A question of perspective
We also experience many different perspectives in our day-to-day business. And often find out: Whether the shortage of skilled workers is a gruesome fairy tale or the harsh reality seems to depend solely on the perspective.
Perhaps it seems that this topic cannot end because simply too many opinions, too many perspectives and, above all, too many possible “people concerned” come together.
What is a specialist?
According to Duden, a skilled worker refers to “someone who has the appropriate knowledge, skills and abilities within his or her profession or area of expertise”.
Wikipedia differentiates a bit further here. According to Wikipedia, a specialist is “generally a person who has successfully completed commercial, commercial or other professional training. Academic people are less often referred to as professionals ”.
Clear answer “No”?!?
Two points come up, which disturb me in this eternal discussion of the longer. If we first follow the definition of Wikipedia, then the question remains why the focus of the expert discussion is always the MINT subjects, which usually require a degree.
On the other hand, if we follow the definition of the Duden, I doubt very much that there are no longer any applicants with the appropriate skills and knowledge of their profession.
This qualification must be available solely through training or, if necessary, studies. So the question remains, why are all talking about the skills shortage and why do they seem to be Company to have, at least in part, a recruitment problem?
The company view
Of course it is true that some companies are increasingly struggling to find suitable employees for specific positions. Unfortunately, these companies seldom ask themselves whether the reason for this is really demographic change and the accompanying skills shortage, or whether the problem could not be homemade.
I think there are many factors that speak in favor of the second option. Alone, since many companies over decades have paid too little attention to both the HR departments and the associated measures such as employee retention.
Why do companies find no employees?
I would like to illustrate this with a simple example:
- Your company is located in a very rural region in an 70-years factory or residential block
- You pay your employees a “normal” salary without any special incentives
- You are looking for young, qualified employees for a position with few development perspectives
In this case, the likelihood that you will receive little or no applications is very high. At least in comparison to the company, which is located in the city, has bright and open premises and offers the employees beyond the salary further attractive incentives.
What can companies do?
But what does that mean for you as a company? Of course, you can not just relocate your location, turning your business processes completely upside down. But you can turn on the first small screws. Imagine yourself as an attractive employer.
Think about how important “specialists” are for your company's success. Can you produce successfully without a production team? What are these employees worth to you? What regional incentives can you offer? I think that every company can present itself more attractively and create appropriate incentives for employees if you look at yourself.
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