Recruitment for leadership positions

You will receive detailed advice on how the advert can be customised to your specific audience in order to appeal to the profiles you are looking for. The appropriate platforms and channels were discussed in the Kick-off-Meeting. The recruiting team takes over the publication on the appropriate platforms. Usually, these positions are also published on LinkedIn. Independently of this, you can significantly improve your chances of reaching the desired audience by you and your team sharing the job advertisement within your networks. 

In the Kick-off-Meeting, you discussed the procedure and the criteria that are decisive for the selection and also who will support the pre-selection process. We are also happy to refer to social and leadership competencies. For management positions in particular, we recommend a diverse committee. This enables an assessment and discussion of the applications from different perspectives and also serves to reduce unconscious preconceptions. Use the tools available in the recruitment tool (longlist, shortlist, labels, etc.) to assess the applications. This will give you a quick overview of the judgements made by the panel.

In the case of difficult-to-fill profiles, it is particularly important that you review the applications very quickly and contact suitable candidates within a few days. In a tight labour market, speed is of the essence - not only during the initial contact, but throughout the entire process. Generally speaking, prompt feedback to applicants is crucial for a positive employer image.

The recruiting partner or your HR partner will support you in reviewing the applications on your shortlist. Any earlier involvement was also discussed at the Kick-off-Meeting.

Usually, you (and possibly other people from your department) hold the first interview to check the competences discussed in the Kick-off-Meeting that are critical for the position and give the candidates an initial impression of your department and the position. You will hold the second interview together with the Recruiting or HR Partner. HR will obtain references for the final candidates to round off the picture and clarify any open points. For management positions at higher functional levels, it should also be noted that a protected page criminal record extract must be requested from the applicant.

Based on the finalised job description and the function and function level defined with the HR partner, an offer is prepared and communicated by you or HR. Once this has been communicated, HR will send a confirmation of employment to the applicant by e-mail.

Rejections to the remaining candidates will be made by you or HR after consultation. We make sure that candidates who have been interviewed also receive a personal, verbal rejection. This ensures a fair and transparent process, while also providing a positive candidate experience and promoting a positive employer image.
Once the rejections have been completed, recruitment can be ended in the recruitment tool ("conclude recruitment") - this is also done after consultation by you or HR.