Personnel consulting for the hotel and catering industry

Recruitment refers to the service whereby an intermediary (usually a recruitment company or agency) searches for, pre-filters and recommends qualified candidates for vacancies in your company. This process involves identifying, approaching, assessing and presenting candidates who meet the employer’s specific requirements.

Recruitment aims to create permanent positions between companies and candidates. In contrast, temporary work allows companies to hire employees for limited periods of time, with the temporary employment agency remaining the formal employer. Recruitment focuses on the long-term integration of the candidate into the company.

The duration of the placement process may vary depending on the specificity of the job requirements and the availability of qualified candidates. On average, the process can range from a few weeks to several months. Transparent communication with your recruitment agency can help to set realistic timeframes.

Costs may vary depending on the agency, the scope of the search and the position level. As a rule, recruitment agencies charge a commission, which is a percentage of the annual salary of the candidate placed. Some agencies also offer fixed-price packages or performance-based payment models.

Recruitment agencies conduct a thorough needs analysis and recruitment consultation to understand your company culture and specific requirements. This includes assessing the skills, experience and personality of candidates to ensure that they are a good fit for the company, not only professionally but also culturally.

Many recruitment agencies offer a guarantee period during which they will look for a replacement candidate free of charge if the employment relationship is terminated prematurely. The terms of this guarantee vary depending on the agency, so it is important to clarify this in advance.

Yes, you can usually choose from a pre-selection of candidates that the agency has identified as suitable. After an initial assessment by the recruitment agency, you can decide which candidates should be invited for interviews.

Recruitment agencies understand the importance of discretion, especially when it comes to filling sensitive positions. You undertake to treat information confidentially and only pass on candidate information with the express consent of the company.

Yes, many recruitment agencies have a global network and can assist in finding and placing candidates for international positions. It is important to choose an agency that has experience in the desired region or industry.

Open and continuous communication with your recruitment agency is crucial. Share clear and detailed information about the position, your expectations and your company culture. Feedback on candidates presented helps the agency to refine its search and better respond to your needs. Also, be open to recommendations and assessments from the agency, as they can often offer valuable perspectives based on their experience.

Communicate openly about your decision to use a recruitment agency and explain how the process works. Ensure that internal candidates have the opportunity to apply and that their applications are treated with the same care and attention as external candidates.

Choose a recruitment agency that has experience in your specific industry. Ask for references, case studies or examples of successful placements in your industry. An agency that knows your industry will be able to identify and approach the right candidates more effectively.

Create a detailed job description that includes not only the tasks and required qualifications, but also information about your company culture and values. Also consider what support and training you can offer the new employee to ensure a successful transition.