As the leaves turn colorful and the days grow shorter, autumn reveals its most beautiful side. It invites you to pause, tidy up, and prepare everything for a successful new year. Almost like a gardener prepares his garden for winter, you can review, optimize, and maintain your HR and recruiting processes. Those who act consciously now lay the foundation for the coming year.
If you are too slow in recruiting, you lose out. And not just time, but the best talent. What used to be considered "taking your time" is now a real risk. Because talent has a choice and speed plays a decisive role.
The shortage of skilled workers is real and finding and retaining good employees has long since become the supreme discipline. One topic is increasingly coming into focus: wellbeing in the workplace. But what does the term actually mean and why should entrepreneurs not dismiss it as a "nice-to-have"?
Employee motivation is one of the most sought-after, but also misunderstood topics in everyday working life. Many entrepreneurs approach it with the best of intentions and still reap disinterest, work-to-rule or high staff turnover. Why is that?
The glass house on the wall? Sounds crazy? It is - but that's exactly where the opportunity lies. Imagine building a house out of glass. The more carefully everyone works, the higher it grows. The problem? Nobody dares to try something new. And then all it takes is one strong gust of wind - a competitor's innovation, for example - and the whole thing breaks.
Leading at a distance is a challenge. No small talk in the coffee kitchen, no quick check-ups in the hallway, no feeling for moods between door and door. Many things are easier in the office, at least at first glance.
No applications? Fake profiles on job platforms? And constantly feeling like you're one step too late in the war for talent? Then artificial intelligence could be a game changer for you too.
AI in recruiting? Already a matter of course for many. From application screening to chatbot interviews. And that's just the beginning. Is your strategy ready for the change or are you not yet fully exploiting the potential for your company?
In the last ten or fifteen years in particular, the way we work and the way we find jobs has changed drastically. When I look at the current recruiting process, I feel like we're stuck in 1902. Why is that?
Many years ago, I realized the need to not just rely on traditional specialists, but to be open to talented people from other sectors. When I started hiring lateral entrants, I experienced one or two surprises. In this blog article, I would like to share my personal experiences.
Imagine presenting an innovative idea in a meeting and before you have finished the first sentence, you already hear "Why don't we do it differently?" from the corner of the youngest team member. Then you have arrived in the world of GenZ, where the courage to innovate is part of everyday life and barriers seem to be nothing more than a new level in a computer game.
In the traditional world of recruitment, it was the applicants who sent out their CVs and hoped for a call. Meanwhile, companies invested in expensive job ads, only to find that they rarely reached the right candidates. The days of the "post and pray" approach, where you simply placed an ad and hoped, are definitely over. The wind has changed. The skills shortage, coupled with a change in employee demands and expectations in terms of work balance and appreciation, has changed the game. Reverse recruiting, i.e. the inverted application process, is the answer to this change.
By using AI algorithms and machine learning, companies can increase their recruiting efficiency, make a more precise candidate selection and minimize bias. This leads to an improved quality of recruitment and a positive impact on the company's success.
