{"id":6562,"date":"2019-09-26T10:52:30","date_gmt":"2019-09-26T10:52:30","guid":{"rendered":"https:\/\/www.bullhorn.com\/de\/?p=6562"},"modified":"2024-09-06T13:46:54","modified_gmt":"2024-09-06T13:46:54","slug":"wie-kann-man-die-kandidaten-besser-coachen","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/de\/blog\/wie-kann-man-die-kandidaten-besser-coachen\/","title":{"rendered":"Wie kann man die Kandidaten besser coachen?"},"content":{"rendered":"

How often do you coach your candidates? <\/span><\/span><\/span>There are many different roles in recruitment, for example that of coaching your applicants. <\/span><\/span><\/span>No matter what kind of recruiter you are, coaching is <\/span><\/span><\/span><\/span><\/span>–<\/span><\/span><\/span><\/span><\/span><\/i> or should be <\/span><\/span><\/span><\/span><\/span>–<\/span><\/span><\/span><\/span><\/span><\/i> an essential part of your day-to-day activities. <\/span><\/span><\/span>I have found that coaching candidates is similar to coaching athletes. <\/span><\/span><\/span>And you can learn a lot from this comparison.<\/span><\/span><\/span><\/span><\/span><\/p>\n

An excellent coach can perfect his candidates. <\/span><\/span><\/span>After my college days as a tennis player in the 1st division, I decided on professional coaching. <\/span><\/span><\/span>I spent several years working with young players of all levels, from college athletes to professionals, as a coach and as a practice partner. <\/span><\/span><\/span>I talked to sports legends and Olympians about training strategies and motivation.<\/span><\/span><\/span><\/span><\/span><\/p>\n

Even though everyone I have spoken to contributes different aspects to the discussion, certain aspects are consistently promising: hard work, willingness to improve, openness to coaching and a great coach. <\/span><\/span><\/span>None of these athletes could have achieved the same success without a strong coach as a guide. <\/span><\/span><\/span>An excellent coach can do just that for his or her candidates. <\/span><\/span><\/span>The following three qualities of a great coach from candidates or athletes will help you design an improved applicant experience, increase the fill rate and grow your business.<\/span><\/span><\/span><\/span><\/span><\/p>\n

1) Build trust<\/span><\/span><\/span><\/span><\/strong><\/h3>\n

If you want to be successful as a coach, you first have to build trust. <\/span><\/span><\/span>We’re not Uber <\/span><\/span><\/span><\/span><\/span>–<\/span><\/span><\/span><\/span><\/span><\/i> I’m not getting into your „recruitment car“ and following your career advice simply because you can show a 5-star rating. <\/span><\/span><\/span>How so <\/span><\/span><\/span>Because my next job is more important than whether your Camry smells good or not.<\/span><\/span><\/span><\/span><\/span><\/p>\n

By deciding to work with you, your candidate has decided to enter into a relationship with you, which I call the „coach-player relationship“. <\/span><\/span><\/span>The player is convinced that the coach helps him \/ her to achieve his \/ her goal and supports him \/ her in achieving his \/ her goals. <\/span><\/span><\/span>The coach is convinced that the player is ready for hard work, is familiar with their processes and that their time investment will be a worthwhile experience. <\/span><\/span><\/span>It can be assumed that many recruiters are courting your candidate, so remember that he \/ she chose you. <\/span><\/span><\/span>The way you behave now can lay the foundation for a successful relationship.<\/span><\/span><\/span><\/span><\/span><\/p>\n

The first conversation is crucial to build trust in this relationship. <\/span><\/span><\/span>Use this conversation to learn more about your candidate and to share more about you and the benefits of your approach. <\/span><\/span><\/span>The trust that can arise from this first meeting gives your candidate the confidence that working with you is the right decision. <\/span><\/span><\/span>So you can give honest feedback during the process. <\/span><\/span><\/span>Regardless of whether this process results in job placement or not, the candidate is more likely to recommend you or return to you.<\/span><\/span><\/span><\/span><\/span><\/p>\n

„Creating a sense of trust in the candidate recruiter relationship is the only tool we have at our disposal.“ <\/span><\/span><\/span><\/span>–<\/span><\/span><\/span><\/span><\/span><\/span><\/i> Mark Eldridge, CEO and Founder, ALKU<\/span><\/span><\/span><\/span><\/b><\/span><\/p><\/blockquote>\n

2) Know your \u201cplayer\u201d and the right way to communicate<\/span><\/span><\/span><\/span>
\n<\/strong><\/h3>\n

Good coaching is not just what you say, but how you express it. <\/span><\/span><\/span>I had to learn this the hard way. <\/span><\/span><\/span>There were many situations in which I could have approached my feedback and approach differently. <\/span><\/span><\/span>For example: by being too direct, not directly enough, or by giving „Tough Love“ to a person who cannot deal with this approach.<\/span><\/span><\/span><\/span><\/span><\/p>\n

It is obvious that other recruiters have given their candidates similar advice. <\/span><\/span><\/span>However, if these are not communicated effectively, the advice is not well received. <\/span><\/span><\/span>How does your candidate react to constructive criticism? <\/span><\/span><\/span>How would you react if you told them what to do? <\/span><\/span><\/span>What is your favorite learning and preparation method? <\/span><\/span><\/span>Some people prefer direct feedback or instructions, while others don’t take it well. <\/span><\/span><\/span>Sometimes a simple reformulation can make all the difference.<\/span><\/span><\/span><\/span><\/span><\/p>\n

Zum Beispiel: Sollte jemand nicht gut mit einer direkte Herangehensweise umgehen k\u00f6nnen, k\u00f6nnen Sie die Situation anders angehen. Anstatt vorzugeben, was sie sagen oder wie sie sich f\u00fcr ein Bewerbungsgespr\u00e4ch vorbereiten m\u00fcssen, k\u00f6nnen Sie folgende Frage stellen: \u201eHaben Sie sich in Anbetracht der Informationen zu dem Bewerbungsprozess des Kunden Gedanken gemacht, wie Sie die Fragen beantworten m\u00f6chten?\u201c<\/i>\u00a0Anstatt dem\/der Kandidaten\/in zu erz\u00e4hlen, wie er\/sie bestimmte Fragen angehen muss, k\u00f6nnen Sie fragen \u201eWie w\u00e4re es, wenn Sie Folgendes versuchen<\/i> ___<\/em>.“<\/span><\/p>\n

Einer der besten Coaches, die ich kenne, musste seine\/ihre Strategiegespr\u00e4che vor dem Spiel so f\u00fchren, dass der\/die Spieler\/in denkt, ihm\/ihr w\u00e4ren die Ideen eingefallen. Klinkt ein wenig verr\u00fcckt, stimmt’s? Dies ist nicht f\u00fcr alle der richtige Ansatz, aber er zeigt, dass jeder anders reagiert und es sich lohnt, Zeit zu investieren, um Ihre Kandidaten besser kennenzulernen und somit besser zu kommunizieren und ein besserer Coach zu sein.<\/span><\/p>\n

3) Die Skills der Kandidaten entwickeln<\/strong><\/h3>\n

Talent ist nicht alles \u2013 eine uralte Redewendung, die stets noch ihre G\u00fcltigkeit hat. Ein\/e Kandidat\/in, der\/die bereit ist zuzuh\u00f6ren, Ihre Ratschl\u00e4ge zu Herzen nimmt und hart arbeitet, wird diejenigen \u00fcbertreffen, die m\u00f6glicherweise talentierter sind, aber nicht das N\u00f6tige tun, um ihr Ziel zu erreichen. In manchen F\u00e4llen liegt es an Ihnen, sich die Zeit zu nehmen, um sie bei der Entwicklung dieser F\u00e4higkeiten zu unterst\u00fctzen.<\/span><\/p>\n

Auf dem heutigen Markt dreht sich alles darum, sich von den Wettbewerbern abzuheben, indem Sie Ihren Kandidaten Mehrwert verschaffen. F\u00fcr Agenturen, die auf dem allgemeinen Markt und mit einem hohen Volumen arbeiten, erfolgt Ihr Training m\u00f6glicherweise in der Form von Online-Kursen oder eBooks. Sollten Sie in einem Nischenmarkt arbeiten, k\u00f6nnen Sie sich mit Veranstaltungsorganisationen mit Keynote-Referenten, Webinars und personalisierten Schulungen befassen. Wenn es Ihnen gelingt, in Ihrer Nische Anklang zu finden, werden Sie Empfehlungen von anderen Spitzenkandidaten in diesem Handelszweig erhalten.<\/span><\/p>\n

Zu Beginn diesen Jahres, zeigte eine <\/span>McKinsey Studie, dass 82\u00a0Prozent<\/span><\/a> der F\u00fchrungskr\u00e4fte in gro\u00dfen Unternehmen Umschulungen und Fortbildungen<\/a> zum Schlie\u00dfen von Qualifikationsl\u00fccken als unerl\u00e4sslich betrachten, aber blo\u00df 16\u00a0Prozent f\u00fchlen sich dazu bef\u00e4higt, dies in die Tat umzusetzen. Personalvermittler betrachten Umschulungen vermehrt als Chance.\u00a0<\/span>Adecco<\/span><\/a> beispielsweise hat k\u00fcrzlich eine Generalversammlung als Teil der Umschulungs- und Weiterbildungsbem\u00fchungen eingef\u00fchrt.\u00a0<\/span><\/p>\n

Das Nebenprodukt einer solchen Anstrengung ist, dass Ihr\/e Kandidat\/in oder Ihr\/e Mitarbeiter\/in zu besseren Fachkr\u00e4ften in ihrer gew\u00e4hlten Branche werden und ihre Vorbereitung wird ihnen im \u201eWettbewerb\u201c zugutekommen. Eine andere Redewendung und ein pers\u00f6nlicher Favorit: \u201eProper Preparation Prevents Poor Performance.\u201c (Z.Dt. Gediegene Vorbereitung verhindert schlechte Leistung.) Sie k\u00f6nnen eine\/n Kandidaten\/in nicht dazu zwingen, sich vorzubereiten, aber wenn Sie Ihren Teil erf\u00fcllt haben, haben Sie ihm\/ihr sowie Ihrem Unternehmen die bestm\u00f6gliche Chance zum Erfolg unterbreitet.<\/span><\/p>\n

Es geh\u00f6rt mehr dazu, ein guter Coach zu sein, als man meinen k\u00f6nnte, aber wenn Sie diese drei Tipps beachten, sind Sie auf dem besten Weg, Ihren Kandidaten ein herausragender Coach zu sein. \u00a0Wenn Sie das n\u00e4chste Mal mit einem der derzeitigen Kandidaten oder Angestellten sprechen oder diese \u00fcberpr\u00fcfen, stellen Sie sich folgende Frage: Bin ich der beste Coach, der ich sein kann? Die kleinen Schritte, die Sie unternehmen, um in diesem Bereich Verbesserungen zu erzielen, werden Ihnen dabei helfen, mehr Wert zu schaffen, F\u00fcllraten zu steigern, vermehrt Folge- und Empfehlungsgesch\u00e4fte zu t\u00e4tigen und die Menschen, mit denen Sie arbeiten, positiv zu beeinflussen.<\/span><\/p>\n

\n\"Coaching\n

About the author: <\/span><\/span><\/span><\/span><\/b>\u00a0Christian is a senior account executive at Bullhorn. <\/span><\/span><\/span>Before joining Bullhorn, Christian supported the establishment of the Ivan Lendl Tennis Academy, where he worked as Director of Tennis. <\/span><\/span><\/span>Most recently, he worked for three years in the sports entertainment industry in the corporate sponsorship sales department. <\/span><\/span><\/span>Christian is usually found on the nearest tennis court or golf course, pondering which TV show he will watch next<\/span><\/span><\/span><\/span><\/span><\/p>\n

\n

Would you like to learn more about the issues that are most important to recruiters? <\/span><\/span><\/span><\/span>Sign<\/span><\/span><\/span><\/span><\/a> up to the <\/span><\/span><\/span>Bullhorn blog<\/span><\/span><\/span><\/a> for news, tips, interviews, trends and more.<\/span><\/span><\/span><\/span><\/p>\n

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