{"id":34557,"date":"2018-03-25T09:56:34","date_gmt":"2018-03-25T07:56:34","guid":{"rendered":"https:\/\/cms.munich-startup.net\/?p=34557"},"modified":"2018-03-21T11:16:54","modified_gmt":"2018-03-21T10:16:54","slug":"guest-article-headhunter","status":"publish","type":"post","link":"https:\/\/cms.munich-startup.net\/en\/34557\/guest-article-headhunter\/","title":{"rendered":"Guest article: Do we really still need a headhunter?"},"content":{"rendered":"

Skilled labor shortage is probably the<\/em> A buzzword in the human resources sector. Precisely because of the frequent focus on technology, IT specialists are desperately needed. But specialists are also sought after in many other niche industries. Startups often have a hard time attracting candidates on their own.<\/strong><\/p>\n

In most cases, it's not a lack of motivation to work for a startup that's a problem, but rather the unavoidable invisibility. In addition, the immense demand has made it increasingly confusing on the various job platforms. While XING, LinkedIn, Stepstone, etc., now offer many new tools that make e-recruitment easier for startups, they still involve a significant amount of time. Understandably, HR professionals aren't the first people hired, and founders have enough other things to worry about than dealing with job platforms.<\/p>\n

Headhunter with algorithm<\/h3>\n

So, does traditional headhunting offer the solution? It handles the entire search and delivers candidates\u2014but unfortunately, it's also very costly. So why not go one step further and use Headhunting 4.0? This combines technological and human components. In the case of JobRocker, a self-learning matching algorithm handles the initial pre-selection before consultants with industry-specific expertise continue the process. This saves a lot of time (and therefore money) and increases the quality of the candidates.<\/p>\n

But it offers advantages beyond just the company side. Candidates also have access to the "hidden" job market after registering for free. Simply creating a profile and uploading a resume is all it takes, thus avoiding various premium memberships and the tedious process of sending application letters, motivational letters, and references.<\/p>\n

However, confidentiality is maintained for both parties. Companies do not see which candidates are registered, and candidates do not see which companies have advertised positions. Both parties are only automatically notified when the job and candidate profiles are successfully matched.<\/p>\n

The approach of combining revolutionary technology and the in-depth experience of specialist consultants is a new way for successful, modern recruiting in the digital world and has already revolutionized entire industries.<\/p>\n

\n

About the author<\/strong><\/p>\n

\"\"<\/a>G\u00fcnther Strenn <\/strong>is the founder and managing director of the digital headhunting platform JobRocker<\/a>. The Salzburg native looks back on over nine years of headhunting experience and, together with his team, is currently in the process of disrupting the aging personnel consulting business into digitalization.<\/p>\n

 <\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"

Skilled labor shortages are probably the buzzword in the human resources sector. Precisely because of the frequent focus on technology, IT specialists are desperately needed. But specialists are also sought after for many other niche industries. Startups often have a hard time attracting candidates on their own. Because it's usually not a lack of...<\/p>","protected":false},"author":12,"featured_media":34565,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[5638,1],"tags":[418,336],"acf":[],"yoast_head":"\nGastbeitrag: Braucht es wirklich noch einen Headhunter? - Munich Startup<\/title>\n<meta name=\"description\" content=\"Fachkr\u00e4ftemangel ist wohl das Buzz-Word im Personalbereich. 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