Executive Search+ combines our expertise in demanding search projects with experience from employer branding and coaching. In particular, when filling sensitive management positions and important key functions, traditional approaches to recruiting and selecting personnel sometimes fall short. By taking into account the systemic networking of the organization with the market and the function to be filled with the company, we ensure the long-term success of the project.
First and foremost, the coordination of employer brand and recruiting strategy is important. At the beginning of a search order, we deal intensively with the given employer brand. However, we also analyze the implications of the employer brand on the feedback from the candidate market and provide recommendations for optimization. Thus, future personnel search projects, whether internally or outsourced, can be continuously improved.
A successful hire does not end with the first day of work. The success is shown only on the performance of the person over the following months. In order to support the entry and the necessary adaptation processes in the best possible way, an accompanying coaching over the first year of work has proven itself. Monthly sessions create a solution-oriented reflection space, proactively addressing potential issues and ensuring success.
Starting a business requires initiative, commitment and expertise in a wide range of areas. And there must also be a market for the business purpose of the company. Sustainable Start-Ups benefit from the ability of the acting stakeholders to network and question themselves purposefully.
The basis of successful companies are their business models. In cooperation with Mrs. ao. Univ.Prof. Dr. Elfriede Penz from the Institute for International Marketing & Management at the Vienna University of Economics and Business Administration we support Start-Ups in the critical evaluation of their business models, the corresponding business plans and the derived product and market strategies. Qualitative and / or quantitative methods of empirical social research are also used.
In addition to individual advice and accompanying coaching for successful business development, we also offer targeted support in hiring staff. Especially in Start-Ups, there is often a lack of time, resources and know-how for recruiting. However, process deficits in recruiting are at the expense of employer branding and attractiveness as an employer. This is a big problem, especially for Start-Ups. Recruitment Process Outsourcing (RPO) ensures professional recruitment so our clients can focus on their core competencies.
Evaluation of mental and psychologial stress (ASCHG - Health and Safety at Work Act)
On the 1st of January, 2013, the amendment of the Health and Safety at Work Act (ArbeitnehmerInnenschutzgesetztes, AschG) was launched. It demands that all employers have to identify and assess the physical as well as the mental and psychological risks and stresses of the working conditions. Consequently, it is demanded to implement appropriate cause-related measures (§ 7 ASchG) due to a reduction of the detected risks and stresses (§ 4 ASchG).
To measure the four stress scales (task demand, social and organizational climate, work environment, work processes and organization) we use various instruments. Depending on the organization, we either chose a standardized questionnaire, moderated group discussions, individual interviews or work observations. Sometimes it might be necessary to mix some of the methods.
Planning and deducting measures for the evaluated mental stress factors is the most important issue in the whole process. Sometimes the measures can be planned in the survey process, but most of the times they are being developed in workshops after the survey. The observed risks and stresses and the derived measures have to be recorded in the Health and Safety Documents (§ 5 ASchG). To plan and regularly control the entire process we advise to implement periodical meetings of a steering group.
The audit BerufundFamilie is a personnel management instrument for the sustainable implementation of a family-friendly personnel policy in cooperation with the Federal Ministry for Families and Youth.
83% of all companies have difficulty finding skilled workers. For more than 80% of employees, the compatibility of work and family is very important when it comes to the job selection. A family-friendly personnel policy within the company is a major advantage in distinguishing itself from the competition for the best employees, and in particular in finding and retaining the well-educated younger generation more easily.
The benefits of family-friendly businesses are 23% fewer sick days, 10% less fluctuation of employees, 11% higher employee motivation and 9% shorter maternity leaves.
As licensed auditors, we accompany companies on their individual path to the governmental quality label and the BerufundFamilie certificate. The goal of the BerufundFamilie audit is not the achievement of certain predetermined target values, but the positive development of the company towards more family friendliness. It systematically identifies individual development potential and works together to develop a tailor-made solution for target achievement for a 3-year implementation phase. Thus, the way is the goal.
Companies of all sizes use this creative and future-oriented HR tool.