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Company and skilled workers: like two royal children
When I began to scroll through this book, so after the first ten pages, the Volksballade of the two royal children spontaneously struck me, which did not come to each other because a deep river separates them. The two king children are companies and specialists in this book.
And lo and behold, on page 131 at the end of the first part of the book "Why our labor market is not sustainable", Gaedt quotes this ballad. To build a bridge courageously a few pages further: Book part 1 "How we fix the shortage of skilled workers" shows that it is possible to cross the river.
Way with the prejudices
Already in the preface, Gaedt identifies a groundbuck, which - to all too humanly - the monster skilled laborers industriously feeds and lives: the comfortable pre-judgment.
Deplorable schooling of the young generation and demographic decline are the reason why there are not enough doctors and no trainees to be found - according to the current judgment. Is that really so? Ask Gaedt! Do the assertions in themselves speak for themselves at all? And who bears the responsibility for this?
The problem starts with the career choice
The entire 1 part provides a meticulous analysis, detail-oriented and from many perspectives. What are the companies themselves? How to attract attention - or not? And what are they sending negative signals?
In this chapter Gaedt already draws out the large, comprehensive map of Germany. It's also about schools and careers advice institutions - who knows that there are 345 (!) Dual training occupations. But what is often still practice? A young person ticks the questionnaire: I like to work outdoors. "Become a gardener" spits out the system as the only answer.
The failure of companies
With the traffic direction to the part 2 of the book and already in its driving water, Gaedt once again strongly focused on failures and wrong decisions of companies. Employers and staff responsible!
In Gaedt's observations, there is so much explosive power, it is made clear to the pain threshold, where every company that hangs down the flag of the flag of the window quickly and unhesitatingly has to ask itself: Have you ever considered these aspects?
Make the right match
At the same time, however, the author shows potentials that many companies have not yet discovered. Until he comes to a solution-oriented climax in this book, which is truly not very poor: the talent pool born in a consultancy and designed by Gaedt's company:
A web-based network, in which companies invite those applicants to the performance, who have not a profile of 100 percent in a company. For another company but may represent the ideal occupation. A brilliant idea in its simplicity. The talent pool can refer to industries, associations such as guilds and IHKs could be ideal promoters and multipliers. A win for all players in this network.
Make it easy!
And so the author suggests the next bridge: Whether companies and applicants find each other is far more than an event between these two. This is where the large and regional policy, the educational and state institutions play a role. For the networking of all interwoven in this system the author has surprising and at the same time very manageable ideas. It is only a matter of will and will.
So step one for all the players mentioned here: buy a book, step two: get inspired, step three: do it!
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