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Uli BeckmannHere writes for you: Ulrich Beckmann is an expert in software-based employee feedback, customer feedback and market research. Ulrich Beckmann has been managing director of the enterprise feedback management specialist Questback since 2015. He has in-depth knowledge in the IT sector and several years of sales experience in large customer business and medium-sized companies. Until the beginning of 2011, he headed QlikTech GmbH, based in Düsseldorf, for the DACH association. Before joining QlikTech, Beckmann held responsible positions within international BI and software companies such as Hyperion and PTC. Before Questback, the business informatics graduate worked successfully in the IT industry as an independent management consultant specializing in expert consulting, coaching and interim management. In his free time, he cultivates a wide range of interests and also benefits privately from positive ambition, his strength and his understanding of fairness: the married one The father of two sons aged 9 and 12 is a keen athlete. In addition to winter sports, he enjoys running, playing tennis or soccer and is also a passionate motorcycle driver. All texts by Ulrich Beckmann.

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5 Tips for Talent Management in Recruiting: People must be the center of attention

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“The struggle for talent”, “Shortage of skilled workers”, “The human factor”, “Human capital management” - Skills shortage is a perennial favorite in German media. Often one reads terms and phrases that make said “specialists” appear as faceless, freely shapeable masses.

5 Tips for Talent Management in Recruiting: People must be the center of attention

Why is it hard for companies to convince employees?

The extent of the need for specialists in the different markets is not to be answered at this point. Rather, we take a change of perspective. After all, the so-cited specialists have a completely different view on the subject:

For them, the shortage on the other side presents itself as an oversupply. They are in the comfortable position of choosing the best employer for them - from an abundance of Aboutvying for their attention. Why do so many companies seem to find it so difficult to convince job seekers of themselves?

Expert deficit: Eruieren instead of speculating

Part of the answer to this question is certainly based on the fact that many companies do not know what offers or soft factors they can use to attract potential new employees. Wherever from - they often do not know or only insufficiently what the current staff thinks. Our proposed solution to the problem of “skills shortage”: investigate instead of speculate - in your own company.

The actual human capital that should be “managed” is in the minds of current employees. There are the wishes and expectations of the employer, which - if they are heard and taken seriously - make the employees happier and thus make the company more successful in the long term.

Satisfied employees are the best recruiters

Employee satisfaction is a recruiting engine, as satisfied employees will advertise their company: punctually via word-of-mouth propaganda or with greater reach via employers' evaluation platforms on the Internet.

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But there is something more valuable in their minds. Your employees know where the strengths and weaknesses lie in the company itself and are sure to have suggestions for improvement. Most employees like to share this knowledge when they experience that their input is also heard and implemented.

5 tips for better talent management

So how is better talent management going? We have 5 tips for you on how to do that - because it's actually quite simple:

1. Take your feedback seriously

Ask specifically what worries your employees, what motivates them and what values ​​they represent. With Feedback Management make the values ​​of your employees a credible part of the corporate culture.

By taking employee feedback seriously and managing it professionally, you show your company Team very clearly your appreciation. Employees who feel valued and can identify with the company's values ​​are more motivated, productive and cancel less common.

2. Use the experience and knowledge of your employees

The knowledge of your employees can even be a competitive advantage for your company. From compliments to complaints, your employees hear everything. Ask what customers (and non-customers) say

  • during the sales process.
  • for support calls.
  • exchange or return of goods.
  • on social media channels of the company or the personal social media accounts of the employees.
  • in friends and acquaintances.

3. Ask purposefully

Ask your employees specific questions: Have you heard that one of our competitors is better at something than we are? What exactly does the competition do better? What are the customers complaining about with our products? And what are the most common complaints about the products of the competition?

Use a consolidated feedback software to integrate this knowledge into your competition analysis, regularly and consistently. You will be surprised at what your employees reveal when they simply report from their daily business.

4. Perform employee surveys

This is even a step further: Perform regular employee surveys.

Companies that take their employees' feedback seriously increase the quality of their products and services, and ultimately their profitability.

5. Put people and their knowledge at the center

The knowledge of your employees is an important asset. Professional Feedback Management unlocks this capital - for mutual benefit:

  • Employees feel valued, their satisfaction increases
  • Satisfied employees stay with the company and also actively recruit new ones colleagues
  • They are more motivated and help the company by their knowledge to competitive advantages and thus to more success
  • Successful companies are attractive employers, both for existing employees and for job-seeking professionals

So, if you focus on the human being and your knowledge in your company, then the skilled labor force will be history to you from now on.

Exchange with us

Do you already use employee feedback in your company? We would be delighted if you would like to discuss this exciting topic and are looking forward to your experience.

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9 responses to "5 tips for talent management in recruiting: The focus must be on people"

  1. Great post, please more of it!

  2. RT @Berufebilder: 5 tips for talent management in recruiting: The focus must be on people - - Recommended contribution 3xp1rAZnew

  3. #questback on the homepage of Berufebilder.de with an exciting article by Ulrich Beckmann on the subject ... - Recommended contribution 0gvpsQAfFs

  4. RT @Questback_DE: 5 tips for #talent management in #Recruiting - from Questback CEO Ulrich Beckmann - Recommended contribution AanJhqfGoM via @ Professionsbild ...

  5. 5 tips for #talent management in #Recruiting - from Questback CEO Ulrich Beckmann - Recommended contribution AanJhqfGoM via @Berufebilder #jobs

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