The German Recruitingscene likes to complain about not being perceived as relevant. However, it is their own fault if they prefer to discuss technical gimmicks rather than socially relevant topics. 3 Alternatives future trends.

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Mobile and content marketing as new trends: people or gadgets?

Gero Hesse is always blogging for his blog Saatkorn HR before to the current HR-Trends asked. With a few exceptions, his contributions reveal: Apparently only the next technology hype seems to be important for the recruiting blog scene. The topic is also mentioned 1-2 times Work-Life-Balance, which implies that some HR managers also deal with the wishes of their Employees deal with in spe. However, the most frequently mentioned is the Term “Mobile”, actually nothing really new anymore, followed by the content Marketing – this has also been discussed in social media circles for some time.

What is striking: opinions are the same as if the gentlemen had copied each other. Is the German recruiting blogger scene so self-referential that there is no diversity? And does HR bloggers really come up with so little new, important information? One thing is clear: The human being, the actual field of activity, apparently gets out of sight.

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Perhaps it would have been good to ask a few women about the subject, in fact not a single one is on the list female HR manager to speak. Then maybe the range would have been a little wider. And a little too Distance is obviously important to look at the topic from a different perspective.

Hence my 3 suggestions for HR trends, which I think are (more) important for one reason: Because you People, which is actually what recruiting should be about, take center stage and thus have social relevance.

1. Demand for skilled workers

Companys have Anxiety against the impending shortage of skilled workers. At the same time, numerous engineers complain that they cannot find a job. The German Institute for Economic Research now also says: “There is no shortage of skilled workers”. Are they now? Applicant's own faultThe fact that they can't find a job, as not a few HR managers tire of saying, is too bad Vocational Training to blame, but also the lack of willingness on the part of companies to further the misery or are the companies too inflexible to focus on the changed requirements of the well-trained, globalized experts of tomorrow.

The entire discussion on the topic included Foundation By the way, you can find the initiative We are VDI and broadcast on Bavarian radio here.

2. Flexible working hours and home office

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Last year, Marissa Mayer caused a lot of discussion with her abolition of the home office at Yahoo Interview in the SWR. Coca Cola, on the other hand, has been allowing its employees to freely since last year decidewhen and where they want to work.

Numerous studies, most recently about the Best of HR – Berufebilder.de® co-edited universe study, prove: More and more graduates attach importance to flexible working hours and free workplace design. For companies, the topic of working from home should therefore be an important marketing tool.

3. Kompetenzmessung

A topic that Gerhard Kenk addressed some time ago I aufmerksam made and which I am convinced is in Future or clear an Significance will win: The correct measurement of Competencies – a subject on which companies in Germany are still indescribably old-fashioned.

Expertise is becoming obsolete today Educational devices. In addition, require complex Tasks today no longer just specialist skills, which also to a good extent from Internet is delivered, but also ominous soft skills such as social fluency, emotional Intelligence, management talent, negotiation skills, personal responsibility or entrepreneurial spirit. However, these are difficult to measure.

Therefore, there are more and more people who are interested in increasing attention in social networks in the Application benefit, motto: Dreist is horny, But can testimonials be replaced by Google rankings, trust certificates and cloutscore? And what alternative approaches to measure competencies is provided by research, keyword large-scale assessments, a topic that I have already dealt with during a discussion with Ursula Engelen-Kefer.


Top books on the subject

9783965964105

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 9783965965003

 9783965963320

 9783965965300

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