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Photo - Dirk OhlmeierDirk Ohlmeier is headhunter, personnel consultant and managing director of Ethos Human Recruitment GmbH. After studying business administration and completing an executive trainee program at Bertelsmann AG, he worked as a consultant and headhunter in both Germany and London for nine years In his role as a consultant at HBQ Partners in London, he looked after board members, shareholders and corporate investors. He then worked in Germany as a personnel consultant EMEA for companies in the real estate industry for Cobalt Consulting Ltd. responsible. By changing as a partner to Personnel Consulting Pentagon AG, he specialized in advising medium-sized and family-run companies across Europe. In 2013 he founded his own company, Ethos Human Recruitment GmbH. In addition, he works as a speaker on topics relating to human resources. More information at www.ethos-hr.de

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

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

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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:

  • 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:

Tip: Text as PDF (please read the instructions!) or to this text complete eCourse or series Download. Actions or news via Newsletter!

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.

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: 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

A lack of time planning and missing structures in the recruiting process not only lead to applicants, not even through automated ones Emails, about receiving her 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.

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.

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.

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34 responses to “5 tips against the shortage of skilled workers: Why do some employers fail to find employees?”

  1. Eyrie says:

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

  2. Adrian says:

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

  3. The fairy tale of the shortage of skilled workers - 2/2: A look into the future | PROFESSIONAL PICTURES says:

    [...] I have already said this in my first article. It doesn't matter whether there is a shortage of skilled workers or not. The only question is, are you [...]

  4. The fairy tale of the shortage of skilled workers - 1/2: A question of perspective | PROFESSIONAL PICTURES says:

    [...] in previous articles we dealt with the subject of skills shortages. In the constant discussion, one thing becomes clear above all: the fairy tale or the [...]

  5. My contribution in the current “Lead Digital”: No shortage of skilled workers | PROFESSIONAL PICTURES says:

    […] HR consultants such as BERUFEBILDER also express their opinion. DE -Author Dirk Ohlmeier, whom I also interviewed for the current article [...]

  6. Advantageous says:

    RT @SimoneJanson: On the current discussion about the shortage of skilled workers 1/2: Why do some companies fail to find employees? -

  7. Alfred Fuhr says:

    RT @SimoneJanson: On the current discussion about the shortage of skilled workers 1/2: Why do some companies fail to find employees? -

  8. Martin Gaedt YOUNECT says:

    RT @SimoneJanson: On the current discussion about the shortage of skilled workers 1/2: Why do some companies fail to find employees? -

  9. Martin Gaedt YOUNECT says:

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

  10. Martin Gaedt YOUNECT says:

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

  11. Martin Gaedt YOUNECT says:

    RT @SimoneJanson: On the current discussion about the shortage of skilled workers 2/2: 5 tips to eliminate your skills shortage -

  12. Mats says:

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

  13. HR Gateway says:

    RT @SimoneJanson: On the current discussion about the shortage of skilled workers 2/2: 5 tips to eliminate your skills shortage -

  14. meiko fresh grain says:

    RT @SimoneJanson: On the current discussion about the shortage of skilled workers 2/2: 5 tips to eliminate your skills shortage -

  15. JOBnews.at says:

    RT @SimoneJanson: On the current discussion about the shortage of skilled workers 2/2: 5 tips to eliminate your skills shortage -

  16. Cathleen Roeder says:

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

  17. Competencepartner says:

    On the current discussion about the shortage of skilled workers 2/2: 5 tips to remedy your skills shortage ... #Profession #Education

  18. Mats says:

    Why do some companies find no employees?
    @SimoneJanson

  19. Career Date says:

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

  20. Simone Janson says:

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

  21. Jobnet.AG says:

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

  22. Dietmar Hoegel says:

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

  23. Tina says:

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

  24. Christina says:

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

  25. Pascal Maurer says:

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

  26. HR Manager says:

    # Trademark deficit or improved # recruiting process?

  27. Helge Weinberg says:

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

  28. proRIS Consultants says:

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

  29. Kelly Services says:

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

  30. Adzuna Germany says:

    Why do some companies find no employees?

  31. Roberta Crumb says:

    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 says:

    RT @SimoneJanson: On the current discussion about the shortage of skilled workers 1/2: Why do some companies fail to find employees? -

  33. Antje Rabenalt says:

  34. Competencepartner says:

    On the current discussion about the shortage of skilled workers 1/2: Why do some companies fail to find employees? ... #Business #Education

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