Anna Bischoff

In the last months I repeatedly had discussion with inhouse recruiting teams as well as external recruiting providers about how best to organise their recruiting activities. As activities grow and scale the setup of a recruiting team is essential. As recruiting is clearly not not only about occupying positions; it’s also about how to best structure the set up for effectiveness, efficiency, specialization, and client connections.    Let’s dive into two models.    1. Project-Based Recruiting Team  In this model, a recruiter takes charge of the entire process from the outset to the conclusion.    What’s the impact?  Complete Understanding:  Total oversight of the process leads to enhanced recruitment selections.    Client ties: A robust rapport generates trust and greater alignment.  Obstacles? Recruiters may feel stretched thin coping with everything.    2. Value Chain-Based Recruiting Team  Here, the procedure is partitioned: sourcing, interviewing, contract management—each assigned to a specific person.    Specialization: everyone focuses on value steps where they excel.  Speed: Simultaneous activities = reduced time-to-hire.    Obstacles? There may be communication gaps that occur between the stages.    So, which course to follow?🤔  For projects that are smaller and highly specialized with an emphasis on connections, Project-Based is impeccable.  When it comes to scaling, high-volume efficiency, and speedier results, Value Chain-Based is the way to go.  You might also choose to go hybrid. Balancing deep client connections with specialized teams gives you the best of both worlds.   Whether it’s personalization or scalability, choose the structure that aligns with your organization’s needs.    What’s your method? 👀  Feel free to express your thoughts in the comments section below!  Follow me for more insights on optimizing your recruiting! Curious to dive deeper into which recruiting structure suits your team best? 🤔 Check out the full breakdown on my blog for more insights https://lnkd.in/dSBBpMfc

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Excited to hear our Kathrin Hess on the important topic Wird HR jetzt grün? #manpowergroupgermany #humanpower #rightmanagement #hr #hrgruen #hrtrends #hrsummit #greentransformation #greentrends

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𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐦𝐮𝐥𝐭𝐢-𝐛𝐫𝐚𝐧𝐝 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬: 𝐓𝐡𝐞 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐯𝐚𝐥𝐮𝐞 𝐨𝐟 𝐚 𝐬𝐭𝐫𝐨𝐧𝐠 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐁𝐫𝐚𝐧𝐝 In a multi-brand company, managing diverse products or services while maintaining a cohesive identity is no easy task. One strategic tool that often gets overlooked? A strong #EmployerBrand. 𝐖𝐡𝐲 𝐝𝐨𝐞𝐬 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐁𝐫𝐚𝐧𝐝𝐢𝐧𝐠 𝐦𝐚𝐭𝐭𝐞𝐫 𝐢𝐧 𝐦𝐮𝐥𝐭𝐢-𝐛𝐫𝐚𝐧𝐝 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬? While each (sub)brand may have its own mission (e.g. kununu, XING), the overarching employer brand is what unites them internally and externally (New Work SE). It provides a common cultural thread, fostering unity and alignment among employees regardless of the specific brand they work for. A strong employer brand: 🫶🏽 𝐁𝐮𝐢𝐥𝐝𝐬 𝐜𝐨𝐡𝐞𝐬𝐢𝐨𝐧: It helps create a unified workforce that feels connected to the company’s overall mission and values, not just to their brand's objectives. 💡 𝐀𝐭𝐭𝐫𝐚𝐜𝐭𝐬 𝐝𝐢𝐯𝐞𝐫𝐬𝐞 𝐭𝐚𝐥𝐞𝐧𝐭: A clear employer brand allows companies to attract talent that aligns with the broader corporate values, even when brand identities differ. 🐶 𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐬 𝐥𝐨𝐲𝐚𝐥𝐭𝐲: Employees who identify with the company’s employer brand feel a stronger sense of belonging, which boosts retention and commitment. 𝐓𝐡𝐞 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐢𝐦𝐩𝐚𝐜𝐭 In a multi-brand environment, employees often cross paths on different projects, and without a strong employer brand to bind them, silos can form. Employer branding bridges these gaps, ensuring that employees remain aligned to the company’s goals and culture, no matter which brand they represent. A strong employer brand also simplifies internal communication. Employees know what the company stands for, which helps in onboarding, talent development, and creating a positive work culture across all brands. 𝐂𝐨𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 For multi-brand companies, the employer brand serves as the glue that holds everything together. It drives consistency, unity, and loyalty across various brands, making it a strategic necessity in a complex corporate landscape. 🤹🏽‍♀️𝐅𝐮𝐧𝐅𝐚𝐜𝐭: Do you notice how similar the field of employer branding is with the field of classical branding? The interpretation and execution of a strong employer brand does not work without the knowledge from the notion of brand strategy and brand marketing. #EmployerBranding #MultiBrandStrategy #WorkplaceCulture #TalentAttraction #BrandConsistency #BrandStrategy

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Many have tried, many have failed. I feel honored. Really, I do. But dear event organizers, we honestly cannot go on like this.... Just today I received two invitations of in-person events in Berlin. Awesome, right? Getting to know people, maybe get some food, network, be merry. But not a single one of the many requests I got this year either a) mentioned that they remembered my immunocompromization nor did it b) contain any reference to viral grade air filters. I get it, not everyone remembers. But not a single event having filters? Even though we know that flu, covid, and the like all spread via aerosols. I mean, sure, go ahead and have 30 % of your team be sick after team events... Your risk... I feel really happy when people reach out to me. They should, however, think about how they can keep EVERYONE safe in this. We need a pivot. And I won't stop until I see some change. (Or I can be the change myself, watch this space) Until then, dear esteemed organizers of Berlin and yonder shores, we won't get together... sad for you, sad for me (but sadder for me, tbh). Can we effect some change and make sure we keep our collective working capabilities for years to come??? The difference could lie in a simple 600 € filter 😉

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Want to share something cool with your HR team? Encourage them to register for free for our OpenUp HR Summit: We'll host 4 sessions, each a deep discussion between experts about relevant topics, all related to workplace well-being. Starting next Monday, available in English and German. It's Mental Health Day on October 10th💡So let's learn about this topic together and give it a meaning in our workplaces. #mentalhealth #employeewellbeing #learning

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After 17 years in Executive Search, LinkedIn suggests an HR internship as my next step 👀   No, LinkedIn will not replace recruiters anytime soon.   LinkedIn just suggested me a job as HR intern ('Praktikum').   While Lidl is an excellent company and I'm a happy customer, I think my 20 years of experience means I'm overqualified for this intern job 😉   I love LinkedIn and I was one of the first 10,000 people to join.   So, I've been using it longer than 99.9% of the people reading this post.   But LinkedIn is just a tool.   You need a smart human to use it for recruiting.   Agree?   PS: By commenting or re-posting you will help give visibility to this post. If you found it valuable, consider giving a comment or like 😉   PPS: Need an expert to help you hire strategy, PE or M&A professionals? Get in touch with me.

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The (business) world started moving a whole while ago towards more #data-informed assumptions and decisions. And it seems that HR/TA/People is catching up. But what does it mean to work data-driven in our function? Looking at sickness share and churn from now and then is a yesterday's story. What we need to move towards is finding causations, correlations and interdependencies between all the areas: from usual workforce management data, to engagement, performance, hiring process, onboarding, offboarding, org structure and benefits & comp data. And the amazing tool that the team at peopleIX is building, can help you to do exactly that ⛵ HR colleagues, check it out! #peopleanalytics

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2024 is coming to an end in 41 days. And I am so glad to close this chapter.   Because it has been the most brutal year. Personally. Financially. Professionally.   Since the inception of Bodenmiller Recruitment GmbH, I closed   2021 in profits. 2022 in profits. 2023 in profits. In short: I only knew one way – up.   But this year, it has come all crashing down on me:   - employees who are catered to in every possible way only to stab you in the back - clients who rescind an offer the weekend after they had actually extended it - candidates who receive offers but decide not to pursue them after all - clients who give you a mandate, only to cancel the role in the end - employees who prefer holidaying instead of building a business - candidates who ghost you despite being in final interviews   Ultimately, and for first time in my career, this has caused a lot of   - Self-doubt - Sleepless nights - Frustration and helplessness   And it has affected the business dramatically.   I am in deep red. 6-figures red. But bury my head in the sand?   Not an option, especially after yesterday, when we came together from the Swiss Recruitment Start-Ups Community to exactly discuss these matters transparently. From owner to owner,   - exchanging on ideas - sharing best practices - discussing market trends   The power of community has instilled in me a new   - hope - energy - optimism.   Because, in the end, it is not about me.   It is about the people and clients who rely on me, the vision I set out to achieve, and the business I am determined to build.   2024 may have knocked me down, but it has not taken me out.   The question is not whether I will bounce back—it is about how strong I will rise from here.   Let us turn the page and rewrite what is next.

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💬 "𝗛𝗼𝗽𝗲 𝗶𝘀 𝗻𝗼𝘁 𝗮 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆!" - Bam! That was just one of the powerful quotes from yesterday's BERlean IN Circle event on 𝗠𝗮𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗡𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗼𝗻𝘀. I still cannot find the right words to capture the magic of the evening and the incredible quartet on stage! Let me at least summarize my learnings from our amazing speakers: 🔸 Ebony Simone Morczinek, CFO at Blacklane "Everything in life starts with a thought. Our thoughts create this reality. So please envision your future. And think big in numbers." For Ebony, it’s 10 million. Her presence transforms every room into a cathedral. She embodies what it means to deserve space and be confident. Her biggest advice still gives me goosebumps: "Know your trauma before you enter a negotiation!" 🔸 Dr. Martina Pesic, Negotiation Expert This woman is obsessed with negotiations. She wrote her diploma and PhD on negotiation. You can even book her for "shadow negotiation." Her key advice: Be prepared and know your tactics. She empowered us women (and male allies) in the room: Don’t introduce numbers too early before you’ve sold your value. A number is like an anchor—the first number sticks. 🔸 Stefanie Voss, Leadership Coach She is truly an adventurer; Stefanie sailed around the world! Her claim is: be a pirate, not a princess when entering negotiations! Pirates have one core superpower: Audacity! It’s the conscious decision to move beyond fear ("I don’t dare to..."), shame ("What will people think..."), conventions ("The status quo..."), and rules ("This is how it is done"). I loved how she provided concrete examples of how to train your audacity with tiny habits. For example, walk up to a policewoman and thank her for keeping us safe during the European soccer cup. 🔸 Coco Decrouppé, Leadership Coach 🥅⚽️👩‍🏫 Coco is from Austria, and she chose to spend time with us rather than watch the Austrian soccer team win last night! What a coach! She introduced us to her 'The Soccer Field Model©️,' a tool she developed to understand the driving forces in negotiations. What I will never forget: Negotiation starts with Level 1: focus on myself! If I don’t care for my emotions, I won’t set clear boundaries. Kudos to our moderator 🎤Antje Venjakob, who orchestrated the evening with such a lovely flow! A huge thank you to Blacklane and in particular Brenda Omari & Abigail Pfeiffer for hosting this event. It was great for many women to connect with Cindy Rubbens CHRO of Blacklane, too! Team Power: Thanks to Agata G. & Julia Teubert (she/her) for being enablers in organizing the Lean In events! 🎉

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🌟 Excited to Share 🌟 I'm thrilled to be featured in today's Tages-Anzeiger article discussing the importance and impact of parental leave policies. At AstraZeneca Switzerland, we've pioneered a four-month parental leave program, a significant step towards fostering a balanced work-life environment and supporting our employees in their personal and professional lives. Implementing this policy was a unanimous decision, as we recognized the necessity for societal change and the role companies must play in driving this forward. My own experience as a working mother highlighted the need for such initiatives, and seeing colleagues like Diederik Eijsvogel benefit from this policy reaffirms its value. Creating a workplace that supports both career aspirations and family commitments is not just beneficial for the individual but also for the organization as a whole. It's encouraging to see more companies embracing similar policies, and I hope this trend continues to grow across industries. Let's continue to champion and advocate for parental leave policies that empower our teams and build a more inclusive and supportive work environment. https://lnkd.in/eY6aZiFK #ParentalLeave #WorkLifeBalance #InclusiveWorkplace #Leadership #AstraZeneca #AstraZenecaSchweiz #AstraZenecaSwitzerland #AstraZenecaSuisse

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😲 Today, I’m not offering you a job! Instead, I’m looking for YOU as my sparring partner! 💡 If you’re as passionate about Talent Acquisition & Employer Branding as I am—and ideally from the fast-paced world of Start-Ups or Scale-Ups—I’d love to connect. Here’s what I have in mind: a monthly virtual exchange where we can dive into professional challenges, share inspiration, and even shadow each other. Some of the topics I’m most excited to discuss: ✨ Fostering a strong hiring culture 🛠️ Designing meaningful, bias-free evaluation tools 📈 Consulting and advising hiring teams 🤖 Exploring the potential of AI in People & Culture I’m a great listener and love to offer fresh perspectives, so I hope this collaboration will inspire us both! It doesn’t matter whether you’re just starting your career or have years of experience. If this resonates with you, please drop me a dm 💌 ! Or if you know someone, that would be interested, tag them below 👇 #PeopleAndCulture #HiringCulture #sparringpartner #mutualmentorship #recruiting #talentacquisition #employerbranding

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Success in Recruiting: Knowing Which Screw to Turn   Many in sales might have heard about the "Knowing which screw to turn" story. (If not, check this blog: https://lnkd.in/dFJtJEwN).   Our partner Hendrik often shares this story with new recruiters. Why? Because most people underestimate what recruiters do, and new clients often question our fees. Here are some of my thoughts on the matter:   Our fees are not based on placing one candidate for one job opening. They reflect the time we invest – months, even years – building a solid network in niche markets like the SAP market. We cultivate long-term relationships with candidates, who are usually passively on the market, becoming their first point of contact when they are open to new opportunities. Our job is to build trusting relationships with clients who are waiting to hear from us with relevant candidates, not just to fill a quota, hit a billing target, or meet a KPI.   Interested in how we can help your company? Let’s talk!

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BERlean IN Circle 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗣𝗮𝗻𝗲𝗹 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻: 𝗘𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝗢𝘂𝗿 𝗟𝗶𝗺𝗶𝘁𝘀 𝗮𝗻𝗱 𝗥𝗲𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗪𝗼𝗿𝗸 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 The Lean In evening on burnout at Scout24 SE wasn’t just informative—it was a reality check. It wasn’t the usual conversation about stress; it dove deep into what burnout looks like when it’s lived, and how we, as a society, need to do better. Fabienne opened with a clear breakdown of burnout’s stages, but what hit hardest were Kazia's and 🥙Abdo’s personal stories. They didn’t just describe burnout—they showed us what it feels like. Kazia’s analogy stuck with me: “If your leg is broken, you rest and let it heal. But with mental health, we push through until we completely break.” It made me realize how different we treat mental pain from physical pain—often ignoring it until we’re too far gone. Abdo’s story mirrored this struggle. He was deeply frightened to be seen by his work as "a broken man" who is no longer capable of handling his previous responsibilities. "You are not a broken human if you suffer from mental health issues." But what was most relieving, especially as a people leader, was Fabienne’s candid explanation of who is truly responsible for addressing burnout in organizations. It’s not just on managers or team leaders, but the responsibility of those 𝗮𝘁 𝘁𝗵𝗲 𝘃𝗲𝗿𝘆 𝘁𝗼𝗽. “The responsibility lies with the owners and shareholders because they are the ones making the key decisions. It’s their job to ensure that healthy systems are in place from day one—because healthy is sustainable, and ultimately more profitable. If the CEO doesn’t buy into it, or the shareholders don’t care, nothing will get realized that actually matters.” People leaders can do everything in their power to support their teams, but if the company’s structures and values don’t align with promoting employee well-being, change will never take root. Fabienne also pointed out that companies often treat people like machines, planning workloads as if humans can perform at 100% every day. “We are cyclical creatures,” she said. Some days we perform at our peak, and other days we need rest—it’s simply part of being human. Yet, organizations often don’t account for this natural rhythm. Budgets and capacity plans are created with the assumption that people won’t get sick or need breaks. It’s this kind of thinking that drives burnout. Julia’s moderation let the conversation breathe, creating space for the raw emotions in the room. We didn’t just talk about burnout as a concept—we felt it, and that built a deep sense of empathy. Oliver S.’s BE LIGHT Now GmbH mediation app demo was brilliant, but what touched me most was seeing him later at the train station, quietly handing out leftover food to the homeless. No big announcements—just kindness in action. It was a reminder that compassion should always have a place in our busy lives. #MentalHealth

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Let me present an easy, practical and valuable gift to give and receive: 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸🎁   On Monday, my lovely colleague Hanna van Waasen and I had the pleasure of conducting a 2-hour training session for the headquarters’ talent pool of Metro Germany. The topic was „The Importance of Giving and Receiving Feedback“. A special thanks to Petra Bernards for her collaboration and for including our training in the talent pool’s journey 🤝🏻   At Metro, we use the SBI method for delivering valuable feedback in a structured way, making it more comfortable for both parties:   𝗦 - 𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰: Focus on the specific situation for which you want to provide feedback. This gives the other person a clear understanding of the moment being discussed.   𝗕 - 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿: Describe the behavior that was shown by the person in the specific situation. Clearly express what you’ve observed, seen or heard.   𝗜 - 𝗜𝗺𝗽𝗮𝗰𝘁: Explain the impact the behavior of your counterpart had on you in the specific situation by delivering it with an “I-message.” Focus only on your own effects and feelings, avoiding generalizations or speaking on behalf of others.   ⭐️ What I personally like is to conclude the feedback with a wish for the future, a point for improvement, or an offer of my support.   🎁 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗶𝘀 𝗮 𝘃𝗮𝗹𝘂𝗮𝗯𝗹𝗲 𝗴𝗶𝗳𝘁 that is easy to give and to ask for. It is important to recognize that feedback is intended to support our own development and growth. I often hear in training sessions that personal hurdles might block people from giving feedback to someone else, because they don’t know how to start, find the right words, or have concerns that the feedback will affect their relationship with the other party. I wish that the training session and especially the method will support applying feedback actions in everyone’s day-to-day life. #OneMETROAmbassador #ExploretheM #Feedback

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Hi there! I believe it’s time to introduce myself again 🙂 My name is Natia and I’m a founder of Persona Coaching based in Berlin. After a career in senior HR leadership, I shifted into coaching as I found it fulfilling and I’m passionate to help others unlock their true potential as entrepreneurs💫 I’m dedicated to be helping YOU - aspiring entrepreneurs, first time founders and CEO to make your vision a reality. Stay with me to find out more! #BusinessinGermany #EntrepreneurMindset #StartOwnBusiness

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🚐 Remote Working - HR Professionals Help Needed! 🚐 The awesome Kathrin Faber is working on her MBA thesis on the C&B of international working. She’s looking to chat to HR Professionals who have a globally remote workforce - we’re talking truly mobile and actual employees rather than just ‘remote’ or gig economy. Please comment below if you can help! Shamelessly sharing a picture of my campervan Teddy - nomadic working has propelled the vanlife culture (not for me just yet but maybe one day…). #cipd #remoteworking #humanresources #workfromanywhere #wokrfromanywherejobs #remotejobs

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Excited to be part of this innovative approach to HR! Subscription-based services are a new way to deliver your people strategy and support your success in volatile markets. Let's connect and explore the possibilities! #HRInnovation #PeopleStrategy #BusinessSuccess

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