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Those who resign are traitors. This attitude still prevails in some companies and targets employees who quit their jobs. The reasons for splitting up, however, usually differ a lot …

Once an experienced employee resigns, an executive or a partner generally steps in to gain detailed insights into the reasons for the resignation. “In our company, there is no special program for this,” BMW manager Jela Götting says. Björn Knothe, personnel consultant and CEO of division one, explains such resignations as follows: “A connection usually exists via social networks such as Xing or Linked-In.” However, if the exit management, a term used by personnel specialists to refer to contact management, is professionally conducted during the resignation process, chances of a later continuation of the cooperation with a former employer rise. Especially during times of near full employment, the necessity to lure deserved employees back to the company after several years may arise. “If the farewell was altogether pleasant, the chances for this are certainly increased,” Knothe says.

Source: F.A.Z. / 11.07.2017/ "Offene Türen für Rückkehrer" von Oliver Schmale)

division one has been nominated for the award “Headhunter of the Year.” In the supreme discipline, executive search, division one has been rated among the top 6 of personnel consulting firms in Germany. A high-class expert jury with representatives from the media, the economy, science and organizations evaluated all submissions by personnel consulting firms. The award ceremony takes place on June 1, 2017, in the Bayerischer Hof (Munich) in the context of a festive evening gala with ensuing afterparty.

The award "Headhunter of the Year" is presented for excellence in the following categories: candidate experience, client experience, best newcomer as well as for the supreme discipline ‘executive search.’ Personnel recruitment firms with a registered office in Germany were able to apply. The award is intended to acknowledge selected personnel consultancy firms’ high quality and professionality, to showcase the pioneers and to facilitate innovations within the personnel consulting industry.

The interim manager is a special kind of person who enjoys moving from project to project, constantly asserting himself/herself. Those interested in this profession should have an entrepreneurial mindset and should, furthermore, possess characteristics such as decisiveness, readiness to assume risk and a constant interest in facing up to new challenges.   Most   of   division one’s candidates are interim managers with many years of experience on the executive level. They are usually in their fourties to early sixties. Interim managers are as stress resistant and as much on the move as nomads.   Interim management is a way of life. Taking this path is a deliberate decision against an occupational career.

Source: personalmagazin / 01-2017 / from Björn Knothe)

Retiring at the age of 63 is currently inconceivable for many. Today, Michal Lanik has turned 68. However, he is still working as a restructuring specialist and interim manager every day. The well-experienced manager and CRO cooperates with division one, a recruitment provider from Stuttgart, Germany. At the moment, Mr. Lanik is involved in a restructuring project at a mechanical engineering company. “I usually know many of the situations that may arise in a company,” Lanik says. “Most of the time, I know after the first meeting which direction to steer in. In such cases, expertise is important, but usually falls short.” Rob Spaans, 67 years old, is another interim manager who does not yet waste any thought on retiring. Read more (available only in German).