Native German speakers are one of the most in-demand candidates in 2021. It means that if you are a company offering german speaking jobs, you might have to incorporate a few strategies to attract top talent to your organization. This being said, how can companies attract qualified German candidates in 2021? Let’s find out!
A new year brings new challenges, but there is no problem without a solution. Working on these out-of-the-box recruiting strategies will allow you to spot the most suitable German applicants to your job offers:
6. Be Flexible
At first these tips will seem impossible to consolidate. However, if you think of them in the long run, they will definitely pay off. Many companies tend to make the mistake to forget they were once in the candidate’s position, being interviewed, and therefore, are inclined to overlook a few important factors. Nevertheless, when it comes to German candidates, adjustments will have to be made.
If you are either a company located in Germany or in any other country, you must understand that your German future employees could be spread across the world. What are you willing to do in order to attract them? Consider putting together a significant and helpful relocation package.
One way to approach this strategy could be by asking yourself the following question: “What assistance would I need if I decided to relocate to a new country/city?”
On the other hand, If you are offering work from home opportunities, this might not apply to you. Nonetheless, do not discard this possibility, as we are living in unknown times and your remote position might end up requiring an in-office German speaker employee.
Communicating your job description clearly and being honest is a must! Believe me when I say you will lose not only top German speaking applicants, but top candidates overall if you are not sincere.
Your company’s integrity is constantly being analyzed by your audience. Therefore, make sure to be consistent, clear, and transparent with your future employees — especially in your job offer.
What should you state in your job offer? Other than the obvious (job title, role’s description, location, salary, work hours, benefits, etc.), be sure to share any other informational material and statistics about your organization. In other words, anything that will serve as valuable data to jobseekers.
Top native German speakers are aware of how solicited their candidacy is. Consequently, broadcasting career growth opportunities within your company can set you off to an upstanding start.
Career growth opportunities can either be horizontal or vertical. What do they mean?
Horizontal career growth: is the development of responsibilities within the same position. As its name even says, it is a sideways growth, in which you advance in knowledge, until it is time to move upwards (vertical career growth).
If on one hand it is difficult to offer high salaries due to the pandemic and other components, on the other hand it is worth it in the long haul. It all comes down to your company’s needs and to your budget.
When attracting qualified German candidates in 2021, you might find it necessary to be more lenient with compensations propounded. Notwithstanding this fact, bear in mind that it all relies on the position you are offering and the candidates you are seeking.
Attracting expats and local German speaking candidates will require some extra aids as they are required in multiple companies all over the globe. Nonetheless, offering them health insurance coverage will definitely assist you with this mission.
Although most European countries provide free medical care, most people still choose to have private services, as the waiting list for medical examinations tend to be longer in the public health system. This being said, your company might want to differentiate itself by contributing to your employees’ wellness and by demonstrating you understand the importance of their health.
Nowadays, especially with COVID-19, being flexible is a crucial factor sought by German speaking candidates when applying for jobs.
What does being flexible entail? Set some time to ponder on offering remote or hybrid job opportunities, allow some alternatives when it comes to your employee’s work hours and schedules, and consider different measures to quantify & qualify your employees’ satisfaction level.
Benefit packages are an attractive incrementation to german speaking jobs — especially when they are stated in the “as an employee you’ll enjoy” section of a job’s role.
This is your chance to use your social media channels (including your website) and your job description to broadcast what makes your company unique. Here is where you can share your values and why German applicants should consider working with you and being part of your international team. It could be related to perks your department offers, career growth opportunities, your work environment, what your institution stands for, and how it is viewed by your community.
If this strategy is applied correctly, even non German speakers will consider learning German next!
Why is it necessary to display statistics and numbers in your job offers, websites, and marketing materials, such as brochures, banners, posters, etc? Because most people are visual learners. Although Germans have some of the best schools and universities in the world, they are still part of the 65% of humans who are visual learners. Do you not believe me? Check this out:
(Photo Credit: Xomly.com)
Branding your work culture is one of the best strategies your organization could invest in. Top companies, such as Google, Facebook, and Apple have spent years developing their employer branding and securing the satisfaction of their internal clients; their own employees.
How do you do this? Start with an internal communication audit and then activate your internal communication department to come up with objectives & goals. Once your internal plan is into action, begin to share your improvements and accomplishments in all your social media channels.
The goal is to showcase your company’s work culture and create a work environment where candidates would want to be a part of. If you succeed, your chances of attracting top talent, especially top German applicants, will be higher.
These are some strategies to integrate in your company’s recruiting processes and techniques to attract qualified German candidates in 2021. If you know of any other out-of-the-box ideas, share them with us in the comment section below.