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?
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.
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.
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.
In an article on Best of HR – Berufebilder.de® 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.
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