Management wanted by headhunter! Recruitment Agency fishes like player consultants in the “premier class” ..
Board is searched for by headhunter from Recruitment Agency: WHAT main sportive consultant AND STAFF ADVICE HAVE TOGETHER
We look spellbound on the top players and top coaches in the world and fever with. Everyone knows, for example, the Champions League and their special conditions. The top players and top coaches are present daily through the press and in all media. This is just as important in the TOP management level of the Management Board and Supervisory Board. If we look at the incredibly high salaries, our temperature also rises and we ask ourselves: what does a career of the mostly young media heroes look like and who actually discovered and advised them? So it is in the Champions League of business and industry companies. Board members and managing directors have a transparent “career path” in the media and can be closely observed in the social networks via the CVs and in a transfer market.
To mediate management board in management …
In sports, there are game consultants behind, who coach the footballers and accompany them on their career path. They negotiate with the clubs, advise them on changing and support them with further professional concerns. If you look at the headhunter market, it is comparable to a player adviser. A good recruitment consultant is in constant contact with his candidates in the executive and management area. The Headhunters advise and mediate in all professional aspects of the candidates. Once a board member or managing director has built up the trusting basis for headhunter consultants in the management area, he can rely on the fact that the headhunter consultancy trusted through his constant coaching will maintain or even increase his market value.
Clubs use the agents to come to coveted players. Comparable is this approach with the economy. Especially when we look at the shortage of skilled workers, companies engage recruitment consultancies in order to engage the best of the best – especially in STEM professions, such Managing Director IT or Chief Financial Officer – to find and retain.
Headhunters will find the perfect manager
What counts with both types of consultants is the network of headhunters: Usually, consultants build this up over the years, creating a relationship of trust with their candidates and thus also benefit from their insider knowledge. It is also possible to observe parallels with the transfer market. So there are special public databases in the sport for the top players in the transfer market. Similarly, there are publicly available networks in the German economy. XING and LinkedIn are now familiar to every supervisory board and executive board or managing director. Thus, the careers of managers can be found not only on the company’s websites but also in the social networks.
For example, companies do not even advertise many positions. Be it that it is a successor appointment or that candidates who fit this position are so specialized that they can hardly be reached through an open call for tenders. The company relies in this case on the expertise of a consultancy and receives a well-selected proposal to applicants. This covert labor market is not accessible to “everyone”. Only personnel consultants who have a good “wire” to their clients can make already here desired mediations and consultations.
Concealed Labor Market: Today Board and Morning Supervisory Board
Insider knowledge also includes the knowledge of earning potential. Consultants know clubs and companies for years and thus have a good insight into the different salary structures of the clubs or companies. Thus, you offer a very good paycheck for your candidates or players. It is the same with the headhunters in the consultation in the “premier class”. Contracts and salaries are here a sensitive topic and degree-knives for success in the top positions.
In addition, these other features characterize player advisors and personnel consultants: Knowledge of human nature: the handling of different personalities, international differences and the understanding of the opposite in the shortest time, are among the qualities of good consultants. It is precisely this human-to-human communication that distinguishes this recruitment consultant market.