Per­son­nel Con­sult­ing

As an ex­ter­nal ser­vice provider, we think “out of the box” and as­sess your sit­u­a­tion ob­jec­tive­ly. Through our con­stant con­tact with the la­bor mar­ket, we rec­og­nize cur­rent so­cial trends, ways of think­ing and act­ing of the ap­pli­cant tar­get groups ahead of time. You ben­e­fit from this in our con­sult­ing ser­vices.

We are the neu­tral con­tact point be­tween com­pa­nies and ap­pli­cants. We main­tain dis­cre­tion in both di­rec­tions. Com­pa­nies ap­pre­ci­ate the pos­si­bil­i­ty to search for em­ploy­ees covert­ly. Ap­pli­cants do not want to place their da­ta di­rect­ly with com­peti­tors or the like. They know that their con­cerns are in our hands with ab­solute dis­cre­tion.

We cre­ate the pro­file of the ide­al can­di­date, whom we then lo­cate for you in a per­sis­tent tar­get­ed search. With more than 30 years of ex­pe­ri­ence, we know where to find the tar­get group, how to in­ter­est them in your job of­fer and how to con­vince them of your com­pa­ny.

1. In an ini­tial meet­ing, we de­ter­mine to­geth­er which re­quire­ments a per­son must ful­fill in or­der to mas­ter the spe­cif­ic tasks in your com­pa­ny.
2. We sys­tem­at­i­cal­ly an­a­lyze how and where we can find suit­able ap­pli­cants and cre­ate a re­cruit­ment strat­e­gy based on this.
3. We con­tact the tar­get group through a pro­fes­sion­al­ly ap­plied set of re­cruit­ing mea­sures.
4. Ap­pli­ca­tions are pro­fes­sion­al­ly an­a­lyzed and struc­tured in­ter­views take place to work out the suit­abil­i­ty re­gard­ing your po­si­tion.
5. We sug­gest suit­able can­di­dates and you de­cide which one(s) you want to meet in per­son.
6. We ac­com­pa­ny the se­lec­tion process un­til the em­ploy­ment con­tract is signed.
7. Af­ter the suc­cess­ful re­cruit­ment, we will con­tin­ue to ad­vise you so that you are op­ti­mal­ly pre­pared for changes.

Gün­ter Stahl GmbH at­tach­es great im­por­tance to dis­cre­tion and se­ri­ous­ness. In the first step, we dis­close rough key da­ta of your com­pa­ny, such as re­gion and in­dus­try. This con­fi­den­tial­i­ty can be main­tained un­til an in­ter­view and pos­si­bly be­yond. Thus, on­ly a nar­row cir­cle of ap­pli­cants learns who our client is.

More than 30 years of ex­per­tise and name recog­ni­tion means that we are a per­ma­nent fix­ture for peo­ple will­ing to change jobs. In ad­di­tion, em­ploy­ees in em­ploy­ment know that their de­sire for change will be treat­ed with ab­solute dis­cre­tion by us. This makes us a trust­wor­thy con­tact point for un­so­licit­ed ap­pli­cants.

In our search as­sign­ments usu­al­ly one per­son is hired. The re­main­ing ap­pli­cants wish to re­main in con­tact with us and ben­e­fit from sub­se­quent as­sign­ments.

We keep our ex­ten­sive pool of ex­ec­u­tives, spe­cial­ists and ex­perts up to date at all times: new ones are con­stant­ly be­ing added and we purge the data­base of ap­pli­cants who have been hired by our clients or for rea­sons of da­ta pro­tec­tion.

A large pro­por­tion of em­ploy­ees are open to talk­ing about a ca­reer change, but they are not ac­tive­ly look­ing for a new job. That’s why we on­ly reach a small­er share of the job mar­ket with ads.

Most of the time, it boils down to “ac­tive sourc­ing” where we ap­proach qual­i­fied peo­ple di­rect­ly and check their suit­abil­i­ty in per­son­al in­ter­views. Be­hind this im­por­tant part and suc­cess fac­tor of our work lies a great deal of pro­fes­sion­al­ism, se­ri­ous­ness and healthy per­sis­tence. At the end of the day, we are talk­ing about sev­er­al hun­dred di­rect ap­proach­es, which we car­ry out un­til they are suc­cess­ful.

We spe­cial­ize in ex­ec­u­tives and pro­fes­sion­als, i.e. charis­mat­ic team leads and spe­cial­ists with pro­fes­sion­al ex­pe­ri­ence in their field:

• We have proven nu­mer­ous times that we fill the ex­ec­u­tive lev­el up to the man­age­ment with tact and lev­el.
• The same goes for spe­cial­ists with un­com­mon ex­pert knowl­edge.
• We start at the se­nior clerk or fore­man lev­el, but in­dus­tri­al em­ploy­ees are not part of our spec­trum.

The mere ap­proach of suit­able per­sons for a va­cant po­si­tion is some­times re­ferred to as “head­hunt­ing”. How­ev­er, this is on­ly a part of the ser­vices we pro­vide as a per­son­nel and man­age­ment con­sul­tan­cy.

We an­a­lyze your needs, ad­vise on the right suit­abil­i­ty and the pos­si­bil­i­ties of­fered by the la­bor mar­ket.

As an ex­ter­nal ser­vice provider we have a neu­tral po­si­tion to­wards all par­ties in­volved. This in­cludes ad­di­tion­al pos­si­bil­i­ties and po­ten­tials than if you search for the po­si­tion your­self.

We al­so sup­port you af­ter a po­si­tion has been filled, e.g. in for­ward-look­ing plan­ning and the fur­ther de­vel­op­ment of your valu­able team of em­ploy­ees.

We an­a­lyze in de­tail your re­quire­ments and the pre­req­ui­sites of the tar­get group you are look­ing for: the tasks, in­dus­try, his­to­ry and phi­los­o­phy of your com­pa­ny flow in­to our eval­u­a­tion just as much as the qual­i­fi­ca­tions, needs, per­son­al­i­ty and salary ex­pec­ta­tions of the ap­pli­cants.

This re­sults in a match­ing process that high­lights dis­crep­an­cies and match­es, which flows in­to an A‑B-C analy­sis of the avail­able ap­pli­cants. Based on a short­list of suit­able ap­pli­cants, we make rec­om­men­da­tions for the fur­ther se­lec­tion process.

We can­not give a con­crete an­swer to this ques­tion be­cause fill­ing a po­si­tion is an in­di­vid­ual chal­lenge. In ad­di­tion, there is the hu­man fac­tor of our work. We can­not see in­to the heads of our ap­pli­cants. It may hap­pen that an ide­al ap­pli­cant changes their mind at a late stage of a com­plex se­lec­tion process. In this case, we need to re­it­er­ate the re­cruit­ment process – and that takes time.

But we can re­as­sure you: Gün­ter Stahl GmbH will keep search­ing un­til we find the ide­al can­di­date. We fo­cus on cre­at­ing a win-win sit­u­a­tion for both sides. On­ly then are the pre­req­ui­sites ful­filled for a suc­cess­ful co­op­er­a­tion that will last sev­er­al years.

Our fee is based on the time and ef­fort in­volved in the re­cruit­ment process. At the be­gin­ning of the co­op­er­a­tion, a trans­par­ent writ­ten con­tract is mu­tu­al­ly signed be­tween the com­mis­sion­ing com­pa­ny and us. This in­cludes that par­tial pay­ments of the fee for our ser­vice are due.

As a con­sult­ing com­pa­ny that sup­ports you in the re­cruit­ment process from the first in­quiry to the suc­cess­ful com­ple­tion of the pro­ba­tion­ary pe­ri­od, you pay for the re­cruit­ment process with the re­sult of hir­ing the right em­ploy­ee.

We stand for the fact that you have the right em­ploy­ee in your com­pa­ny in the medi­um and long term. For this rea­son, we of­fer a pro­ba­tion­ary pe­ri­od guar­an­tee and will fill the po­si­tion if some­thing hap­pens in the mean­time.

We work ex­clu­sive­ly on be­half of com­pa­nies. From this side our ser­vice is paid. Ap­pli­cants can­not com­mis­sion us.

How­ev­er, ap­pli­cants ben­e­fit from our in­ter­nal com­pa­ny knowl­edge. Be­fore po­si­tions be­come pub­lic, we are of­ten al­ready aware that a po­si­tion needs to be filled. Feel free to con­tact us and send us your un­so­licit­ed ap­pli­ca­tion. This cre­ates valu­able con­nec­tions and op­por­tu­ni­ties — take ad­van­tage of them!