiting You Work Life! | Recruiting international hospitality, tech and health talent for Austria & Germany https://lnkd.in/dXFj4ee9

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🎙️ My latest mini-podcast on who to hire in HR: freelance vs. permanent is available on Instagram. Discover how freelancers can help you reduce costs. Tune in for insights and leave a like if you find it relevant! #Podcast #HR #Freelance #Hiring #CostReduction #BusinessInsights

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Data-Driven Talent Selection in a Tight Labor Market When I started in recruitment 20 years ago, a typical selection process looked something like this: 1️⃣ Review the applicant's CV and assess fit 2️⃣ Conduct a phone interview to clarify the experience listed on the CV 3️⃣ Hold face-to-face interviews with structured questions (this step repeats with various stakeholders) 4️⃣ Conduct an assessment center (very rare as expensive) 5️⃣ Perform reference checks Since then, we've witnessed major innovations in the world of work, including massive technological advancements, increasing workforce diversity, the rise of the gig economy, and flexible working arrangements. However, what happened to the selection process? Most organizations still follow the exact same process as 20 years ago... 🙈 Three Ways to Enhance Data Capture in Your Selection Process; ✅ Cognitive Assessments: Cognitive abilities have the highest correlation with job performance and future potential. Fortunately, today's cognitive assessments are far more engaging and interactive than the boring old questions of the past. ✅ Video Interviewing: A range of synchronous and asynchronous video tools are now available. The data from these tools can be integrated into many Applicant Tracking Systems, enabling reviews (to reduce biases), and allowing for ratings from both sides. ✅ Job Simulations: Real-world work samples or job simulations offer practical insights into a candidate's skills and potential performance in the relevant environment. Remember, in a skills-short market, talent is assessing you as much as you are assessing them. So, don't make your selection process a convoluted 10-step ordeal. ⁉ Question: Which data and tools are you using successfully in your talent selection process? 👉 My next post will be on the topic of why cognitive abilities really matter...

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