Recruiting with attitude – my approach at Bobach Recruiting
Why traditional recruiting is often no longer sufficient today
In my work with companies, I repeatedly encounter the same situation:
Open positions remain unfilled for a long time, applications are not suitable in terms of skills or personality, or new employees leave the company sooner than expected.
The problem rarely lies in a lack of commitment or a lack of attractiveness on the part of employers. Much more often, traditional recruiting approaches reach their limits. Standardized job ads, interchangeable processes, and purely resume-based pre-selection fall short in a tight labor market.
Recruiting today requires more than just reach. It requires understanding of people, teams, and contexts.
My understanding of modern recruiting
For me, recruiting is not just a matter of filling positions, but rather a strategic processthat makes companies more stable in the long term. That's why at Bobach Recruiting, I combine classic recruiting methods with a coaching-oriented approach. I consider not only qualifications, but also motivation, values, development potential, and team dynamics. My goal is not to place candidates quickly at any cost, but to find a position that is sustainable for both sides.
What makes my recruiting approach special
1. The focus is on the person—not their resume
Resumes show stages, but not motivations. In my work, I therefore place great importance on understanding why a candidate is seeking a change and what motivates them in the long term. At the same time, I analyze very carefully what a company really needs – professionally, personally, and structurally.
2. Recruiting with a coaching background
My coaching training allows me to bring an additional perspective to the recruiting process. Conversations are not just interviews, but structured dialogues on an equal footing. This helps to reveal potential, clarify expectations, and avoid misplacements.
3. Focus on cultural fit and team dynamics
Professional competence is important—but it alone is not enough. I check whether candidates fit in with the culture, management structure, and existing team. Especially in small and medium-sized companies, this aspect is crucial for long-term cooperation and employee retention.
This is how I work with companies
My recruiting process is clearly structured, transparent, and personally guided.
Typical steps are:
Analysis of the open position and the corporate context
Clarification of technical requirements and cultural conditions
Active sourcing and targeted direct approach of suitable candidates
Structured preselection and personal interviews
Support until successful recruitment
Companies retain an overview at all times—without having to carry out any operational recruiting work themselves.
For which companies this approach is particularly suitable
My recruiting approach is particularly suitable for companies that:
Place value on sustainable attitudes
do not want to select candidates based solely on formal qualifications
Consciously consider personality and team fit
Looking for a reliable recruiting partner
No time for inefficient application processes
Especially in times of skilled labor shortages, it is crucial to approach recruiting strategically rather than reactively.
Recruiting as an investment – not as a stopgap solution
I am convinced:
Good recruiting is not a cost factor, but rather an investment in stability, productivity, and corporate culture. Finding the right person saves time in the long term, reduces turnover, and takes the pressure off managers and teams. That's why I deliberately avoid standardized mass processes and instead work with individually tailored solutions.
Let's talk about your situation
If you no longer want to leave open positions to chance, it's worth having a chat. In a non-binding initial consultation, we will clarify whether and how my recruiting approach suits your company.
