La motivation plutôt que les connaissances préalables – de nouvelles approches de recrutement en période de pénurie de personnel qualifié
Comment recruter les bons collaborateurs malgré la pénurie de personnel de fret
Les technologies évoluant de plus en plus rapidement, les compétences doivent être développées et renforcées en permanence. En ces temps de pénurie de main-d’œuvre qualifiée, le recrutement joue un rôle crucial. Des approches et des procédures innovantes aident les entreprises à s’affirmer face à la concurrence et à tirer profit de leurs nouveaux collaborateurs.
Digitization is both an opportunity and a challenge for German companies. The market potential in certain sectors is growing exponentially and opening new doors for companies of all sizes. In order to make the most of the possibilities offered by new technologies, a multitude of new jobs with corresponding expertise have emerged. These include data scientists or IT consultants, among others. As technologies evolve more and more rapidly, skills must be constantly developed and improved. Recruitment plays a decisive role in these times of shortage of qualified personnel. Thanks to innovative approaches and procedures, companies stand out against the competition and benefit from new employees.
A tight labor market
Studies show how dramatic the situation is, especially in the IT sector. According to a Bitkom study from 2018, the number of vacancies stood at 82,000. IT specialists such as software developers, project managers or security experts are the most sought after. In 2017, this figure was « still » 55,000 vacancies and not filled in the short term. Due to the shortage of qualified personnel, the situation on the labor market is increasingly tense. On average, it takes five months for a position to be filled. This process takes a lot of time and effort. To minimize this window of time, companies are upping the ante by offering high benefits and salaries. Especially small and medium-sized companies are reaching their limits and have to find new ways to attract employees and candidates. Indeed, the « overexploitation » that prevails in certain professional groups requires a modern HR process and an open mindset on the part of recruiters.
hard skills vs. soft skills
Recruitment is complex and HR departments must follow trends and react quickly to market changes. The current situation in the German labor market demands innovative and effective solutions. However, many companies are stuck in old and outdated processes. Often, HR managers and decision makers focus on hard skills. Prior knowledge in the field sought is a criterion that considerably influences and limits the preselection of candidates. Instead of emphasizing previous professional experience, however, soft skills such as motivation should play a decisive role in the recruitment process.
Motivation-based recruitment emphasizes personal interviews and is carried out using specially created tests. The tests assess qualities such as flexibility, orientation towards teamwork, perseverance and finding solutions. Thus, even people who change their career direction have the opportunity to prove themselves in a new position. In combination with internal or external further training, new employees from other sectors can be quickly trained and employed. The advantage of people who change their professional orientation is that they have a fresh look at the problems and bring new impulses to the services thanks to their experience in other other areas. The additional work assumed at the beginning already pays off in a short time and enriches the company.
One area where Germany still lags behind other countries is in anonymous application processes. However, to address the issues and opportunities discussed, companies should allow anonymous job applications. Resumes that do not reveal name, origin, age or gender offer candidates the opportunity to be assessed in the most neutral way possible. Technologies such as algorithms and artificial intelligence are already used in some companies to optimize internal processes and make them more efficient, and thus promote diversity .
Compared to other automated processes, however, HR is a « people-business ». In the end, it’s always about people. A recruiter should decide for himself to what extent he incorporates linguistic and other analyzes into his choice. Only the future will show how practical « robots » or automated processes are for recruitment and in which processes they can be used. Companies that use these technologies are certainly perceived as progressive and modern, but they also give an impersonal impression of the company. It is therefore a question of finding the right balance.
A breath of fresh air thanks to new processes
Companies need to change their way of thinking when it comes to prevailing in the « war for talent » and attracting new strong employees. Individual and flexible careers are increasingly important in today’s working world and offer enormous potential for employers and employees. Today, few employers support an employee throughout his life. Workers are curious, want to try new things and constantly expand their horizons. « 1 job = 1 life » – this no longer fits the mindset of Gen Y (or Gen X). HR processes must diversify. Managers need to look away from the classic CV, welcome new application processes and actively implement them. Only in this way will they be able to survive in times of shortage of qualified personnel.