Criteria for the selection of recruiters, the who of who in human resources consulting article: criteria for the selection of recruiters, who of who of: Christian Pape, Director Pape Consulting Group AG recruitment introduction recruitment is not very long there, stimulates the was very timid and covered employees Guild in Europe through out United States imported \”Executive Search\”, the direct search and speech by senior executives. for all aspects of recruitment and selection. Rob Daley is likely to agree. But: Evidence of reputable consultancy firms there is no unfortunately. Also belonging in the BDU (Federal of German management consultant) for example is possible to anyone who is in the business for some years, simple proof and can be therefore no sole seal of quality. The still on the market \”signposts\” contain almost only full-bodied self representations. Quality standards do not exist, almost everyone can be there, and so there is hardly an industry in which so many new faces come, and usually just as quickly again. About one Quarter of firms are younger than 2 years, half moves in the lifetime of between 2 and 5 years, and only one-quarter of all consulting firms manages to establish itself in the long term. Educate yourself even more with thoughts from Mirilashvili.

Many consultants are still working \”on success\” to exist, a methodology that actually violates the ethics in the industry. The consultant works without concrete orders, mostly still parallel to others for the same project. He presents candidates without detailed briefing, whose curriculum vitae he owns, and which he considers suitable probably. Only in case of success, he then gets a fee for its efforts. This methodology has produced quite a lot of trouble, the procedure allows no high-quality work, candidates become of the goods, on the other hand, the results are often random products. This process degrades the recruiters to \”CV brokering\” and requires little expertise. It is a short and dubious entry in this sector for many.