How involving your French and German managers can be crucial to your recruiting strategy

A well thought-out and executed recruitment strategy in Germany and France will greatly improve your chance of success. One of the key elements of this strategy is the involvement of local managers in the recruitment process. Thanks to their understanding of local society and practices, they possess a unique understanding of the dynamics, professional expectations and cultural subtleties. This will help them understand how candidates think and improve the candidate experience, the overall quality of the result, the integration of those new employees and, consequently, the overall performance of your company.

Recruiting the right talents in Germany and France represents a major challenge for many foreign companies looking to set up or expand on the European market. The specific nature of the German and French labor markets, combined with cultural and legal differences, makes this task particularly complex to tackle.

Local managers have an in-depth knowledge of the cultural and professional specificities of their countries. This allows them to adapt the recruitment process to the realities of the local market, thus attracting the best talent.

The managers in France and Germany are best suited to assess the technical and behavioral skills of candidates, thanks to their knowledge of the market and the specific expectations of the position. By taking into account local skills and specific qualifications, managers can identify the most suitable candidates, ensuring a better match.

A study by the Institut für Arbeitsmarkt- und Berufsforschung (IAB) revealed that companies aligning their recruitment strategies with local specificities increase their chances of recruiting qualified candidates by 25 %. By involving your local managers, you also optimize employee retention rates.

For example, a study by McKinsey & Company showed that companies involving local managers in the selection process reduced the turnover rate by 20 % in the first six months after hiring.

"Local managers have an in-depth knowledge of the cultural and professional specificities of their countries. This allows them to adapt the recruitment process to the realities of the local market, thus attracting the best talent."

Lea Orellana-Negrin
Recruiter
Eurojob-Consulting

Enabling an easier onboarding for new employees

Integration is a crucial stage in the employee lifecycle. Newcomers often need an adjustment-period to integrate effectively into a new company and work culture. Local managers play a vital role in facilitating this integration through their understanding of local expectations and practices.

For example, a German employee will tend to need an onboarding that sets out very clearly the tasks and expectations they will have to manage. In France, candidates may attach even more importance of becoming part of the team socially, which the manager can help to make happen.

According to a report by Glassdoor, employees who benefit from effective integration are 82 % more likely to stay with the company after three years. By involving your managers in the on-boarding process, you'll promote a smoother transition and increase fidelity and employee satisfaction.

Reducing recruitment costs

Involving your managers in Germany and France in the recruitment process can significantly reduce the associated costs.

According to a study by the Society for Human Resource Management (SHRM), companies that involve local managers in recruitment reduce their costs by an average of 15 %. This reduction is due to better matching of candidates and lower turnover, as previously mentioned. This directly results in less expenditure on training and repetitive recruitment.

Improved employee satisfaction

Any international company has its overarching culture, but every subsidiary also has its own micro-culture within that greater framework. By taking an active part in recruitment, local managers can ensure that the candidates selected are a good match for both the overall company culture and the local team's expectations. They may well be involved in the process themselves in any shape or form.

A survey by Gallup showed that teams involved in the recruitment process recorded a 12 % increase in employee satisfaction. A better cultural and professional fit creates a more harmonious and productive working environment.

Employer brand reinforcement

Involving your managers in recruitment sends a strong message about the importance you place on collaboration and strategic alignment. You show that decision-making processes can be short and simple, and that executives place a healthy trust in local management. Your German or French managers will be able to highlight the strengths of your employer brand to which their employees are most attached, whether it's carbon neutrality or the quality of your company restaurants. This boosts your local employer brand and attracts more quality talent.

Here are some steps you can take in order to implement this crucial hack:

Training and awareness-raising

Make sure your managers in Germany and France understand the importance of their role in their own team's growth. Organize training sessions to make them aware of best practices and available tools. Training can include aspects such as diversity and inclusion, effective interview techniques and skill assessment methods.

They should understand how recruiting has become an essential part of ensuring a company's sustenance and future.

Close collaboration with HR teams

Encourage close collaboration between managers and human resources teams to ensure that the specific needs of each position are clearly understood, and that the criteria are aligned with company objectives. This collaboration can be facilitated by regular meetings and shared project management tools.

If you outsource your German or French recruiting, make sure that local managers are willing and available to act as their point of contact and to react quickly when a quality candidate is sent their way!

Use of recruiting technologies

Implement technological tools that facilitate collaboration between managers and recruitment teams. Platforms such as Workday or Greenhouse can help structure and optimize the recruitment process.

These apps can centralize information, automate certain tasks and track progress in real time, making the overall process more efficient and transparent.

Resistance to change

Some managers may be reluctant to become more involved in the recruitment process. It is crucial to clearly communicate the benefits of their involvement and provide the support needed to overcome this resistance. Explaining how you value their expertise and count on it to improve results can help change their perception.

Additional workload

Involving managers can add to their workload. It is important to manage time effectively and provide additional resources where necessary to make it manageable. Delegating certain administrative tasks or using automation tools can help lighten their load.

Strategic alignment

Ensure that recruitment objectives are aligned with the company's strategic goals. Transparent communication and strategic planning can help align expectations and maximize results. Regular planning meetings and clear performance indicators can help maintain this alignment.

Nikolai Rabald