It ends with the wrong people
When I interviewed Reinhold Messner some time ago, it became clear how important it was for Company is to find employees who fit exactly with goals and function. The most interesting aspect was his statement about choosing the right team. “If you got the wrong people on board, you go for it. If my fellow campaigners had only been motivated by money, they would probably have given up. That would have meant death, ”said Messner about crossing the Arctic.
Sounds drastic, but makes it clear: with the wrong people, it can also end badly for a company. Reinhold Messner knows what he is talking about: Because Messner's statement can be transferred very nicely to the topic of target focusing - both when looking for a job and when working in a team.
Team cohesion is essential for survival: the individual must stand up for his goals
Conversely, individuals must also stand up for their goals. For example, looking for a job: Many apply relatively indiscriminately to any job that is even somehow possible. Counselors are then consulted for the interview so that they can bend properly. Few think in advance whether the job fits their skills at all.
It often starts with the pretty pointless job advertisements. After all, who did not get annoyed when looking at the job advertisements that they did not understand what was actually required?
What do you want me to say?
Here's an example: A look at the job advertisements - and you have no idea what is required: There is talk of project managers, project managers, project coordinators or even consultants, of spongy soft skills such as teamwork and flexibility, but you can only find yourself there 70 percent again. You could even do the job really well - if you only knew that someone like you was looking for.
Such nebulous job descriptions have several reasons: the rapid technical development, the training courses behind, constantly changing requirements and more and more people who no longer work in the learned job.
AGG as a problem
The general equality of treatment makes recruiters so afraid to be sued that they no longer tell who they are looking for. And many job profiles will be watered down on the way from the specialist division to the job advertisement to the point of being unrecognizable. Result: Finest Bullshit Bingo.
This results in the basic problem with the online job search: applicants enter a term, the search is already spitting something suitable. Sounds comfortable, but does not work for an increasing percentage of job seekers, because matching is not right. This calls for new mechansim.
How do you avoid matching problems? Certainly not!
In order to avoid matching problems, quite a few companies put a lot of effort - often just the wrong ones: job advertisements are watered down beyond recognition, but you want to use expensive studies to find out in which media they could work best.
And if nothing helps, a headhunter will be tried, whose candidates will not even be invited to an interview. Paradox? But sad reality in many companies. The question "What do I really want" is asked far too rarely in management.
How is it better?
The electronics group Rohde and Schwarz does it differently: 30 trainees each year at the Munich location alone, usually all are taken on, and those willing to study receive support. With market-driven salaries, benefits, regular advanced training and sophisticated health management, the group ensures fluctuation below 1 percent. Here, too, you are looking for very specialized specialists: "The training period is up to one and a half years," explains Carolin Unger, Head of Personnel Marketing and Recruitment.
However, headhunters can be dispensed with - also because there are good contacts with employees in particular: "We have university collaborations in which we award research contracts, provide laboratories or equipment for students, send employees as lecturers or offer internships," says Unger. The most effective way to attract specialist staff is to not search when there is a need - a method that unfortunately too few companies are taking to heart.
It's about people
Applicants should use the Internet to network and present themselves with their personal interests - like the programmer Regine Heidorn, who also tweeted about hobbies and found a job she did not even think about.
And companies should increasingly rely on recommendations from their employees - “because they specifically contact exactly the people who are actually suitable for a certain position and working in a team. And they do that with remarkable graduation rates, ”explains management consultant Anne Schüller. After all, it's about people, not about job descriptions. But that is something that both sides like to forget.
The key to successful job search
For Dirk Ohlmeier, Managing Director of Ethos Human Recruitment GmbH in Berlin, the successful job search is not a book with seven seals, if you take that into account: “For example, if you want a relaxed atmosphere with flat hierarchies, you don't apply to conservative companies. Those who do not want to travel are not looking for positions with a high willingness to travel. So you can stay authentic. ”
Ultimately, this is also the key to success for Reinhold Messner: "In my experience, it is important to do well what you like to do, because only those who are passionate about their job can do their job well."
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