3. Aug, 2017

Changing the focus and the side in the recruiting process.

Checkpoint Charlie (https://www.berlin.de/en/attractions-and-sights/3560059-3104052-checkpoint-charlie.en.html) is a good analogy for my current situation, as I just changed from the job seeking to the candidate searching and recruiting side of the process.

Since 01-Aug-17 I am pretty busy with covering a lot of the initial administration stuff (taxes, bank account, insurance, government labor office contribution, etc.) besides looking for candidates for my current projects. Interesting to see the differences between putting yourself in the best possible light to be attractive for recruiters and hiring companies, and the opposite approach to find the best possible talent and candidates in the "great ocean" of available people in e.g. LinkedIn and XING. Getting in contact with the right experts, who are willing to take a job change into account, is the new "day command" 😉.

My current challenge is to adjust the standard process with alternative hiring methodes and ideas, plus to make best possible use of smart technology and tools. You have to be different from the mass of recruiters, to be fast and successful --> right placement. And I will and have to bring my personal experience from the last 52 weeks into the game as well. To "steal with pride" from approaches that did work well and to improve all the weak and bad behavior and processes I have seen. I owe this to the candidates 👍.

Some bonus material below:

“Finish each day and be done with it. You have done what you could. Someblunders and absurdities no doubt crept in; forget them as soon as you can.Tomorrow is a new day. You shall begin it serenely and with too high a spirit to be encumbered with your old nonsense.”
Ralph Waldo Emersonhttps://www.poets.org/poetsorg/poet/ralph-waldo-emerson