HMP - Recruiting

Contact Form

Holger Manske & Partner GmbH
Kurfürstendamm 22, 10719 Berlin

Tel.: +49 (0) 30 319 80 41-0
Fax +49 (0) 30 319 80 41-23
Email: info@hmp-change.com

Title:

First Name:

Last Name:

E-Mail:

Telephone No.:

Subject:

Your message:

The information that is gathered on this site will not be shared with or sold to ANY third party.

Email Page

Holger Manske & Partner GmbH
Kurfürstendamm 22, 10719 Berlin

Tel.: +49 (0) 30 319 80 41-0
Fax +49 (0) 30 319 80 41-23
Email: info@hmp-change.com

How online sourcing works

Web 2.0 / online sourcing

The key to successful sourcing in social networks is to follow the etiquette. This means being conscious of other’s time, preparing well and providing facts and solid arguments. In the last few years we have evolved our approach continuously. For example, we noticed that using sophisticated electronic search mechanisms is much less effective than scanning more CVs quickly by experienced sourcing professionals.
Therefore, we follow the following steps in online / web 2.0 sourcing:

Initial definition of profile, including creation of hand-out materials

Key words are derived from profile (and list is extended during search)

Target companies are defined (and list is extended during the search)

Key-word search in XING, linked-in and other social networks

Manual quick scan of hundreds, even thousands of CV documents (as too narrow
key-word searches sort out too many candidates)

"Quick turn around" loop with customer with five best profiles after 2-3 days,
   mostly without knowing yet if candidates are interested. Nevertheless, this
   discussion improves quality of the search, speeds up by avoiding wrong profiles
   and takes only a few minutes – thus even reducing the usual time to discuss a
   profile

Contacting of suitable candidates

Get response from candidates

Explain and sell job to candidates

Select interested and suitable

Conduct screening interview via phone or skype video

Create recommendation to client on suitable and interested candidates

Handover of candidate to client

Optionally, we can also execute in-house-recruiter tasks like scheduling interviews
and liaising with candiates. This reduces the capacity of a DIRECT SOURCING recruiter
to about 6-7 positions in parallel.

How employee referral polling works

Employee referral polling

The key to successful referral polling is to select the right target group, ideally the top talent and management of your organization. As these people are very dedicated they are highly motivated to contribute to the recruiting. Typically they just don’t take the time to fill a tedious referral form. Therefore, calling them and making the referral as easy and convenient as possible is the solution.
Therefore, we follow the following steps in employee referral polling:

Initial definition of profile, including creation of hand-out materials

Identification of top talents and managers who should be "polled" for providing
referrals

Information to referrers on the program

Contacting of the referrers via phone, explaining the program and asking for
referrals. Typically 2-4 calls per referrer are required to get an optimized response
rate

The time required for referrers is minimal, what is important is to create a positive
conversation as most people are willing to help but just usually do not take the
time

When polling employees it is not necessary to pay a referral fee to employees

Talent knows talent and attracts talent

Check with referrers if they want to contact the candidate, or if we do it, using
their name or not

Contacting of suitable candidates (us or referrer)

Get response from candidates (us or referrer)

Explain and sell job to candidates (us or referrer)

Select interested and suitable

Conduct screening interview via phone or skype video

Create recommendation to client on suitable and interested candidates

Handover of candidate to client

Optionally, we can also execute in-house-recruiter tasks like scheduling interviews
and liaising with candiates. This reduces the capacity of a DIRECT SOURCING recruiter
to about 6-7 positions in parallel.

Why we are strong in DIRECT SOURCING

Successful service for many years to companies like SAP, Deutsche Telekom and accenture

Proven approach to convert job profiles into key words and to create target company lists

Strong networks in Linked-in, XING and other social networks

Experienced professionals used to screen hundreds of profiles per day – as manual search
proves to be vastly more effective than sophisticated technical methods

Local resources in many European markets

Proven method to contact candidates and to get positive response

Innovative screening and interviewing methods

Strong business skills of our recruiters

Strong in raising interest from candidates

Ability to provide recruiting service to the extent required by the client, i.e. including
candidate handling, hiring manager interaction etc.

Track record of successful employee referral polling, without paying a fee to employees (!)

Innovative "quick turn around" processes, depending on client priorities

Our sourcing offer

Specialist sourcing

Specialist positions like Project Manager, Industry Business Developer etc. (compensation level
up to € 125.000 p.a.)

Dedicated resource executing online sourcing, referral polling and other search techniques

One resource handles up to 10 searches in parallel