Мотивация вместо предварительных знаний — Новые подходы к подбору персонала в условиях нехватки квалифицированных работников

Как нанимать нужных сотрудников, несмотря на дефицит грузоперевозок

Поскольку технологии развиваются все быстрее, необходимо постоянно наращивать и расширять компетенции. В условиях нехватки квалифицированных работников подбор персонала играет решающую роль. Инновационные подходы и процессы помогают компаниям конкурировать и извлекать выгоду из новых сотрудников.

Digitization is both an opportunity and a challenge for German companies. Market potential in some sectors is growing exponentially and opening new doors for companies of all sizes. In order to make the most of the opportunities offered by new technologies, a large number of new jobs with relevant knowledge have appeared. These include data scientists and IT consultants. As technology advances at an ever faster rate, competencies need to be constantly built up and expanded. Recruiting plays a crucial role in a period of shortage of qualified workers. Through innovative approaches and procedures, companies outperform competitors and gain new employees.

Tense labor market

Research shows how dramatic the situation is, especially in the IT sector. According to a Bitkom study from 2018, the number of vacancies was 82,000, with IT professionals such as software developers, project managers, and security experts being the most in-demand. In 2017, that number «still» stood at 55,000 vacancies that could not be filled in the short term. Due to the shortage of qualified workers, the situation on the labor market is becoming increasingly tense. On average, it takes five months to fill a vacancy. This process takes a lot of time and effort. To shorten this time period, companies interrupt each other with benefits and high salaries. In particular, small and medium-sized companies are reaching the limit of their capabilities and are forced to look for new ways to attract employees and job seekers. Because the overfishing that prevails in some professional groups requires a modern HR process and open thinking on the part of HR managers.

Hard Skills vs. Soft Skills

Recruiting is complex and HR departments must keep abreast of trends and respond quickly to changes in the market. The current situation on the German labor market calls for innovative and efficient solutions. However, many companies are stuck in old, obsolete processes. HR managers and decision makers often focus on complex skills. Prior knowledge in the field of interest is a criterion that significantly affects and limits the pre-selection of applicants. However, instead of focusing on previous work experience, soft skills such as motivation should play a decisive role in the application process.

The so-called motivational recruiting focuses on personal interviews and is carried out with the help of specially designed tests. Tests assess qualities such as flexibility, teamwork orientation, perseverance, and problem-solving orientation. It also provides an opportunity for people changing professions to prove themselves in a new job. Combined with internal or external training, new employees from other sectors can be quickly trained and brought on board. The advantage of lateral candidates is that they have a fresh perspective on issues and bring new impulses to departments through their experience in other areas. The imaginary extra effort at the beginning pays off after a while and enriches the company.

Promoting Diversity

One area where Germany has yet to catch up compared to other countries is anonymous application processes. However, in order to respond to the challenges and opportunities mentioned, companies should allow anonymous submissions. Resumes that do not reveal the name, origin, age or gender make it possible to evaluate the candidate as neutrally as possible. Technologies such as algorithms and artificial intelligence are already being used in some companies to help streamline internal processes and make them more efficient, thus promoting diversity .

However, compared to other automated processes, HR is a «business of people». Ultimately, it’s always about people. HR managers must decide for themselves to what extent they want to include language analysis and the like in their choice. Only the future will tell how useful «robots» or automated processes are in recruiting and in what processes they can be used. Companies using these technologies are perceived as progressive and modern, but they also create an impersonal impression of the company. It is important to find the right balance here.

A breath of fresh air thanks to new processes

Companies need to rethink how to survive the «talent war» and attract new strong employees. Individual and flexible careers are becoming increasingly important in today’s work world and offer huge potential for employers and employees. Today, almost none of the employers accompanies the employee for life. Employees are curious, willing to try new things and constantly expanding their horizons. «1 job = 1 life» is no longer the mentality of Generation Y (as well as Generation X). HR processes need to become more diverse. Responsible persons should turn away from the classic resume and welcome and actively implement new application processes. This is the only way they can survive in the face of a shortage of skilled workers.

    Motivation statt Vorkenntnisse – das ist das Motto der Academy. Anstatt das Vorwissen von Bewerbern anzufragen, evaluiert das Unternehmen die Motivation der Bewerber. Ein Recruiting-Ansatz der mit Blick auf den Fachkräftemangel und für Quereinsteigern neue Türen öffnet. Academy bildet innerhalb von 12 Wochen IT Consultants und Netzwerktechniker aus und vermittelt die Absolventen im direkten Anschluss bei Partnerunternehmen. Das Programm ist für die Teilnehmer komplett kostenfrei. Philipp Leipold ist Diplom-Psychologe und verfügt über umfangreiche Erfahrungen in den Bereichen Human Resources, Business Development, Lehre, Forschung und Coaching.

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