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

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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

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

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?

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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.

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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.

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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.

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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.

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  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 Personaler, Commentary Clara compares the applicant selection with waste separation - how do you see this?

    • 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 a lot of applications? Or even with companies that would have to be happy about every application? In the latter case it would be especially 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 is 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 have invented trash separation ". I find something wry. In all other countries the right candidate (s) is not selected. I find it quite legitimate here also to understand the perspective of the company. No one would want to hire all candidates. It does not work and it makes no sense. As an entrepreneur, I would like to be able to decide, for example, who represents me or my company. The AGG - well-meaning, but not always well-done - leads to the fact that such legitimate claims ("sorting out") can only be communicated much less clearly. As a result, we also have a lot more disappointment - partly unsuccessful applicants in themselves ... This is then rocking in the frustration perception already 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 am happy for the companies, which access here and offer perspective to these persons. Many companies (represented by HR and leadership) are often just too scared of mMn, so they keep relying on the standard requirements and the standard candidates. However, these companies are also often underdeveloped and poor in character. Unfortunately, the 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 (this 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 eaten - 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 "such people do not want anyway." 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 without problems. This can be related to the mentality, with the learned profession, with the willingness to learn, with the attitude of employers and much more. Perhaps one has a profession that is an acute shortage of skills in the target country and not in one's own country? Possibly different options are possible in the country of wish than in Germany. Things you have not thought about before. In short, you do not know and should not be deterred by stupid sayings of others. "

            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. We are looking for, of course, officially never so clearly named, young, qualified and dynamic employees, who are supposed to have a clerical position with little to no development prospects for the next few years, but who should have a wide variety of work 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 cheapest, gladly grateful for the siding? In a previous posting I already mentioned the job offer for a "much 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 excellent. No wonder they invented the garbage separation. Now the 50plus come out of their "too old" box quite timidly and wander into the perspective 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 profession, am a multilingual and have successfully accompanied children into adult life, who are currently pursuing their wish studies and are also multilingual. This meant that I could work "part-time" for many years, so I had to work on those "perspective" jobs and had to be glad to have one at all. My pension account also looks like this. Why should I now have an interest in striving for further persecuted positions? I have now for the first time really the so-called "back free". Just by the way: I've never seen so many trainings in my whole life as currently. Outside Germany you have a lot of different views and even a complete restart, reorientation or even study for professional purposes are not a rarity 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 is no longer theirs. 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 focussed 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 titled "Young Father" in a newspaper 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 trained 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 professional defenses - 2 / 2: A look into the future -

  13. Berufebilder

    The fairy tale of professional defenses - 2 / 2: A look into the future -

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