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By Dirk Ohlmeier (More) • Last updated on October 22.05.2023, XNUMX • First published on 25.08.2014/XNUMX/XNUMX • So far 15295 readers, 2673 social media shares Likes & Reviews (5 / 5) • Read & write comments
We have repeatedly opted for Best of HR - Berufebilder.de® dealt with the issue of a shortage of skilled workers. In the constant discussion, one thing above all becomes clear: The Story or the reality of the skills shortage is primarily a question of Perspektive.
We also experience many different perspectives in our day-to-day business. And often find out: Whether the shortage of skilled workers is a gruesome fairy tale or the harsh reality seems to depend solely on the perspective.
Perhaps it seems that this topic cannot end because simply too many opinions, too many perspectives and, above all, too many possible “people concerned” come together.
According to Duden, a skilled worker refers to “someone who has the appropriate knowledge, skills and abilities within his or her profession or area of expertise”.
Wikipedia differentiates a bit further at this point. According to Wikipedia, a skilled worker is “generally a person who has completed industrial, commercial or other professional training successfully graduated. Persons with an academic degree are less often referred to as specialists”.
Two points come up that have bothered me in this eternal discussion for a long time. Let's follow that first Definition from Wikipedia, then the question remains as to why the focus of the specialist discussion is always on the MINT subjects, which are usually a Study desire.
On the other hand, if we follow the definition in the Duden dictionary, I would very much doubt that there aren't any Candidate there are more who have the appropriate skills and knowledge of their profession.
Alone through Vocational Training or possibly studying must have this qualification present. So the question remains, why is everyone talking about the shortage of skilled workers and why do they seem Companys, at least in part, a Problem to have in recruitment?
Of course, it is true that some companies have increased problems appropriate Employees found for specific positions. Unfortunately, these companies rarely ask themselves whether the reason for this is really demographic change and the associated shortage of skilled workers, or whether the problem could not be home-made.
I think there are many factors in favor of the second option. If only because many companies have given both the human resources departments and those associated with them for decades Measures such as employee retention, etc. have paid too little attention.
I would like to illustrate this with a simple example:
In this case, the probability that you will receive few or no applications is very high. At least in comparison to the company, which is located in the city, has bright and open rooms and the employees have the salary also offer other attractive incentives.
But what does that mean for you as a company? Of course, you cannot simply relocate your business processes completely to the Head place. But you can turn the first small screws. Present yourself as an attractive employer.
Think about how important “specialists” are for your company's success. Can you produce successfully without a production team? What are these employees worth to you? What regional incentives can you offer? I think that every company can present itself more attractively and create appropriate incentives for employees if you look at yourself.
Dirk Ohlmeier is headhunter, personnel consultant and managing director of Ethos Human Recruitment GmbH. After studying business administration and completing an executive trainee program at Bertelsmann AG, he worked as a consultant and headhunter in both Germany and London for nine years In his role as a consultant at HBQ Partners in London, he looked after board members, shareholders and corporate investors. He then worked in Germany as a personnel consultant EMEA for companies in the real estate industry for Cobalt Consulting Ltd. responsible. By changing as a partner to Personnel Consulting Pentagon AG, he specialized in advising medium-sized and family-run companies across Europe. In 2013 he founded his own company, Ethos Human Recruitment GmbH. In addition, he works as a speaker on topics relating to human resources. More information at www.ethos-hr.de All texts by Dirk Ohlmeier.
[…] In addition, the article does not deny these facts at all: However, there are still mainly small and medium-sized companies that, despite the circumstances you described, still complain about a shortage of skilled workers. The article gives reasons for this and shows solutions, there are further solutions in the article The fairy tale of the shortage of skilled workers - A question of perspective. [...]
RT @HpH_Coach: The fairy tale of the professional defenses - 1 / 2: A question of perspective via @berufebilder
The fairy tale of the shortage of skilled workers - 1/2: A question of perspective: Also in the previous article… #Profession #Education
The fairy tale of the shortage of skilled workers - 1/2: A question of perspective -
The fairy tale of the shortage of skilled workers - 1/2: A question of perspective -
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