If not, let me briefly share the advantages a Boutique Recruiting Firm offers over larger, more generalized agencies:

• Specialized expertise: Owners of Boutique Recruiting Firms are mostly specialized in specific industries like FMCG or Life Science. Own management experience within an industry and a deep understanding of role requirements enables Boutique Recruiting Firms to better understand the unique needs of both clients and candidates.
• Personalized service: Boutique Recruiting Firms provide a truly personalized and attentive service. Unlike larger agencies where most of the project work is conducted by junior consultants, the owner of a Boutique Recruiting Firm works on eye-level with both senior client management and senior candidates, tailoring their approach to meet individual needs and preferences.
• Flexibility and agility: Boutique Recruiting Firms are typically more agile and adaptable than larger agencies. They can very quickly adjust their strategies and processes to accommodate changing market conditions or client requirements, providing more customized solutions and faster turnaround times.
• Access to top talent: Despite their smaller size, Boutique Recruiting Firms have access to the same pool of top talent as larger agencies. Their specialized focus and personalized approach attracts high-quality candidates who prefer working with senior recruiters who understand their industry and career goals because of own management experience in a specific industry like FMCG or Life Science.
• Focus on quality over quantity: Boutique Recruiting Firms prioritize quality over quantity. They are focused to find the best-fit candidates and they present only a limited number of short-listed candidates. In addition, long-term service levels of a Boutique Recruiting Firm owner does result in higher-quality placements and better long-term outcomes for both clients and candidates.

Overall, Boutique Recruiting Firms offer a unique combination of specialized expertise, personalized service, and agility that can provide significant advantages for clients seeking top talent in specific industries or niche areas.

AKlein-Consult: Great Roles in FMCG 🛒, LifeScience 🧪and Asia 🌏.

When contacting potential candidates for great job opportunities, I often see outdated LinkedIn profiles. Here are some reasons why it makes a lot of sense to keep your LinkedIn profile always up to date:

1. Professional Image: Your LinkedIn profile is the first impression you make on recruiting agencies. An up-to-date profile shows that you are actively engaged in your professional life and that are serious about your career.

2. Career Opportunities: Recruiters use LinkedIn to search for promising candidates, and having an up-to-date profile will increase your chances of being discovered for great job opportunities.

3. Networking: LinkedIn is a powerful tool for networking. An up-to-date profile can help you to connect with other professionals in your field, join relevant groups and discussions, and showcase your expertise and accomplishments.

4. Branding: Your LinkedIn profile is an extension of your personal Brand. It establishes you as an expert in your field and increases your visibility among your professional network.

5. Time Management: An up-to-date LinkedIn profile saves time; both yours and the recruiters. This is because a recruiter would not contact you when you’ve just changed your company. With an outdated profile, you’ll spend time responding and the recruiter to follow-up.

6. Industry Insights: LinkedIn provides valuable industry insights, news, and trends, and an up-to-date profile helps you to stay current with the latest developments in your field.

Overall, keeping your LinkedIn profile up to date is essential for maintaining a professional image, expanding your network, and advancing your career.

AKlein-Consult: Great Roles in FMCG 🛒, LifeScience 🧪and Asia 🌏.

Your LinkedIn profile is your professional online presence and a digital representation of your career and capabilities. Highlighting your people skills on your LinkedIn profile is crucial for the following reasons:

Attracts Opportunities: Recruiters use LinkedIn to search for management candidates with mandatory people management skills. Demonstrating strong people skills makes you stand out for great roles.

Leadership Type: Highlighting your people skills on your LinkedIn profile establishes your credibility and authority. Specifically, it#s important to differentiate between your functional and disciplinary leadership experience.

Team Size: Management roles come with various team sizes. Often expertise in leading large teams is mandatory for a role. Thus, your LinkedIn profile should identify the size of your team responsibility.

Overall, your LinkedIn profile serves as a digital resume and personal Branding tool. Highlighting your people leadership skills will enhance your professional reputation, attract opportunities, and advance your career.

AKlein-Consult: Great Roles in FMCG 🛒, LifeScience 🧪and Asia 🌏.

Have you lately struggled to fill key open positions? That’s completely understandable. Much like the quest for the finest truffles, finding the ideal candidate in today’s competitive job market can be quite challenging.

I’m here to help you successfully fill your vacancies in the new year! 💼✨.

With my industry expertise and management experience from Procter & Gamble and Coca-Cola, combined with 20+ yrs. of active sourcing for FMCG and Life Science roles, I am well-equipped to assist you.

By leveraging your detailed brief, I will personally reach out to and identify the best candidates who align with your company’s needs.

Don’t hesitate to get in touch for a no-obligation conversation. Let’s collaborate to attract the best talent for your team! I look forward to connect and support you in filling your open positions.

AKlein-Consult: Great Roles in FMCG 🛒, LifeScience 🧪and Asia 🌏.

Do you still use hypothetical rather than fact-based interview questions? Let me briefly share with you why fact-based job interview questions are state-of-the art and when hypothetical questions might make sense?

Objective Evaluation of Real Examples: Fact-based interview questions focus on past candidates’ examples that are relevant for the vacant position rather than relying on speculative answers which candidates can make up. Thus, 3 points are crucial:

1.      What was the concrete objective of a project? (i.e. %-change vs py)

2.      What has the candidate done? (he himself)

3.      Which KPI results were achieved? (in comparison to the objective)

Predictive Validity: Past behavior is a strong predictor of the future. When you ask fact-based questions about past successes, you obtain insights into how candidates are likely to perform in similar situations in the future.

Structured Interviews: When you conduct multiple interviews by different interviewers, you obtain comparability via a structured interview process with similar fact-based interview questions. Thus, you reduce a potential bias in the hiring decision as al interviews are done based on consistent criteria.

Examples when Hypothetical Interview Questions Do Make Sense:

1. Case Study Questions which are typical for the interviewed role, i.e. an annual employee appraisal, a change of priorities/timings, or an unplanned event. Thus, a case study provides insights on candidates creative & innovative thinking and their ability to tackle issues that are relevant for the role.

2. Future Orientation questions on the first 100 days on the job. This allows you to gauge candidates’ vision, goals, and aspirations within the context of the role and the organization.

In conclusion, fact-based questions that focus on candidates’ past experiences and achievements are key for a successful job interview while hypothetical questions like a case study or a plan for the first 100 days are a good addition.

AKlein-Consult: Great Roles in FMCG 🛒, LifeScience 🧪and Asia 🌏.

Candidate ghosting in recruitment refers to the abrupt and unexplained cessation of communication between a candidate and a recruiter. This can occur at any stage of the hiring process, from initial contact to post-interview follow-ups. Ghosting can be no response to emails, neglecting scheduled calls, or simply disappearing without notice.

Here’s why you should not ghost a recruiter:

You’ll miss learning opportunities: Constructive feedback is invaluable for professional growth. When you ghost a recruiter, you deny the opportunity to receive insights into your strengths and weaknesses, you hinder learning and improve for future interviews and career endeavors.

Your reduced job market visibility impacts your overall career path: Ghosting can contribute to your invisibility in the job market. A recruiter recalls your reputation for ghosting and thus is inclined not to contact you again for future opportunities. This will limit your opportunities, making it challenging for you to secure positions aligned with your skills and aspirations.

In summary, candidate ghosting has profound consequences for you as a job seeker. Professional recruiters play a crucial role in mitigating these effects by fostering a culture of open communication, providing constructive feedback, and treating a candidate with respect. A commitment to transparency not only benefits you as a candidate in the short term but also contributes to a healthier and more ethical recruitment ecosystem in the long run.

AKlein-Consult: Great Roles in FMCG 🛒, LifeScience 🧪and Asia 🌏.

As a professional recruiter, I know that the job market consists not only of candidates who are actively seeking a job change. Just like an iceberg, where 90% remains below the surface, there is a hidden job market filled with a large number of candidates who are not actively applying for job postings but are open to interesting opportunities.

To tap into this hidden job market for your vacancies, I strategically search my network and platforms like LinkedIn or XING based on your briefing to find the right candidates.

My role is then to generate interest in your vacancy and thoroughly assess whether their profiles match the job requirements.

I would be more than happy to help you find the best talent for your vacancies. Just reach out to me!

AKlein-Consult: Great Roles in FMCG 🛒, LifeScience 🧪and Asia 🌏

Have you ever had a bad experience with database candidates? As a boutique recruiter, I always present you with ‘dewy’ candidates. This has the following advantages for you:

1. Customization: In my fresh searches, I tailor the recruitment process to your specific needs and requirements. I take the time to understand your exact requirements for the vacant position. This allows me to target only those candidates who do not only come with the professional qualifications, but also fit well into your company.
2. Access to passive candidates: Large recruiting firms often tap into a database of candidates who are looking for jobs. With my ‘always fresh’ search, I approach passive candidates. As a rule, they are not actively looking for a job. However, I present them with a new, exciting challenge and thus significantly expand the talent pool for you.
3. Top quality candidates: By targeting ‘dewy’ candidates, I ensure that the profiles not only have the required skills, but also have the right motivation and attitude. Often database candidates are not the best options as they may not have the same passion or commitment for the specific role.
4. Personal contact: As a boutique recruiter with many years of industry management experience, I place a high value on personal relationships. I have in-depth conversations with candidates to understand their goals, aspirations and concerns. This personal touch is often lacking in large recruiting firms, as contact is often made through junior employees. Thus, a trusting relationship with candidates at eye level leads to greater acceptance and satisfaction.
5. Flexibility and speed: As a boutique recruiter, I can react quickly to changes in the recruitment process. Whether it’s adapting requirements or quickly identifying new talent, I can act flexibly and efficiently without being restricted by the bureaucratic processes of a large recruiting company.

AKlein-Consult: Great Roles in FMCG 🛒, LifeScience 🧪and Asia 🌏.

In the past, you could easily fill a vacancy by just putting the role on your website or advertise the vacancy online. Today, the market of potential candidates has become significantly smaller, and an online job offer only reaches candidates who are actively searching for a new role.

Here are 6 reasons why it makes sense to use a Professional Recruiting Agency like AKlein-Consult:

1. Access to the Hidden Talent Pool: Based on a client briefing, I actively search through the hidden market of passive candidates who are not actively looking for jobs but might be open for a great opportunity. Especially for hard-to-fill positions, a direct approach towards passive candidates is crucial for a successful recruiting.
2. Specialized Expertise and Networking: My specialization is FMCG and Life Science plus Asia. This is based on my own Management expertise and extensive networks within this industries & regions. In addition, I come with a deep understanding of the respective candidate markets as well as the skills and qualifications needed for specific roles.
3. Time-Saving: You might get a large number of applications via your company website or job portals. However, many applications do not meet your requirements and sending rejection mails is time consuming. Also conducting initial interviews and candidate checks are eating-up your time. Outsourcing these tasks to a Professional Recruiting Agency like AKlein-Consult saves time and allows you to focus on very few pre-screened and handpicked candidates.
4. Cost-effective: While there is a fee associated with my service, the cost of a position that is vacant over a longer time or hiring the wrong person can be much higher. I help to mitigate this risk by quickly finding candidates who are the best fit for the role and the company culture.
5. Streamlined Process: I’m experienced to manage the entire hiring process, from sourcing candidates to negotiating offers. This leads to a more efficient and streamlined hiring process overall.
6. Confidential Searches: In some cases, you have to keep your hiring processes confidential. Using a Professional Recruiting Agency like AKlein-Consult ensures 100% discretion, especially when recruiting for sensitive or high-level positions.

AKlein-Consult: Great Roles in FMCG 🛒, LifeScience 🧪and Asia 🌏.