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1. Increasing shortage of skilled labor

The increasing shortage of young and experienced professionals makes it even more difficult for companies to find suitable candidates. Talented candidates are oftentimes working for top companies and therefore are not looking for new jobs. Those who are looking for a new job are frequently recruited by many other companies and they obviously have their own demands. Factors such as salary, opportunities for further training, promotion prospects, company health promotions, and work environment often play a decisive role in the competition for talented applicants. Through information exchange with several candidates, professional recruiters have got to know which are the important factors that candidates are looking for and using this information they are able to properly advise companies.

The covid pandemic, a looming shortage of skilled workers in some occupational sectors, and changing personal preferences are causing more and more people to reorient themselves professionally. However, those who dare to make a lateral move often face a number of problems. Employers also face risks when hiring lateral entrants. Nevertheless, there are some ways to minimize the risks for both sides and increase the chances for successful lateral entry.

The pandemic has brought many changes and challenges to our work environment which have fundamentally contributed to the way we work nowadays. Having adapted ourselves to the circumstances as well as having a higher vaccination rate brings us closer to the new normality. In 2022 it will be compulsory to design such new normality using the lessons learned throughout the pandemic, what is to remain and which aspects from before the pandemic should be re-adopted. These will be the big questions that should be answered next year.

The term employer branding refers to the creation of a brand by a company for employees, former employees, and prospects with the purpose of attracting and retaining talent. The employer’s brand is expressed in different ways – it is about what employees, and former employees say about a company on the internet, i.e., social media forums, social media and testimonials on platforms such as Glassdoor, or their opinions when they share with friends and family.

It comes as no surprise that employees are the most important asset for a company. The pandemic has brought to light many challenges to this regard. In the early days, the pandemic was mainly branded by uncertainty. The length of this war against COVID-19 was a complete enigma so were the personal implications this disease would have upon us.

Covid-19 pandemic completely upended our workdays. For a year, most employees went home office. As vaccination progresses, both offices and employees are now facing a new challenge for working days will never be the same as it was before the pandemic.

One of the key factors to successful companies is employee well-being. Drastic changes in the workplace as a result of Covid-19 pandemic have stressed the need to provide for accommodation and show appreciation for employees through special programs.

In recent years, equal opportunities, diversity, and inclusion have become extremely important not only in our private lives but at the workplace too. More and more employees are keen to work in a company where diversity is of particular priority. Read about the benefits offered by these companies to their employees.

Home office, flexible working hours and digital recruiting are new parts of the "new normal". What else will change in 2021? Read our outlook on the trends that will dominate recruiting this year here.  

Last year was bespattered with challenges, the pandemic being the toughest one. Such changes revolutionized recruiting processes everywhere as well as human resource management. Home office, flexible working hours and digital recruiting are now part of a “new normality”. What are the expected changes in 2021? The trends that will rule over recruiting process this year can be found in our Outlook section.

Not only for employers, but especially for employees the switch to home office is a challenging task. How do you manage not to despair while working from home? In the following, we provide some important tips on how to keep professional and private matters as separate as possible while working from home.

The Corona pandemic challenges employers in multiple ways. One of them is the switch to working from home. The Home Office concept is not at all new as many companies are already using this spatially and temporally flexible work model on a smaller scale. However, thanks to Corona, working from home has now become the new standard, a change that is far from easy. Nevertheless, every challenge also holds a chance. If successfully implemented, employers and employees alike can benefit from this flexible work model. Let us tell you what you, as an employer, need to bear in mind when converting to home-based work!

A new decade has begun and it’s 3 months from now. More than ever, fundamental changes are expected in both private and business contexts in the years to come. In general, the business environment, but especially the human resources and recruiting areas are becoming more and more agile and are constantly undergoing new challenges.

Oftentimes, people make decisions based on prejudice. Age, gender, appearance or origin continue to play a very decisive role in the recruiting processes. With the purpose to eliminate and avoid discrimination in the application process, artificial intelligence (AI) should be used and this practice has become more and more important in recruiting.

Finding new employees is increasingly becoming a major challenge for companies. Demographic change and the shortage of skilled workers are the main reasons why companies are forced to be more active in the search for suitable candidates for their company.

The scope of duties of a recruiter turns more and more comprehensive along with the changes in a working world. This means that the recruiter is not only responsible for personnel selection and recruitment in general, but also supports the company he or she works for in other areas such as personnel marketing.

The term "War of Talent" arose in the 90s as a result of the steadiness of business world development. This term describes the company’s struggle to attracting the best talents ever.

 

Interviewers have passed the first hurdle. Application documents have been convincing and the HR manager is now interested in this candidate. At this point he or she would like to know the applicant better in a personal interview.

From Facebook to LinkedIn - Online portals have become essential these days. They are especially important for private, professional and social networking.

Nowadays, the implementation of regular evaluation interviews is of great importance. Employees expect to receive feedback on their performance and would like to know how to improve. In order to be able to conduct these evaluation interviews successfully and effectively, some aspects should be considered.

 

High performers have a significant influence on the overall success of an organization. Consequently, it is important to be aware of the aspects that these talents attach importance to.

As the labor market is constantly changing, methods implemented in the recruitment process have to be adapted. Consequently, it becomes necessary to consider current trends, in order to be able to identify the best talents,

As the generation of millennials will take on many positions in the labor martekt and they tend to have completely different attitudes and expectations, it is important for companies to prepare for the upcoming change.

The first step towards the new job is done: you are invited to a first job interview via Skype. Congratulations! In order to convince your counterpart that you are the right candidate, we present you 10 tips to excel in your Skype interview: