The fairy tale of a shortage of skilled workers: a look into the future

Previous PartNext part

We are moved by the idea to make the world of work more human - without constant pressure for efficiency, stress and fear. As Publisher Best of HR -® with podcast, eLearning-on-demand offers and news service we share 15 years of experience with our customers (Samsung, Otto, state institutions). By the Top20 female blogger and consultant Simone Janson, referenced in ARD, ZEIT, Wikipedia .
Copyright: Artwork created as part of a free collaboration with Shutterstock. ,

If the job market changes, so must the Company change. Stagnation will not solve the problem. Especially not when the skills shortage is advanced only as a reason, without animate to action.

The fairy tale of a shortage of skilled workers: a look into the future

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

More knowledge - Podcast, PDF download, eCourse or personal advice

Here writes for you: Dirk Ohlmeier is Headhunter, Personalberater and Managing Director of Ethos Human Recruitment GmbH. Profile

Our books


Best of HR Berufebilder


Best of HR Berufebilder


Company have to change their requirements


This starts with the onboarding process. Is the company struggling to ensure that the employee finds a good start after a change, regardless of whether it is a business or a location?

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

Another important subject area is the position requirements:

  • Does the agent position still have to be the pure agent position or can interfaces be formed in the area of ​​responsibility?
  • Can positions and thus areas of responsibility be combined with shrinking applicant numbers in order to allow development perspectives if necessary?

Different perspectives and realities


Different visions and realities will collide.

  • On the one hand, there are companies that do not have employees or the employees qualified according to their wishes.
  • On the other hand, there are young employees who want to enter the professional life with confidence. About their studies one says that it is more practical but also more severe and therefore not as good as what was.

A "shortage" does not make the qualified employees more valuable. Thus, the professionals who are to counteract the shortage of skilled workers, on Praktiker and fixed-term contracts.

Generation Y - Able or unable?


Excitingly, Generation Y is considered to be the most capable, at least in the IT world. This generation is not only explained as having all the possibilities, but also because the working world desperately needs the young, skilled employees.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

And yet, these still motivated job applicants write endless applications without positive or often any feedback. And if a position is found, the great astonishment comes, since the basic conditions do not correspond to the economic theory that has been learned.

Generation 50 + - no longer attractive for the job market?


Added to this is, of course, the 50 + generation, which is often called, and is said that the economy is strongly affected when these generations, with all their knowledge and experience, leave the professional world.

And yet, it does not seem like this generation is attractive to the job market. As if an employee who is "only" eight years working, no longer relevant.

What does not stand in job advertisements


These two generations come together at one point, the point of job advertisements. We are looking for, of course, never officially named so clearly, young, qualified and dynamic employees, who are to have a position for the next few years with few or no development perspectives, but have the most diverse professional experiences and language skills.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

Requirements that practically only the 50 + generation can meet. Now the question remains whether no applications are sent at this point, because the deficit is so pronounced, or whether reality and desire do not coincide?

The technology is changing faster than the art market


In addition, the reality bounces with full strength on the specialist defenses. In reality, technology is rapidly developing in comparison to demographic change.

Many positions, and in particular many positions, of skilled workers are already being replaced by technologies and are likely to become even stronger in the future. Whether this development is called good, I would not put at this point for debate.

If you are concerned as a business, act!


I would just like to draw attention to the fact that technological development will also greatly change the labor market and the number of jobs required.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

In an article on Best of HR –® I have already said this, It does not matter if there is a skilled labor force or not. The question is all alone, are you or is your company affected. And if so, when do you start to act. And please do not short-term emergencies.

More knowledge - Podcast, PDF download, eCourse or personal advice


Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save).

3,35 Book now

Listen to Podcast & Download MP3: You can listen to this text for free, as member even without annoying popup, or download the MP3 for a fee - Read usage rights, After the purchase page refresh, then you will find the download link here. Because we do not automatically submit the title of this podcast for privacy reasons: When buying in "interests" the title register if support is needed.

3,35 Book now

Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

16,20 Book now

Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

149,99 Book now

occupations pictures

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  3. Debates per eMail subscribe (add link here!)
  1. Norbert Wiechmann

    The fairy tale of a shortage of skilled workers - 2 / 2: A look into the future via berufebilder_en

  2. Henryk Lüderitz

    RT @SimoneJanson: The Tale of Skills Shortage - 2 / 2: Looking Ahead -

  3. Martin Gaedt YOUNECT

    RT @SimoneJanson: The fairy tale of a shortage of skilled workers - 2 / 2: A look into the future

  4. Martin Gaedt YOUNECT

    RT @HR_EracBer: The fairy tale of # skills shortage via @Berufebilder #HR #Recruiting #Talent management

  5. Simone Janson

    Dear Personnel, Commentator Clara compares candidate selection with waste separation - how do you see that?

    • Henrik Zaborowski

      Well, the comparison is hard, but quite consistent with the subjectively experienced reality of some "candidate groups". However, the question must be asked "where" the applicants are sorted out so hard. For companies that receive many applications? Or even with companies that would have to be happy about every application? In the latter case it would be particularly bitter human. In the first case, the automated application "sorting out" process fully engages. That is no wonder then.

      • Simone Janson

        Thanks for the answer. In that case, it's an engineer who eventually emigrated and blogged about her experiences abroad. All I had to do was think of one or the other personal contribution to the Candidate Experience that I had read lately ...

        • Christoph Athanas

          Hi, the commentator of the contribution writes rather casually "The Germans understand the sorting excellent. No wonder they invented the garbage separation." I find something awkward. In all other countries as well (apparently) unsuitable applicants are sorted out. I find it quite legitimate to understand the perspective of the company. Nobody would want to stop all candidates. It does not work and it does not make any sense. For example, as an entrepreneur, I would like to be able to decide who represents me or my company. The AGG - well meant, but not always well done - means that such legitimate claims ("sorting out") can only be communicated much less clearly. As a result, we also have much more disappointment in - in some cases already - completely unsuitable applicants ... That then swings in the frustration perception ever high ..
          On a completely different page in my opinion but the frequent inability of many companies for in principle good candidates groups corresponding offers to create (eg 50 +, women after motherhood, etc.). Unfortunately there is a lot of potential lost. On the other hand, I'm happy for the companies that access here and offer perspective to these people. Many companies (represented by HR and leadership) are often just too scared of mMn, so they use the standard requirements and standard candidates again and again. However, these companies are also often underdeveloped and lacking in character. Unfortunately, customers do not always notice ...
          Again something else is "sorting out" in terms of the way (keyword Candidate Experience). Of course I have to filter and also reject. The question of how and when is quite customizable. Since you can do as a company extremely much against excessive frustration (which is one of the top findings from my Cand ex study in collaboration with

          • Simone Janson

            Such a "clumsy" comparison is for a journalist, of course, a gnawing - so I do not think so awkward, it shows how the selection process is perceived from the outside and is primarily an image problem for a company - especially the commentator successful emigrated, one can not say therefore "such people anyway nobody wants." And apparently it is perceived differently abroad.

            The commentator also writes very beautifully in her own blog:

            "There are many reasons why you can not do something here, but there are no problems, it can be related to the mentality, the profession you learn, the willingness to learn, the attitude of the employer, and much more In the destination country is an acute shortage job and in your own country is not possible in the desired very different options on, as in Germany, things that you have not thought about before In short, you do not know and should not by stupid sayings let others prevent it. "

            Back to the German Staff Selection:

            The fact that the AGG is responsible for the fact that one can not describe requirements more clearly, I hear more often. In the course of the ARD broadcast, however, there were also several comments which indicated that companies also find a flood of applicants at the same time, even if it is actually meaningless. Unfortunately, such frustration comments are too often happy times, motto, which does not want anyway. What can / should companies do to reduce the frustration?

  6. Berufebilder

    Schön: Commentator compares the applicant selection with waste separation

  7. QUARTERA Congress

    RT @HR_EracBer: The fairy tale of # skills shortage via @Berufebilder #HR #Recruiting #Talent management

  8. Berufebilder

    RT @HR_EracBer: The fairy tale of # skills shortage via @Berufebilder #HR #Recruiting #Talent management

  9. Clara

    "These two generations come together at one point, the point of the job advertisements." Wanted are, of course, never so unequivocally named, young, skilled and dynamic employees, who are supposed to hold a clerical position with few to no development prospects for the next few years, but over have different professional experience and language skills.

    Requirements that practically only the generation 50 + can fulfill. "

    I always wonder where such fairy tales come from. Why is one as 50plus by definition only interested in jobs without perspective? Gladly experienced, gladly cheap, gladly grateful for the siding? In a previous posting, I already mentioned the job offer for a "like older" experienced civil engineer, who would love to work full time for 1700 euro gross and that in the east of the republic.

    The Germans understand the sorting out excellent. No wonder they invented the garbage separation. Now the 50plus come out of their "too old" box quite timidly and wander into the perspectiveless box. What a success.

    The author (and others also like) should deal with the brain research, eg with the research results of Manfred Spitzer, which says that the learning speeds of boys and parents are not different. In young people, the synapses develop more quickly, but older people build on their experience. The paths are different, the result is equivalent.

    I am eg 50plus. I have learned a good job, am multilingual and have successfully accompanied children into adult life who are currently completing their desired studies and are also multilingual. As a result, I was able to work "only" part-time for many years, so I sat on those "hopeless" jobs and sometimes had to be happy to have one at all. My retirement account looks the same. Why should I now have an interest in pursuing further persektivlose positions? For the first time, I really have the so-called "back free". By the way: I've never visited so many training courses in my life, as is currently. Outside of Germany you have a completely different view on many things and even a complete reboot, reorientation or even study for professional purposes are not uncommon here.

    We should stop inventing new crates and categories into which we are stuck. It is not just wrong, but counterproductive. However, Prof Spitzer has also carried out the fact that companies with a significant share of older workers in their workforce are significantly less likely to make mistakes. The experience treasure leads to more deliberate actions and also, if necessary, before to hunt into the boxhorn and to endanger the operation. (Source: Learning, Manfred Spitzer)

    In my opinion Generation Y is doing a great injustice and not only because our children belong to it. :) Rather, it's because we have too many diehards in crucial functions - regardless of age, by the way. Once people start complaining about today's youth, they start managing the past. The future does not belong to them anymore. Astonishingly, I have experienced such attitudes even in people in the thirties. Perhaps these are also simple signs of a childless society in which everyone is focused on themselves.



    • Simone Janson

      Hello Clara, thanks for the detailed note. I think it's nice to compare the contest selection with waste separation - I'll write something about that again.
      As far as the topic of the elderly is concerned, our author Katharina Daniels has made a lot of comment on the topic you have raised.
      It probably belongs to general topos that age applicants are no longer so hungry. A topic that we will take up.
      Thank you

      • Clara

        Hello Mrs. Janson,

        this has less to do with "hungry" but rather with wasting time and the question of who defines the real interests of so-called elders. Rarely are the elders themselves, but rather younger ones, who think they know what older ones want. As in the article by the way. By the way, it is interesting to note that today more and more women beyond the age of 40 are starting family planning. Episode: In the middle of forty straight mother, with beginning 50 so-called "Elder". Siegmar Gabriel was recently quoted in a newspaper as a "young father" with his stately 50plus. Would that happen to a woman as well, or is that rather a hymn of praise to his father's status regarding parental leave and co.?

        At least fashion is no longer so shabby today. This is after all already an advance :), but when I see how many studied, smart people beyond the 50 in some jobs in front of itself, then I can only call that as a resource waste en large.

        • Simone Janson

          Hello Clara,
          that may be with the definition, on the other hand, however, I just noticed in the generation 50 + - including the comments here in the blog - a certain amount of excessive demands with the changes in the world of work. For example, in the unwillingness to deal with digital changes, just yesterday I read an article about a conference of the state of North Rhine-Westphalia on the digital world of work - but the participants should please turn off the phones and not tweet. In journalism - see mirror - there are bizarre hostilities Prinz vs.. On-line. But also at work itself: Recently, someone told me in the middle of 40, they just did not learn to rethink and do something else - once made training and then the job is kept.
          Of course, there are counterexamples like you or Mrs. Daniels, of course, there are younger ones who think little innovatively, but my most common experience looks like this.
          We are also discussing the subject of the selection of candidates on Facebook.

  10. Cathleen Roeder

    The fairy tale of # shortage of skilled workers via @Berufebilder #HR #Recruiting #Talent management

  11. Competencepartner

    The fairy tale of a shortage of skilled workers - 2 / 2: A Look into the Future: When the Applicant Market Changes ... # Profession #Education

  12. Simone Janson

    The fairy tale of a shortage of skilled workers - 2 / 2: A look into the future -

  13. Berufebilder

    The fairy tale of a shortage of skilled workers - 2 / 2: A look into the future -

Post a Comment

Your email address will not be published. Required fields are marked with * .

JaI would like to be regularly informed about the latest promotions & offers Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.