ARTS - Your Recruiting Agency

The role of recruiting has changed significantly in recent years. The traditional ways no longer work as they used to. There is a need for a new mindset in recruiting, in that there is more intensive cross-departmental collaboration with marketing, specialist departments and management, and potential applicants are approached via all possible channels, (online) career fairs, but also the professional/private network. Recruiting agencies are also a good way to expand the network. Recruiters today are not only a sales talent of job offers, but also business savvy, who knows their target group inside and out, especially professionally, and where to find them. Our recruiters act as consultants for your company.

As recruitment consisting of HR marketing, employer branding and recruiting is undergoing major changes, new methods are also developing in this area:

With active sourcing, you proactively identify potential employees on the labour market who are not currently actively looking for a job. With this method, you approach passive applicants directly and try to maintain personal contact until they are recruited. Your own talent pool can help here, but also social or career networks such as Xing, Facebook, LinkedIn, Indeed, Stepstone and many more.

Based on this, one finds terms such as social recruiting or social media recruiting.These describe the combination of active sourcing and other means of communication in social media. These include contact points through target group-specific ad advertising or the free distribution of content and job offers with a company profile in social networks or the display of paid advertisements in social media, so-called programmatic ads.

Ultimately, it depends on your challenge and your time horizon. If one or more positions need to be filled quickly, we are able to fill positions fast and uncomplicated by means of recruitment process outsourcing or interim management, among others.

However, when it comes to the long-term conception of your HR processes, we analyse your actual challenges together with you within the framework of our HR consulting. We develop practical recommendations in the areas of HR marketing, employer branding and personnel development, among others.

It is difficult to give concrete figures because the cost of recruiting depends heavily on individual circumstances. What is clear, however, is that in times of inflation and a shortage of skilled workers, recruiting costs also rise.

The cost of recruiting can vary depending on the measures chosen to fill the position. One popular approach is to place online job ads, which typically cost between €700 and €1,300 for a 30-day placement at major national job boards. However, prices can drop significantly when larger contingents are purchased. Packages of ads are also often placed on several online job boards, which can increase costs. However, there is no guarantee that enough interested parties will see the ad and apply within the 30 days. Still, companies must bear the cost.

Another strategy is to place job ads or social media ads using the CPC (cost-per-click) method, in which payment is made only for each click on the ad. With targeted use, applications can be generated at low cost without any financial impact from wastage. However, it is important to consider the entire recruiting process in order to achieve the desired success. A CPC campaign can waste a lot of money if the ads and the associated landing page or career website do not provide meaningful information and convenient application options.

One way to recruit effectively is with our Recruiting as a Service packages. This means that we take over individual tasks or entire processes in recruiting and work transparently and at an attractive price to the extent you require.

Active recruiting: Companies proactively search for suitable candidates. This may involve placing job advertisements, attending career fairs or active sourcing of potential candidates. Active recruiting aims to expand the applicant pool and address qualified candidates.

Passive recruiting: Here the company focuses on attracting potential candidates who may not be actively looking for new positions. This can be achieved by building and maintaining a talent pool to identify and stay in touch with potential candidates. In addition, employer branding plays an important role in building a positive employer image. Unsolicited applications from interested candidates can also be part of passive recruiting.

Internal recruiting: this involves filling open positions within the company with existing employees. This can be done through internal job postings, promotions or restructuring within the company. Internal recruiting promotes employee development, improves employee retention, and allows the company to leverage internal expertise.

External recruiting: in external recruiting, the company looks for new talent outside the company. This can be done by placing job ads on job portals, participating in career fairs or using online networks. External recruiting expands the applicant pool and allows companies to bring in new skills and perspectives.

Online recruiting: This type of recruiting uses digital platforms and technologies to attract and evaluate candidate :in. These include online job boards, company websites, social media, virtual job fairs, video interviews and online assessment tools. Online recruiting offers efficiency, reach, and the ability to reach potential candidate :ins digitally.

There is no universal solution for a successful recruiting concept, as this is based on the very individual requirements of the company. 

In any case, a recruiting concept should include an analysis of current and future staffing needs. Within the scope of this analysis, open positions, the requirements for the candidates and the time frame in which the positions have to be filled are identified. A good recruiting concept also includes the individual recruiting measures that are best suited to address and reach the target groups. These include placing job ads, using online job boards, social media recruiting, career fairs, employee referral programs and other appropriate channels. These measures also require specific budget planning.

Another point to consider when creating a recruiting concept is the application and selection process. A clear definition of the steps candidates have to go through as well as evaluation tools ensure that the process is efficient, fair and transparent. In order to establish a long-term and sustainable recruiting concept in the company, it is essential that it is recorded in writing and accessible to all employees involved. Training and instructions for the employees involved in the recruiting process also help to ensure that the concept is implemented correctly.

It is important that the recruiting concept is continuously reviewed, updated and adapted to the changing needs and circumstances of the company.

Strategic recruiting refers to a long-term and planned approach to attracting and selecting talent that is closely linked to a company's business objectives and corporate strategy. More specifically, strategic recruiting is preliminary work to the actual recruiting strategy. It focuses on building a qualified, committed and diverse team that contributes to the achievement of organizational goals.