Recruiting in Germany, Switzerland, Austria
Getting it right the first time
Germany is a lucrative and prestigious market for foreign companies to tackle and master and poses strong challenges in terms of complexity, diversity and competition despite the traditionally strong foundation. One of the most crucial factors for success for foreign companies in Germany will be hiring the right people on the ground from the onset which means that the often vastly underestimated recruiting / hiring process may determine success or failure, even of these companies with the right product at the right time.
Getting it right first time is crucial for any hire. For a foreign business where the growth potential in Germany can rest on the shoulders of the first “man on board” the cost of a mistake could be immeasurable. As with every market Germany has its own challenges. Recruiting outside of the domestic “comfort zone” is a challenge for any company and the following pointers dealt with in some depth in this paper, should give a sound framework for the issues to consider.
Getting it right first time is crucial for any hire. For a foreign business where the growth potential in Germany can rest on the shoulders of the first “man on board” the cost of a mistake could be immeasurable. As with every market Germany has its own challenges. Recruiting outside of the domestic “comfort zone” is a challenge for any company and the following pointers dealt with in some depth in this paper, should give a sound framework for the issues to consider.
Finding the right candidate in a market the size of Germany may appear daunting – and it is! A structured approach to recruiting is an investment and ideally shouldn’t be left to chance – getting it wrong costs money. Issues like timing, deadlines, binding internal resources as opposed to fee should ultimately determine the recruiting strategy.Finding the right candidate in a market the size of Germany may appear daunting – and it is! A structured approach to recruiting is an investment and ideally shouldn’t be left to chance – getting it wrong costs money. Issues like timing, deadlines, binding internal resources as opposed to fee should ultimately determine the recruiting strategy.
More often than not the cost of the recruiting / hiring process is perceived to be a necessary evil and an expense which should be held to a minimum come what may. The cost of recruiting agencies, advertising Executive Search can amount to 1/3 of first year’s salary which at face value is a lot of money. However, making a mistake in any hiring process can cost a lot more money than is immediately obvious. It is vital to consider not the “cost of a hire” but the “potential cost of a bad hire”.
Oftentimes it can take up to 6 – 12 months to ultimately determine if any employee is a good hire. At this point the wrong decision may have incurred costs up to 3.5 times annual salary.
Oftentimes it can take up to 6 – 12 months to ultimately determine if any employee is a good hire. At this point the wrong decision may have incurred costs up to 3.5 times annual salary.
What is immeasurable, particularly in the case of a first market hire is the lost revenue, missed opportunities and potential for damage to the company’s image. An early stage business in a competitive market may do irreparable damage by selecting the wrong candidate. For foreign companies recruiting in alien territory, the potential to make a mistake is much greater than on home ground.
More information about our recruiting in Germany, Switzerland and Austria offering:
Recruiting in Germany Overview (PDF Document about 1.2 MB)
More information about our recruiting in Germany, Switzerland and Austria offering:
Recruiting in Germany Overview (PDF Document about 1.2 MB)
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