Case study: German Branch Manager
Recruitment background: the issue
Talents First was commissioned to search for a German branch manager for a company based in western France.
The recruitment of this branch manager came as part of the – confidential – replacement of the previous incumbent who had failed to achieve sales and profit targets and had not managed to set the path towards growth and motivate his team.
Before embarking on the assignment, Talents First and its client have jointly defined the outlines of the suitable profile, as well as the details of the future duties he/she will be tasked with.
Profile sought:
- At least 20 years’ experience
- Previous experience required: Held a technical and sales management role working for an international company, ideally from within a similar market sector, whether this is as a manufacturer or as a subcontractor.
- Target-driven, profit and result-focused
- Full P&L responsibility
- Proven experience running a mid-sized organisation.
- Ability to propose a methodology to reorganise a company.
Proposed methodology for the Recruitment of a German Branch Manager
The initial analysis of the role/requirements and the context enabled us to define the main goals and the core aptitudes and skills required to fill this confidential position.
Based on our understanding of the client’s goals and expectations, we recommended a direct confidential search.
This proactive method allows us to approach the best candidates actively and directly in the market.
As part of the direct approach, our researchers compiled a list of potential target companies operating in the client’s sector. Our understanding of the German labour market proved a real asset that enabled us to compile the list of companies which the potential candidates were to be sourced from, working in tandem with the client. The interviews were conducted in English in order to confirm the candidate’s ability to work in an international environment where English is the working language.
Our team subsequently approached the potential candidates with the utmost discretion. In doing so we did not disclose the client’s name and preserved the confidential nature of the recruitment process.
Working closely with the client, we stayed in touch on a regular basis with updates/progress reports on this critical search.
Talents First also developed a relationship of trust with the candidates to whom we pledged confidentiality and transparency. We guided them through every stage of the recruitment process, providing regular updates on the progress of the processing of their application, including during the negotiation stage, all the way up to the signing of the employment contract.
The consultant travelled to Germany to conduct face-to-face interviews.
Outcomes
The consultant presented the division’s Human Resources manager with an initial shortlist of three candidates.
For each candidate selected, the consultant prepared a summary document containing an analysis of the skills and abilities against the criteria sought, the total remuneration package, the notice period, mobility, etc.
Two candidates were shortlisted after the initial interview. They had a final interview with the Business Unit Manager and the HRD Group in Germany.
We stayed in touch with the candidates throughout the recruitment process, exchanged feedback and kept them up to date on the progress of the assignment until completion.
Our added value in this confidential search rested on our ability to understand the intercultural challenges involved in this recruitment and to identify and present candidates capable of adapting to an international environment working in their market sector.
Extract from the consultant’s summary: We should add that the candidate shows considerable intercultural sensitivity, asks the right questions, and has the knowledge and instincts to ease cross-cultural exchanges. Not surprising, given his tactical and political profile.
