Permanent recruitment

Skills shortages and demographic change pose considerable challenges for the German labour market. Demographic change is causing a steady decline in the number of people of working age, while at the same time demand for highly qualified specialists is rising in many sectors. This imbalance between supply and demand is making it increasingly difficult for companies to fill vacancies and remain competitive. Innovative approaches are needed to counteract these developments. These include the targeted integration of international skilled workers, the promotion of further training and qualification programmes, and the adaptation of working models to the needs of modern employees. Flexible working hours, home office options and a better work-life balance are becoming increasingly important. Such measures are crucial in order to overcome the shortage of skilled workers in the long term and to meet the demands of the changing labour market.

The work of recruitment consultancies in Germany is currently being shaped by several key trends that are bringing about lasting change to the recruitment process. Digitalisation plays a key role in this: the use of AI-supported tools and algorithms enables a more efficient and targeted search for candidates, as well as the analysis of large amounts of data to identify suitable talent more quickly. At the same time, remote working has revolutionised the way talent is recruited. Companies can now recruit skilled workers regardless of their geographical location, which significantly expands access to a global talent pool. In addition, active sourcing and employer branding are becoming increasingly important. By proactively approaching potential candidates and positioning themselves as attractive employers, companies can better compete for skilled workers. These trends require recruitment consultancies to be highly adaptable and innovative in order to meet the demands of the modern labour market.

Permanent placement is an excellent solution for companies that want to meet their long-term staffing needs and are looking for qualified specialists. In this model, companies hire potential employees on permanent contracts, which ensures both stability and planning security. This traditional approach to employment makes it possible to fill vacancies on a sustainable basis and build long-term cooperation between employer and employee. This process is often supported by specialised recruitment consultancies that search for, select and place suitable candidates. This saves companies time and resources as they benefit from the expertise of the consultants. For applicants, permanent employment not only offers financial security, but also career prospects and development opportunities. Permanent placement is therefore a win-win situation for both sides.

Hiring permanent employees offers numerous advantages for companies that want to fill gaps or expand their teams in a targeted manner for long-term growth. Permanent employment contracts create a stable foundation that ensures consistent knowledge and expertise within the company. Permanent employees are often more integrated into the corporate culture, which promotes cooperation and commitment. In addition, this form of employment allows specialist knowledge to be retained over longer periods of time, enabling companies to increase their competitiveness. Long-term employment relationships also contribute to cost efficiency by reducing staff turnover and recruitment costs. Furthermore, companies benefit from increased productivity, as permanent employees are often more motivated to develop themselves further and actively contribute to the success of the company. Overall, this is a strategic approach to sustainable growth.

The main difference between recruitment and permanent placement consulting lies in the type and duration of employment, as well as the focus of the respective service. Recruitment focuses on providing short-term solutions, such as filling temporary positions for projects or specific tasks. It offers companies flexibility and enables them to adapt quickly to changing requirements.

Permanent placement consulting, on the other hand, aims to find qualified specialists for permanent employment who support the company's long-term strategic goals. The focus here is on the sustainable integration of talent in order to build stable teams and secure specialist knowledge in the long term.

Both approaches have their advantages, depending on the needs of the company. We look forward to working with you to find the best option for your company's requirements. Contact us today to arrange an initial consultation.

Our salary survey is an indispensable guide that offers you comprehensive insights into salaries and hiring trends in the United Kingdom. It is based on a detailed analysis of numerous permanent positions and interim mandates from various industries. The study provides precise information on average salaries, social benefits and standard market remuneration, enabling you to compare salaries for the position you wish to fill. With this data, you can ensure that your offers are competitive – a crucial factor in successfully attracting top talent and retaining them in your company in the long term. In addition, the salary survey helps you optimally align your HR strategy and position yourself as an attractive employer. 

Request your copy of the Salary Survey guide to accurately benchmark salaries to attract and retain top talent.

Permanent recruitment serves as an excellent solution for businesses seeking to meet long-term resource requirements. Within this model, organisations engage potential employees under contracts without predefined end dates. This traditional employment approach involves direct hiring by the company or a preferred third-party agency, ensuring roles remain open-ended.

Permanent recruitment offers valuable advantages for businesses looking to fill gaps or scale their teams for long-term growth. This solution ensures consistency in knowledge, serving as a stable resource for teams and organizations. Moreover, it fosters talent investment, nurtures company culture, retains expertise, provides cost-efficiency, and enhances overall productivity.

The primary differences between contract and permanent recruitment revolves around the duration or nature of employment. Contract recruitment provides flexibility for short-term projects or specific tasks requiring temporary assistance, allowing for rapid adaptation. Permanent recruitment focuses on establishing a stable resource for long-term strategic goals within the organization.

We recommend getting in touch to explore the best option for your organizational requirements. Reach out to us today for initial discussion. 

Our Salary Survey is the most comprehensive guide of salaries and hiring trends in Germany. Based on the analysis of over 100,000 permanent, interim and contract placements, the Salary Survey covers Germany-specific salary and benefits insights across multiple industries.

Request your copy of the Salary Survey guide to accurately benchmark salaries to attract and retain top talent.