Actual & ArchiveBlog & News

Why companies should now focus on outsourcing

Digitalisation has triggered profound changes in almost all areas of business – especially in human resource management (HR). Traditional HR departments are increasingly reaching their limits due to growing administrative workloads, skills shortages and technological change. At the same time, demands for speed, flexibility and efficiency are increasing.

Business process outsourcing (BPO) and recruiting process outsourcing (RPO) offer effective solutions for strategically rethinking HR processes and providing targeted relief. Companies that rely on these models can not only reduce costs, but also strengthen their competitiveness.

What is business process outsourcing (BPO)?

Business process outsourcing, or BPO for short, refers to the transfer of certain business processes – in the HR area, for example, payroll accounting, personnel administration, applicant management or the administration of social benefits – to external service providers. This is not just a short-term outsourcing arrangement, but often a long-term partnership that allows companies to conserve internal resources and focus more on strategic tasks.

A key advantage is that specialised providers such as Trenkwalder bring modern technology, in-depth expertise and structured processes to the table. This means that complex HR processes can be handled not only more efficiently and cost-effectively, but also with fewer errors. Companies also benefit from greater transparency and traceability.

Recruiting Process Outsourcing (RPO): When experts take over recruiting

Recruiting Process Outsourcing (RPO) goes one step further and focuses entirely on talent acquisition. Here, the external service provider takes over either individual phases of the recruiting process or the entire applicant management process – from job advertising and active sourcing to pre-selection, organising interviews and onboarding.

This has several advantages: RPO providers often have extensive networks and access to specialised candidates who would otherwise be difficult to reach. They also use state-of-the-art technologies such as artificial intelligence and automated screening tools. For companies, this means faster filling of vacancies and less work for internal HR teams.

Why are BPO and RPO indispensable today?

The demands on human resources management are constantly increasing. Companies not only have to work more efficiently, but also be able to respond more quickly to market changes and new challenges. At the same time, employee satisfaction is becoming increasingly important, which places higher demands on the quality of HR processes.

BPO and RPO offer decisive advantages here:

• Scalability and flexibility: Especially in growth phases or during seasonal fluctuations, outsourcing allows HR resources to be flexibly adjusted without lengthy internal restructuring.

• Cost efficiency: Optimised processes and economies of scale can reduce costs – for example, in payroll accounting or recruiting.

• Focus on core business: HR teams gain time for strategic issues such as talent development, employer branding or shaping the corporate culture.

• Technology and innovation: Specialised service providers continuously invest in modern HR technologies, from cloud solutions and AI-based selection processes to automated workflows.

• Improved customer experience: Structured communication and professional support increase applicant satisfaction – and thus also employer attractiveness.

• Compliance and quality: Legal requirements and data protection requirements are implemented professionally, minimising risks.

For which companies are BPO and RPO particularly suitable?

Whether you are a medium-sized company or a global corporation, BPO and RPO can be useful for a wide range of company sizes and industries. Companies facing the following challenges benefit particularly:

• Strongly fluctuating personnel requirements or seasonal order peaks

• International expansion and different legal frameworks

• Need for fast and high-quality recruiting processes

• Desire to digitise and automate HR tasks

• Limited internal resources in the HR department.

How companies successfully integrate BPO and RPO

A strategic approach is necessary for BPO and RPO to be fully effective. The following steps are crucial:

1. Clearly define requirements: Which HR processes should be outsourced? Where are there bottlenecks or potential for optimisation?

2. Carefully select partners: Check the service provider's expertise, experience and technological equipment.

3. Ensure transparency and communication: Clear interfaces and regular communication are important for managing expectations and ensuring quality.

4. Integration into existing systems: Interfaces with HR software and internal processes must function smoothly.

5. Continuous monitoring: Regularly evaluate the performance and benefits of the outsourced processes and adjust them as necessary.

Conclusion: Shaping the future with BPO and RPO

Today, outsourcing HR processes is more than just a question of cost. It is a strategic tool for acting flexibly, quickly and efficiently in the competition for talent and resources. Business process outsourcing and recruiting process outsourcing help companies relieve the burden on their HR departments, optimise processes and focus on what matters most – the people in the company.

With tailor-made BPO and RPO solutions, planning security and flexibility can be optimally combined in a constantly changing world of work. Companies that rely on professional partners can thus make their HR strategy future-proof and respond agilely to challenges.

Would you like to make your HR processes future-proof? Find out more about our RPO & BPO services and get in touch for a no-obligation consultation

Interested in finding out more? Follow us on LinkedIn, Facebook and Instagram to stay up to date on exciting topics related to careers and human resources!

You’ve just finished your training or studies and are holding your first job offer in your hands? Congratulations! Starting your career is an exciting milestone — but also a decision that should be made carefully.

Before you sign too quickly, take some time: We’ll show you what to pay attention to in order to evaluate your first job offer objectively — and make a decision that you’ll be happy with in the long run. The following 10 questions will help you set the right priorities.

1. Does the salary match my qualifications and cost of living?

Especially at the start of your career, it’s tempting to accept the first offer immediately. But make sure the pay is fair and appropriate for your education, industry, and region. Use salary comparison websites or discreetly ask in your network about average salaries. Also check if bonuses such as vacation pay, Christmas bonuses, or other incentives are included.

To quickly see your net income after taxes, use our handy salary calculator — so you always keep track of your earnings.

2. What is the work environment like?

A good salary won’t mean much if the company culture is poor. Try to learn about the team, leadership style, and collaboration during your interview. It can also help to check review platforms like Kununu or ask current or former employees about their experiences. This way, you get a realistic picture of whether the company truly fits you.

3. Are there development opportunities?

Think beyond the job you’re accepting today and consider your prospects in two to three years. Are there training programs? Career paths? Internal promotion opportunities?

Long-term development opportunities are crucial because they help you grow professionally and personally, achieve your goals, and adapt to new challenges. This way, you won’t stagnate but actively shape your career.

4. How flexible are working hours and location?

Whether flextime, home office, or shift work — clarify early on what your future daily routine will look like. Such organizational conditions not only shape your day-to-day work but also greatly affect how well your job fits with your private life. The clearer you know what to expect, the better you can assess if the job matches your desired work-life balance.

5. How secure is the position?

Pay close attention to the type of employment: Is the contract fixed-term or permanent? Are there realistic chances for permanent employment after the probation period? The company’s financial stability is also important, as uncertain finances can quickly lead to layoffs or restructuring. For career starters, a secure position is especially important because it provides financial stability and planning security. An insecure job, on the other hand, can cause additional stress, hinder professional development, and make entering working life unnecessarily difficult.

6. What social benefits does the employer offer?

Many companies offer benefits beyond salary that make the job more attractive. A company pension scheme supports long-term wealth building. Mobility allowances ease financial burdens and promote sustainable mobility. Meal subsidies or discounted cafeterias save money and help with healthy eating. Sports programs or health initiatives like check-ups or stress prevention strengthen wellbeing. These “benefits” are often real plus points and should factor into your decision.

7. Do the company’s values align with mine?

Are aspects like diversity, sustainability, or social responsibility genuinely practiced in everyday business? If these topics matter to you, the employer should not only communicate these values but also visibly implement them through concrete actions, projects, or company culture.

Reflect on which values are important to you personally: Is it teamwork, transparency, fairness, innovation, or work-life balance? Only when your own beliefs align with the company’s lived values will you find a work environment where you can truly feel comfortable long-term.

8. What about the commute?

Read the contract carefully. Make sure probation periods, notice periods, overtime rules, and vacation days are clearly defined. Clarify unclear or missing points beforehand to avoid surprises later. Having the contract reviewed by a lawyer can also be helpful. A clearly written contract provides security and forms the basis for a good working relationship.

9. What does the employment contract look like?

Read the contract carefully. Make sure probation periods, notice periods, overtime rules, and vacation days are clearly defined. Clarify unclear or missing points beforehand to avoid surprises later. Having the contract reviewed by a lawyer can also be helpful. A clearly written contract provides security and forms the basis for a good working relationship.

10. What does my gut feeling say?

Finally, your personal feeling plays an important role. Do you have a good impression of the employer and future colleagues? Do you feel welcomed, respected, and taken seriously? A pleasant work environment where you feel comfortable is crucial for your motivation and satisfaction. Ask yourself if your first impression matches your idea of a good workplace and whether you can see yourself feeling at home there long-term. Trust your intuition.

Conclusion: Keep your eyes open with your first job offer!

Career starters shouldn’t just see their first job offer as an opportunity but should critically examine whether it fits their personal and professional goals. Asking the right questions lays the foundation for a successful and fulfilling career.

If you haven’t found a suitable position yet, feel free to check out our current job listings — maybe your dream job is already waiting!

Interested in finding out more? Follow us on LinkedIn, Facebook and Instagram to stay up to date on exciting topics related to careers and human resources!

The successful transition from specialist to leader is a crucial career milestone—and a strategic challenge for companies. In times of skills shortages and high employee turnover, targeted talent development is more important than ever to cultivate and retain competent leaders for the long term.

Why Talent Development Is Key to Leadership Growth

Companies benefit from internal leadership development because experienced employees already know the business and build strong loyalty. Targeted leadership talent development increases employee satisfaction and secures long-term success.

• Continuity in leadership through internal promotion

• Motivation and employee retention through career opportunities

• Effective team leadership and innovation

Challenges in the Transition from Specialist to Leader

Moving into leadership requires new leadership skills such as communication, conflict management, delegation, and strategic thinking. Without proper support, many talents reach their limits.

Therefore, companies must invest in structured leadership training and individual development programs.

The 5 Key Steps to Targeted Leadership Talent Development

1. Identify Leadership Potential Early

Through systematic talent management—such as assessment centers or employee interviews—companies can effectively identify future leaders.

2. Create Individual Development Plans

Tailored training programs and coaching based on each talent’s strengths and development needs ensure effective leadership growth.

3. Provide Hands-on Leadership Experience

Giving talents responsibility for projects and initial leadership roles allows them to gain valuable practical experience.

4. Offer Continuous Training

Sustainable success requires ongoing leadership workshops, seminars, and personalized coaching.

5. Foster an Open Corporate Culture

A culture that accepts mistakes, encourages feedback, and supports development is essential for successful leadership development.

How Staffing Providers Support Companies in Leadership Talent Development

Professional staffing providers are valuable partners in developing leadership talent. They offer:

• Objective potential assessments and evaluation procedures

• Customized training and coaching

• Temporary leadership placements to bridge management gaps

• Strategic consulting on leadership development and retention

They help companies grow the leaders of tomorrow and retain them long term.

Conclusion: Develop Leaders Sustainably Through Targeted Talent Development

The transition from specialist to leader is a critical success factor for companies. With professional support, personalized development programs, and an open corporate culture, companies can effectively nurture their talents—laying the foundation for a strong, future-ready leadership team. Make leadership development a strategic tool for sustainable business success!

Follow us on social media to stay up to date with the latest tips and trends in recruitment!

Whether it's dissatisfaction with your job, personal changes or the desire for more meaning – many people ask themselves the question at some point in their career: Is it time for a new start? A professional reorientation can be challenging, but it can also open the door to completely new opportunities. In this article, we show you how to recognise when it is time for a change and how to strategically plan your next step.

When is the right time for a professional reorientation?

Not every difficult day at work means that a job change is necessary. However, there are clear signs that a career change may be a good idea:

• Lack of development opportunities: If you are unable to develop professionally or personally, you will become dissatisfied in the long term.

• Persistent dissatisfaction: A permanently bad mood, lack of motivation or even physical complaints can be warning signs.

• Conflicting values: If your personal values no longer align with the corporate culture, this will affect your satisfaction.

• Lifestyle changes: A move, new family commitments or the desire for more flexibility may necessitate a professional reorientation.

The right time for a change is different for everyone – it is important that you make your decision consciously and do not act out of frustration or on impulse.

How to make a successful career change

Not every job can be done from anywhere without further ado – but in many industries, the choice is A successful career change begins with a clear assessment of your current situation. Proceed step by step:

1. Reflect on your strengths and desires

What are you particularly good at? What did you enjoy about your previous jobs – and what did you dislike? Think about which activities, industries or working environments fit your current life goals. Write down your professional and personal skills and compare them with the requirements of your desired industry.

2. Research possible career fields

Many skills can be used in different industries. Perhaps a career change is an option, or further training could open new doors. Also check how in demand your skills are on the current job market and which career fields offer you long-term prospects.

3. Optimise your CV

Your CV is your calling card in the application process – especially when changing industries. Highlight your transferable skills and show how your previous experience fits in with your new career field.

Tip: Use our free CV generator to present your skills in a professional and structured way.

4. Prepare for interviews

When changing careers, you will often be asked about your motivation. Be prepared to explain authentically why you are making the change – and why you are a real asset to the new team despite any differences in your professional background.

5. Plan realistically

A professional reorientation can take time. Set yourself clear but realistic goals. You may have to start at a lower entry level or take further training in a new industry – that's normal. Think long term and see the change as an investment in your career

Networking for a new career start: How contacts can make the change easier

A strong professional network can significantly speed up the process of reorientation and open new doors for you. Contacts that you have in your industry or in your desired new industry, or that you can establish, are a valuable source of support.

• Use your existing network: Approach former colleagues, supervisors or business partners and inform them of your desire for a career change. New opportunities often arise through old connections.

• Build a new network in a targeted manner: Attend events, conferences or webinars that deal with topics related to your target industry. Online platforms such as LinkedIn also offer great opportunities to connect with other professionals.

• Maintain your contacts: Networking does not end after the first conversation. Stay in touch, exchange ideas regularly and offer support to others. Relationships build over time and can become more valuable in the future than you might imagine now.

Conclusion: Planning and foresight for a successful professional reorientation

A professional reorientation is a challenge, but also an opportunity to develop further and discover new, more fulfilling career prospects. It is important that you plan the change strategically, weigh up your options and make targeted use of your strengths and network. With a clear vision and realistic planning, you will successfully master your professional restart.

You are ready for change – and we are here to support you! Find the position that really suits your goals and strengths now. Discover now!

Interested in finding out more? Follow us on LinkedIn, Facebook and Instagram to stay up to date on exciting topics related to careers and human resources!

Recruitment is a crucial success factor for any company. It is not only about the technical qualifications of candidates but also about psychological fit and the ability to retain the best talent in the long term. But how can companies ensure they make the right decisions and avoid mis-hires? In this article, you will learn how psychological factors influence the hiring process, how unconscious biases can distort recruitment, and what methods and tests can help companies select the best talent.

1. Unconscious Biases in Recruitment: How They Can Influence Your Decisions

1.1. What Are Biases and How Do They Affect Recruitment?

Unconscious biases, also known as biases, play a critical role in the hiring process. These distortions arise from unconscious associations that result from personal experiences, social norms, or cultural influences. In the context of recruitment, biases can lead companies to select candidates who align with their unconscious expectations rather than the best applicants. Some of the most common biases include:

• Affinity Bias: A tendency to prefer candidates who are similar to oneself.

• Confirmation Bias: Seeking confirmation of initial impressions and ignoring conflicting information.

• Halo Effect: One outstanding characteristic of a candidate influences the evaluation of all other traits.

• Attribution Error: Misinterpreting behavior, such as attributing nervousness to a lack of competence.
  

1.2. How Biases Lead to Mis-hires

Biases can significantly distort the recruitment process, leading to mis-hires. These mis-hires can have long-term negative impacts on the company, such as lower employee retention, poor team dynamics, or even a harmful company culture. Unconscious preferential treatment can also reduce diversity within the organization, which can negatively affect innovation and team performance.

2. Psychological Methods to Minimize Biases in Recruitment

2.1. Structured Interviews for Objective Recruitment

A structured interview is one of the most effective methods to minimize biases in recruitment. All candidates are asked the same questions in the same order. This standardized approach helps avoid unconscious distortions and ensures that all candidates are assessed fairly and objectively.

2.2. Blind Recruiting: Objective Decisions Through Anonymization

With blind recruiting, personal data such as name, gender, age, and background are anonymized. This method helps reduce the impact of biases and allows for an unbiased evaluation of the candidates' technical and psychological qualifications.

2.3. Multiple Interviewers for Objective Assessments

Using multiple interviewers ensures that decisions are not based solely on one person’s opinion. This practice reduces the likelihood of biases and contributes to a more comprehensive and objective evaluation of candidates.

2.4. Training for HR Professionals to Recognize Biases

Another important step in minimizing biases is the regular training of HR professionals. Through workshops or online training, HR professionals can learn to identify and avoid biases. Such training not only improves the quality of the selection process but also enhances diversity and inclusion within the company.

3. Psychological Tests and Methods for Objective Candidate Evaluation

In addition to minimizing biases, there are various psychological tests and methods that can support companies in selecting the best candidates. These tests go beyond the traditional interview and provide valuable insights into candidates' personalities and potential.

3.1. Psychometric Tests: Objective Measurement of Abilities

Psychometric tests are standardized tools used to measure personality traits and cognitive abilities. They provide objective, measurable data that helps companies select the best talent. These tests help assess abilities in areas such as problem-solving, concentration, and analytical thinking.

3.2. Cognitive and Intelligence Tests: Faster Decision Making

Cognitive and intelligence tests assess the mental capabilities of candidates. They provide valuable information about how quickly a person can absorb new information and solve complex problems. These tests are particularly useful for positions that require quick decision-making and creative problem-solving.

3.3. Situational Judgment Tests (SJT): Practical Application of Skills

Situational Judgment Tests (SJTs) simulate real-world work situations and ask candidates how they would respond in specific situations. These tests provide a solid foundation for evaluating candidates' practical decision-making skills and behavior.

3.4. Assessment Centers: Holistic Evaluation of Candidates

An assessment center combines various tests, group exercises, and individual interviews to get a comprehensive picture of a candidate's skills and personality traits. This method assesses key skills like teamwork, communication, and leadership abilities, and is often used for leadership roles.

4. The Role of Recruitment Agencies in Selecting the Best Talent

An experienced recruitment agency plays a key role in optimizing the recruitment process. We help companies identify the best candidate pool and assist in selecting the most suitable applicants.

We ensure that companies have access to qualified and psychologically well-matched candidates. Through our professional pre-selection and comprehensive consulting, companies can make well-informed decisions.

5. Conclusion: A Psychological Approach to Successful Candidate Selection

The psychological aspect of recruitment is critical in avoiding mis-hires and finding the best talent for a position. Companies that are aware of potential biases and use psychological tests and proven selection methods can make informed decisions and ensure the long-term satisfaction and performance of their employees.

We support companies in improving their recruitment process through an objective selection approach and minimizing mis-hires. With our expertise in talent acquisition, we ensure that companies pave the way for the best talent to join their teams.

Follow us on social media to stay up to date with the latest tips and trends in recruitment!