Breadhunter's News

„Ich habe hier keinen IMPACT, deswegen kündige ich nach 3-6 Monaten!“, ja diese Aussage bekamen manche Baby Boomer und Gen X plötzlich um die Ohren gehauen und waren Perplex, wie eine ganze Generation plötzlich sich erdreisten kann, nicht mehr angepasst für Statussymbole zu arbeiten, sondern einfach den Fallschirm zu greifen und aus der nicht agilen 747 zu springen und damit plötzlich die ganze, unausgereifte Business Strategie der Gen X Thought-Leader durcheinander brachte. Schnell wurde klar, diese Generation Y ist anders  und die machen das einfach, wie frech aber auch! 😊 Auch war der Konnex sofort hergestellt zu verweichlicht, nicht fähig durch zu halten, usw., denn kurz gedacht kann man sie natürlich in diese Schublade stecken, doch was, wenn es anders ist und diese erste Bewertung vielleicht nur teilweise zutrifft bzw. die Millennials vieles einfach schneller gecheckt haben, wo wir Gen X oder Baby Boomer nicht die, sorry, „Eier“ für haben? Was, wenn Sie einfach k...

Franchise is dead or let's say not necessary in 2019 if you are an entrepreneur, because you will work tripple to be successful, for the franchise owner, for the tax office and after that for yourself. Maybe it was an option during the 50ties, 60ties and 70ties, maybe 80ties also, where the economy was booming and it was not easy as a small entrepreneur to get national or global attraction, but in times of internet, social media and easy global entrepreneurship it's not contemporary anymore. So why paying an annual membership fee of 2 k or 20 k $ for something that is less worth, then what you get from it? Why paying an additional setup fee of 10 or 20 k $ at the beginning just to be a member of something, that lives from your personality and pro-activity as an entrepreneur? Why paying a percentage from your annual turnover after you worked successful on projects, that where filled by your work experience? Here are some price examples from our headhunting indust...

Things and business take a lot of time in DACH region as we all know, but this is not the innovative way, compared to the rest of the world, except Middle East and sometimes Japan :-). Yes, headhunting and executive search is about trust and relations, but I think compared to the DACH region, the other global cultures are more open to move something and trust each other faster, than we do. When I look at my last and this business year, so came the best and successful projects(70%) from foreign countries by companies, who have discovered me via my blog posts and website and decided to get in contact via email and video call in a fast way. Discuss the topic, exchange contracts, have another video call and go and this within 10 days. Follow ups by smart collaboration software, video calls, local calls and project closed after 4-6 weeks in total(sometimes faster, if the client could make a fast decision ;-)) and all are happy, the challenge is solved and you also got new friend...

Yes, we live in interesting times and it's funny to see, how big players get disrupted by small, global speedboats, because they focus on the core business and for this you do not need status symbols or expensive business solutions, it's just all about to work borderless to close sales deals, engage clients and candidates from all over the world, not only via social media madness, but by personal connection. I believe, that social media will getting more and more  irrelevant, because people getting sick of this sensless throwing out infos , messages and contact attempts without focus and personal engagement. They will sooner or later love the old, good quality of personal human relations, Ear-to-Ear or Face-to-Face. Since 2 years I see it also here in DACH area, that clients and candidates wanted to be called personally and not contacted via email or social media postings. Video calls are also fine, but some clients are unable to cope to work with that, so the go...

Vorwort „Alle Jahre wieder, kommt das Christuskind und auch ein BREADHUNTER Band 😉!“ , so könnte man zusammen in das Lied einstimmen, wobei eigentlich sind die BREADHUNTER Bücher ja nur gedruckte Dokumentationen der Blogartikel, für alle, die lieber offline lesen und trotzdem etwas Business-Zeitgeist des jeweiligen Jahres mitbekommen wollen. Ich denke, wenn man alle Texte und Bücher von mir in vielleicht 20 Jahren liest und via KI auf ‚early Adoptertum‘ untersucht, so bin ich sicherlich ein Vorreiter im DACH Raum zumindest, was gewisse Tendenzen und Tools im doch so emotional geprägten HR Business angeht. Wären diese Texte alle nur online, so würden Sie in der Masse untergehen und in Vergessenheit geraten, weswegen ich diese gedruckte Form eines Jahrbuchs gewählt habe und natürlich auch aus biographischen Gründen, denn man kann daran immer schön ableiten, was mich gerade zu dem jeweiligen Zeitpunkt des Blogartikels beschäftigt hat. Da mir manche Artikel aus 2017 auch rele...

Headhunting and Executive Search is changing for the last 12 years and their global networks do. I remember headhunting during the 90ties without internet, where Headhunters seemed to be bit like the gatekeeper of the Holy Grail, because they had the contacts and databases, no one else had or just big corporates who could afford an HR department and collect data in the 80ties and 90ties. Now with social media everybody has became a networker and so some fundamental questions in our industry must be answered and we must bring our clients up-to-date too.  The following questions will be: What makes a good headhunter? Has a network to show by marketing how large it is, how they party together or are the results in the end important they generate together? How about the hard facts? The membership fees, the extra turnover the networks generate for each partner? Is it transparent without case studies you prettify by marketing? Big network via small global connectors, see...