5 tips against shortage of skilled workers: Why do some employers find no employees?


Work well, plant 500 trees! About us make the Working World more Human and Ecological, so we donate Revenue for Certified Afforestation. As Publisher Best of HR - Berufebilder .de® you can unique Book Concept, on Demand eCourses and News Service we share 15 years of Experience with our Customers (Samsung, Otto, State Institutions). By the Top 20-Blogger Simone Janson, referenced in ARD, ZEIT, WELT, Wikipedia .
Disclosure & Image Rights: Ethos Human Recruitment GmbH supports our work financially. Artwork created as part of a free collaboration with Shutterstock.

some Company It is difficult to fill vacancies with suitable applicants - it is not always the shortage of skilled workers that is responsible. 5 tips on what you can do as a company to become sexier for applicants:

skilled-lack02

Here writes for you:

Dirk Ohlmeier photo - Dirk OhlmeierDirk Ohlmeier is Headhunter, Personalberater and Managing Director of Ethos Human Recruitment GmbH.

Profile

Places that have been vacant for six months

The issue of a shortage of skilled workers always causes lively discussions. Some experts even ask: may we end up not having a shortage of skilled workers? For every company that is desperately looking for suitable employees, this question must sound like mockery. But maybe they are similar to one of our customers:

We were commissioned by a medium-sized company to recruit a project management manager. The company had already published the vacancy for six months, but hardly received any applications, and the applications that had been received did not correspond to the ideas of the department.

The special challenges of medium-sized enterprises

It should be noted that the client faces some challenges that many, especially SMEs, have:

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

  • The company is market leader in its segment, but is relatively unknown in the applicant market.
  • The location of the company lies in a region that is not attractive, especially for young candidates.
  • The monetary conditions of the vacancy are not particularly convincing compared to other companies, as the general conditions at the location and the current salary level of the team were oriented.

When important information is missing

Right from the start, another problem became apparent. In the telephone conversation with the person ally, it quickly became clear that relevant information on the position was missing. At the clarification date on the spot with the specialist department and personnel department, we experienced what we also know from a variety of other processes:

Namely that the specialist department places a broad requirement profile on the position and this is then reduced to the job description on a list of keywords, whereby important points are lost or lose importance.

One hour time at the beginning saves 10 hours in the process

It was only in a joint discussion with all responsible persons that the profile, the direction of the target and the human factors were clearly clarified. This is the only way to convey a complete and realistic picture to the applicant. Unfortunately, not every company takes the time for such a conversation. A good search should always begin with an extensive recording.

In particular, because we experience again and again that recruitment consultants are only commissioned by companies, if the respective vacancies could not be filled for several months. As a result, the pressure of the department to quickly fill the position with candidates is enormous. One hour at the beginning saves 10 hours in the process.

When decisions are delayed

When we presented the first qualified candidates through a broad-based search and direct contacts within four weeks, we had to realize that other priorities were more important now and feedback from the decision-makers weeks was waiting.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

The subsequent application interviews should also be delayed by three weeks later. At that time, the company had only two available from the possible five candidates.

What frustrates qualified candidates

The other qualified candidates had meanwhile signed an employment contract with other companies. One of the remaining candidates for the position could be won, but the question of whether processes have to be so lengthy will remain.

1. Sex Sells!

How much sex appeal has the job? The stress curve lies between desire and reality. Do not spread expectations that can not be kept. The disappointment about the fact that the job advertisement differs too much from the actual daily business can hardly be absorbed.

Tip: But do not put up any dissuasive requirement catalogs. We experience again and again that it is the extremes that dominate. - Create a healthy mix. Look at the job from the outside and work out what makes the position attractive.

2. Quality is achieved through coordination

Requirement profiles that are not up-to-date, that are not in line with the market, that have not been reconciled between the specialist and HR departments, cost important time.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Tip: Take the time and prior to the publication of job advertisements, get in touch with the department head and, if necessary, with the respective team members, in order to clarify the professional and above all the human requirements for the candidate. But also take a look at the current market conditions.

3. Structure ensures your recruitment process

Lack of time planning and lack of structures in the recruitment process not only lead to applicants, even through automated e-mails, about the receipt of their Casting be informed. But also to ensure that applicants can not find out whether they are one step further in the recruitment process due to too long feedback times, only after weeks.

After this time, the job interviews often take longer. Qualified employees who are actively looking for a new job are often no longer available.

Tip: Implement a recruitment process with clearly defined times, which include both feedback, deadlines for the next process steps, as well as deadlines for a plan B, if the vacancy can not be occupied by the company itself in order to pre-empt financial impact.

4. Recruitment standards

Many companies pass qualified candidates because of careless mistakes in their curriculum vitae, because the photo was made poorly or because the common thread is not immediately obvious.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Terrifying, considering that many of these points can be dispelled by a short phone call.

Tip: Take the time for your future colleagues and give your candidate the attention that you expect from you. Consider whether your recruitment standards are still up-to-date.

5. Don'ts in the interview

The interview, which is not on the same level, can lead quickly to the applicant's cancellation.

Dept. of departmental departments, which only cut down on professional facts, and people who take the well-known standard questions, leave the impression of a good team with the least qualified candidates who would like to work together in the long term.

Tip: The candidate market has changed; candidates should no longer have to present themselves to companies. Rather, an open discussion should be held with the candidates in order to recognize the personality of a candidate. At the same time, the company offers the opportunity to make a good impression even in the case of candidates who are rejected.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Summary

Through a qualitative acceptance of the candidate profile, both from a professional and a human point of view, through a focused search process across a wide variety of channels and through a tight application process, you will be able to fill almost all positions promptly.


More knowledge - PDF download, eCourse on demand 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). Or for a little more directly an entire book or eCourse with this text buy, read on.

3,99 Book now



Buy a book on the topic at a discount: Do you like this text and want more information? There is also a book, including this text, and you can purchase the book title here directly in two languages, as a member even with a 20 percent discount. Would you like to take a look at the book first? You can do this by previewing the book look at and then buy directly on the book page.


German edition: ISBN 9783965960121

7,99 Buy directly

English version: ISBN 9783965960138 (Translation notice)

7,99 Buy directly


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!

19,99 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).

179,99 Book now



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 Data protection declaration / Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  1. Eyrie

    I am a hiring manager and I can confirm that we really are desperately looking for new employees. Very good article!

  2. Adrian

    Most employers have no idea how to really eliminate skills shortages!

  3. Pingback: The fairy tale of professional defenses - 2 / 2: A look into the future CHARACTER PICTURES

  4. Pingback: The fairy tale of skilled laborers - 1 / 2: A question of perspective CHARACTER PICTURES

  5. Pingback: My contribution in the current "Lead Digital" CHARACTER PICTURES

  6. Advantageous

    RT @SimoneJanson: On current discussion about skills shortage 1 / 2: Why do some companies find no employees? -

  7. Alfred Fuhr

    RT @SimoneJanson: On current discussion about skills shortage 1 / 2: Why do some companies find no employees? -

  8. Martin Gaedt YOUNECT

    RT @SimoneJanson: On current discussion about skills shortage 1 / 2: Why do some companies find no employees? -

  9. Martin Gaedt YOUNECT

    RT @adzunaDE: Why do some companies not find #employees?

  10. Martin Gaedt YOUNECT

    RT @HRMMagazine: # Specialist deficit or improved # recruiting process?

  11. Martin Gaedt YOUNECT

    RT @SimoneJanson: On Current Discussion about Skills Shortage 2 / 2: 5 Tips that Eliminate Skills Shortage -

  12. Mats

    5 Tips on what you can do as a company to become sexier for applicants
    @SimoneJanson

  13. HR Gateway

    RT @SimoneJanson: On Current Discussion about Skills Shortage 2 / 2: 5 Tips that Eliminate Skills Shortage -

  14. meiko fresh grain

    RT @SimoneJanson: On Current Discussion about Skills Shortage 2 / 2: 5 Tips that Eliminate Skills Shortage -

  15. JOBnews.at

    RT @SimoneJanson: On Current Discussion about Skills Shortage 2 / 2: 5 Tips that Eliminate Skills Shortage -

  16. Cathleen Roeder

    # Eliminate skills shortages, but how? #EmployerBranding # Employer Attractiveness #Recruiting #Recruitment Process

  17. Competencepartner

    To Current Discussion about Skills Shortage 2 / 2: 5 Tips that Eliminate Your Skilled Shortage ... #Creation #Education

  18. Mats

    Why do some companies find no employees?
    @SimoneJanson

  19. Career Date

    RT @matsblog Why do some companies not find #employees? @SimoneJanson

  20. Simone Janson

    Hello Mrs. Crumb, to part 1 we have also in the blog also articles. To part 2: Please no racist comments - that reminds a little of Mr Sarrazin.

  21. Jobnet.AG

    RT @HRMMagazine: # Specialist deficit or improved # recruiting process?

  22. Dietmar Hoegel

    RT @HRMMagazine: # Specialist deficit or improved # recruiting process?

  23. Tina

    RT @HRMMagazine: # Specialist deficit or improved # recruiting process?

  24. Christina

    RT @HRMMagazine: # Specialist deficit or improved # recruiting process?

  25. Pascal Maurer

    RT @HRMMagazine: # Specialist deficit or improved # recruiting process?

  26. HR Manager

    # Trademark deficit or improved # recruiting process?

  27. Helge Weinberg

    Comes familiar to me ;-) @ NadzunaDE: Why some companies do not find #Staff? @SimoneJanson #Recruiting

  28. proRIS Consultants

    RT @adzunaDE: Why do some companies not find #employees?

  29. Kelly Services

    1 / 2: Why do some companies find no employees?

  30. Adzuna Germany

    Why do some companies find no employees?

  31. Roberta Crumb

    Because the best specialists have already left Germany. What we have to take up here are certainly no atomphysics and doctors.

  32. meiko fresh grain

    RT @SimoneJanson: On current discussion about skills shortage 1 / 2: Why do some companies find no employees? -

  33. Antje Rabenalt

  34. Competencepartner

    To Current Discussion about Skills Shortage 1 / 2: Why do some companies find no employees? ... # Profession #Education

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.