For many years, the QRC Group has provided support to renowned digital companies, internet start-ups and established Internet companies in filling key positions. We successfully fill positions in such areas as digital business development, digital entertainment, digital marketing, online ads, online retail, e-commerce, search engine optimisation, big data and software development.
Thanks to our own many years of professional experience in the digital economy, we are familiar with the trends and developments in the fast-moving digital industry and can draw on our extensive and dependable network of top experts and decision-makers in renowned companies as well as on state-of-the-art, technology-supported recruitment tools for contacting candidates directly. The digital economy represents a gigantic market composed of countless companies in dozens of sectors. No matter whether it is a small start-up in a two-room office or a DAX-listed company with thousands of employees: They are part of a gigantic growth market. This sector of the economy is seeing double-digit growth on average every year, and with its high employment rate, the industry is also one of the most important economic drivers in Germany.
Our consultants and recruiters for digital economy are experts who personally spent many years working at internet-related companies and with digital global players before making the switch to human resources. QRC is your headhunting partner for finding and selecting executives (Executive Search), specialists (Expert Search) and for Interim Management to make your company fit for the future. Please feel free to contact us.
DIGITAL HEADS AND SPECIALISTS URGENTLY NEEDED
The problem with this boom: Many companies can only fill their newly created positions inadequately or, in some cases, not at all. Courageous decision-makers are most needed; because they must be able to lead highly specialised teams of IT experts, search engine specialists and social media experts, they themselves need a close connection to the digital economy. Those who want to lead and guide the highly motivated digital natives of the industry must speak their language. Executives with such a profile are fiercely fought over, while vacant positions are often filled for months by interim managers.
NEW WAYS OF THINKING - PRIORITSING HR
Many agencies, online shops and net magazines lack human resources: IT experts for CSS and PHP programming, web designers and experienced creative workers are in short supply. Those who have settled in a permanent position often remain there for decades for fear of losing their ability to survive on the market. The requirements are often too exacting, the workflows and structures within the companies too varied. In addition to pure headhunting, consulting services in new placement and employer branding are frequently required:
The digital sector is more dependent on sustainability in recruiting than any other – here, a work-life balance, responsibility and personal freedoms often mean much more than opportunities for promotion and high salaries. This applies to creative professionals, computer scientists and marketing specialists alike. A company must be able to convey such values to the outside world in order to attract the high-potential talent of the industry.
SPECIAL REQUIREMENT: DIGITAL MARKETEERS
Anyone who operates online wants to be found online and attract attention. Therefore, companies need creative new approaches and concepts in search engine optimisation (SEO), search engine advertising (SEA), affiliate marketing and e-commerce more than ever before in order to establish websites, make inroads into business fields and open up new markets. One of the key challenges here is to intertwine the traditional industrial and commercial branches of a company with digital business fields.
It is precisely due to the special requirements faced by digital companies that it is also important for them to gather a good blend of well-established in-house experts and creative new minds among their employees, who complement each other perfectly and cooperate in a sustainable way. Those who want to play in the big leagues need to do more than simply fill a vacancy. They need to find just the right people for the job. That is why the QRC Group not only supports you in headhunting for the right candidates, but will also carry out management audits for you at your request: We see the people your company truly needs and focus on an optimal matching of skills and cultural fit in the search for the best candidates.
Zur Absicherung eines Unternehmensnetzwerkes, mit Teilnetzen im Bereich Office, kaufmännischer Systeme/ERP und im technischen Bereich mit Komponenten der Automatisation, CAD, PLM und M2M-Kommunikation sollte eine netzübergreifende Sicherheitslösung gefunden werden. Hierzu war es notwendig, einen IT-Security Architekten zu finden, der bei einem Mittelstands-Unternehmen im Bereich Automobil-Zulieferung (Tier 1) das operative Produktionsnetz…
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2011 haben die deutschen Verbraucher Waren und Produkte für mehr als 25 Milliarden Euro im Internet gekauft (Interaktiver Handel in Deutschland 2011-Studie des BVH, Feb. 2012). Tendenz weiter stark steigend! Zudem verlagern immer mehr Unternehmen den Schwerpunkt Ihrer Produkt- und Markenkommunikation in das Internet. Während die Werbeausgaben in den klassischen…
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Kaum hat das Jahr begonnen liest man überall im Netz von „Robot-Recruiting“. Ein ganz neues Thema? – Nicht ganz. Aber ausgereifter und präsenter. Die Frage die uns dazu in den Sinn kommt: Fallen wir Recruiter und Personalberater nun etwa auch dem Kampf Mensch vs. Maschine zum Opfer? Algorithmus vs. Persönlichkeit…
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Nahezu täglich lesen wir Beiträge und Interviews zu den bevorstehenden Auswirkungen der Digitalen Transformation auf unsere Arbeitswelt, so auch zuletzt in einem Interview, das Christian Illek, Personalvorstand der Deutschen Telekom, dem Magazin „Human Resources Manager“ gegeben hat. Dabei scheint jedem klar zu sein, dass sich Geschäftsmodelle im Zuge der Digitalisierung…
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Gibt es bei uns künftig tatsächlich eine Bewerberauswahl oder Karriereentscheidung durch Computer? Oder ersetzt gar Big Data die Recruiter? Mehrere Großkonzerne und Softwarefirmen bewerten bereits heute Bewerber oder Mitarbeiter auf Basis von vorhandenen Daten oder Informationen aus Social Media Portalen. Bislang war dies eine Frage der verfügbaren Zeit und des…
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