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Personnel Managers in the Executive Board

Can Ulusoy

25. June 2019

The HR industry faces a year full of challenges

For the economy and the human resources sector, 2019 will be dominated by digital transformation and the associated shortage of skilled workers. The topics that were already highly relevant last year will therefore remain highly topical this year and will even intensify.

"Active Sourcing" instead of ads and job exchanges
The battle for digital talent, the "War for Talents", will become even tougher in 2019 - and this will have an impact on the way companies find suitable talent. IT professionals no longer need to actively apply for jobs because they can expect to be approached by employers. It will therefore become increasingly difficult for companies to find suitable candidates through job advertisements. For this reason, personnel managers must increasingly actively search for suitable specialists and managers to fill their vacancies. With this approach, also known as "Active Sourcing", good networking, precise job profiles and a personal approach are particularly important.

Nothing works without a personnel strategy
In order to achieve corporate goals, expert personnel are indispensable - also and especially in the field of digitization. Since availability and resources in terms of personnel are scarce, a well thought-out HR strategy is needed to find, engage and deploy the right people. As search times for suitable candidates increase, this planning must also be carried out earlier and more accurately than in the past. This also means that HR managers will have to be increasingly integrated into top management in the future. Together with CEOs, CDOs and CFOs, they can strategically develop the direction in terms of personnel and hiring policy. On the other hand, the specialist departments will also have to become more involved in the recruiting process. Good candidates can increasingly only be convinced of a job through good discussions at eye level.

HR multi-talents are in demand
In addition to training a strategic thinking and action routine, the work of recruiters will continue to diversify. Particularly in the course of active sourcing, HR departments will have to get used to more and better ways of tracking down and engaging specialists. This requires a holistic approach that encompasses multiple communication channels. This is confirmed, for example, by Monster Germany and the University of Bamberg with their jointly developed requirements for "recruiters of tomorrow": their work includes marketing, social media, performance management, networking and the application of mobile technologies.

Bad "Candidate Experience" Becomes Recruiting Killer 
Small and medium-sized companies in particular, which have to master the digital change, are facing a dilemma: On the one hand, they are in a financially disadvantageous position in the "war for talents" compared to the "big players". On the other hand, they are often unable to compensate for these disadvantages with potent but costly personnel departments. This is why they run the risk of providing job candidates with a poor "candidate experience", i.e. an unsatisfactory application process. Especially when untrained specialist departments in recruiting have to search for their candidates themselves, there are often lengthy application processes in which little communication takes place with the candidates. That is why it is important to communicate, inform and maintain personal contact with the candidate. Platforms for employer evaluation, such as kununu, are also helpful. Smaller medium-sized companies can also score here and compensate for disadvantages in brand awareness with good evaluations by employees.

Contact Person

Josef G√ľnthner

Co-founder & Managing Director

+49 (0) 40 180 241 180

contact@paltron.com

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