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{Study} Executives and the split through social media: trends in career and recruiting 2013

No year that is coming to an end, without future projections for the trends of the coming year. Also in the areas of career and personnel, various experts have brought together again what 2013 should bring and what is likely to change. An overview that shows: Many trends have already been predicted for 2012.

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7 trends for the coming year

What are the trends in the labor market for the coming year? 7 renowned experts from the training, coaching and HR industry have set out to point the way to the future. These are their predictions.

  1. The year of the decision? Is the labor market buckling in the wake of the weakening economy? Is there an increase in unemployment despite demographic change? "Contradictory developments are to be expected," says education expert Hahn from LVQ GmbH in Mülheim an der Ruhr. Ambivalence is a hallmark: on the one hand, more and more graduates of the twelve-year Abitur will arrive in the job market. Overcrowded universities and crowds of apprenticeships will result in the next few years. "Instead of being embraced by employers in times of a shortage of skilled workers, a whole generation of school leavers could initially expect increased competition and pressure to perform," Hahn continues.
  2. Personnel departments must move: The career consultant and author Christoph Burger predicts active HR departments: "The topic of burnout will arrive there in 2013, as will the increasing shortage of skilled workers." "In concrete terms, flexible working models will be implemented, employee retention and corporate culture will be present topics," continued Christoph Burger. On the other hand, the so-called reserve of skilled workers is increasingly becoming the focus of employers and is also being wooed by the players on the labor market - employers' associations, unions, employment agencies. Qualified workers after parental leave, well-trained people with a migration background and even older specialists and managers benefit from this if they have kept their knowledge up to date. But not all can be funded. This is Christoph Burger's final conclusion on the job market 2013: “Demands that GenY makes and the promotion of these coveted specialists by the HR departments will complement each other. The poorly qualified remain behind. ”
  3. Learning on demand: With the Udacity project, a private online academy was launched that offers courses at university level for free. This shows where the journey is going: learning “on demand”, anywhere in the world and of course in English. Why do you need a university diploma? "Knowledge is becoming obsolete faster and faster, a course of study can only convey the absolute basics, onlineCourses and small serial learning units are the solution here," says career expert Svenja Hofert. More and more certificates would also be offered online, methodical knowledge becoming more and more important - “Unfortunately, creative start-ups in the education sector in Germany stand in the way of institutional obstacles such as the central office for distance learning. Abroad you are more open ”, Svenja Hofert continues.
  4. New packaging for assessment centers: "More and more companies distance themselves from the term assessment center and create their own working titles such as potential validation, quality gate or career workshop", says expert for AC, Johannes Stark. However, only the “packaging” is new. When selecting external applicants, ACs are declining slightly, this has to do with supply and demand on the job market. In almost all large companies, ACs are mandatory when selecting executives, 27 of the DAX30 companies use ACs, this development is now also affecting the somewhat smaller companies; in companies with less than 1000 employees, the instrument has so far been used less, that is changing. The public sector will also use more ACs to select applicants, especially for young executives. "Modules such as presentation, role play (eg MA interview), interview and case study are on the ascending branch," says Johannes strength. These are increasing and can be found in almost every AC. Short, compact procedures from half a day to a whole day are also popular.
  5. Executives - Moderator instead of Sun King: Surprising: Values ​​and motives hardly change, even if you look at values ​​worldwide, they have remained the same across the world population. What will be made of it will change, for example how we use and use a value such as “status”. "What is actually the same is simply given a different framework," says career expert Gudrun Happich. The desire for communication is and remains the central prerequisite for success as a manager. Good managers live from the motivation to want to make a difference and influence something. You want to decide and do something. "They are more communicative moderators than sun kings who command their people," said career consultant Gudrun Happich. Good managers are among the top performers, they are highly qualified and at the same time committed above average, deliver excellent results, demonstrate social skills on the way there and are ready to take on responsibility. Trend in personal skills The idea of ​​service and the increasing customer contact make the social skills of employees increasingly a question of survival for companies. "Today's manager must also be able to answer questions about why and not simply give orders," says top manager coach Gudrun Happich. He must be able to moderate the intelligence of his employees. The requirements and challenges of the modern world of work have become so complex that it is impossible for a manager to master them alone. He needs committed thinkers who know what is important and who contribute in the interests of the company. But employees only do this if they have a higher-level vision and one Sense recognize with whom they can identify. “The art for a modern manager of the future is to establish this“ social leadership ”- as Gudrun Happich calls it - as“ natural ”ideas in the corporate culture. In addition, one of the most sought-after future skills will be: “Leading into uncertainty”. "Exciting topics that will be brand new, challenging and at the same time existential for the sustainable existence of a company." Happich said.
  6. Increase your own visibility: Founding consultant and trainer Natalie Schnack says: “Your own visibility will gain in importance next year.” It assumes that despite the shortage of skilled workers in the technical sector, the labor market situation in the service sector will deteriorate again. "Especially in the creative and journalistic area, major market upheavals are still pending," said Schnack. In the next year, employees should be actively concerned with their own positioning. Natalie Schnack continues: "The special combination of experience and knowledge make the difference in the mass of the competitors and help to make yourself indispensable."
  7. Social Media splits: According to career coach Ursula Dehler: "For the first time, the younger generation knows more than its bosses." However, this situation is difficult to understand for experienced consultants who have so far been able to score with competence. But it is precisely the middle - those in their late 40s who may lose their job after 10 years notice how important digital access is. "The employees in a team, young and old, should take the chance to learn a lot from each other," says Dehler. Ursula Dehler cites crisis prevention in a company as an example, because here the elderly have experience with how to proceed in the event of a crisis. However, young people have a better command of the social media keyboard. With their knowledge, they identify crisis potential and opinion leaders more quickly and get in touch with them more easily. Ultimately, it is about making the instrument sound together, ”continued Dehler.

Conclusion: nothing new in the HR country

Anyone who has read the experts' 7 trend forecasts attentively will notice that there really is nothing really new. Rather, the trends are all-weather forecasts, as they could be hit again each year.

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One response to "{study} executives and the division through social media: trends in career and recruiting 2013"

  1. Lars says:

    Learning on demand is an important issue, because self-determined learning is becoming more and more important!

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