Companies in southern Germany are no strangers to the shortage of skilled workers. Especially in the IT sector, HR managers are facing major challenges. This makes it all the more important, especially for small and medium-sized companies, to attract talent and retain those who are already with the company. "Skills shortage, Generation Y and telemagnetism: How to master the challenge of personnel?" was the title of the regional conference organized last week by Zeppelin University and the German Economic Council. Nadine Kozima's keynote speech at the workshop showed that there is something to be learned from doubleSlash when it comes to employee recruitment and retention.
"As a company, you have to live what you say," says the Head of Corporate Services from experience. Organic growth is a top priority at doubleSlash. Although this takes time, it pays off in the end. For example, the fluctuation rate is well below the usual average. The company's own satisfied employees are also the best ambassadors for employee recruitment. "We often take interns to university fairs so that they can talk about their work at Praxissemeter themselves," says Kozima. The website concept at doubleSlash is also unusual - here you will only find employees in the pictures and videos. In this way, they present the entire company to the outside world.
Feeling good at work
doubleSlash does a lot to ensure employee satisfaction. Flat hierarchies, a good working atmosphere, transparent and sincere communication - all this contributes to employees feeling comfortable with their employer. In addition, there are exciting projects with well-known customers that are worked on as a team. doubleSlash's numerous awards and employer ratings show that what is communicated and what is practiced in the company is actually true. This year, the company even received two awards in the competition for Germany's best employer. "This is another way to stand out in the battle for talent," says Nadine Kozima.
Involving employees
Daniela Eberspächer-Roth, Managing Director of the Profilmetall Group in Hirrlingen, also relies on employee loyalty. "Employee testimonials are louder than just a good press profile," she says. She sees an advantage for small and medium-sized companies in the fact that problems can be solved individually - in the way that best suits the situation and the person concerned. In recruiting, Eberspächer-Roth relies on online channels such as the website or job exchange, as well as job advertisements at the employment office or good PR. She hopes to find suitable employees by involving the employees in the selection process. After a taster day for the applicant, the future team has a say in the recruitment process
The presentation by Hannah Bahl, freelance journalist and former ZU student, was certainly interesting for some of those present. As part of her Bachelor's thesis, she dealt with Generation Y, i.e. those who are now entering professional life. In a video, Hannah Bahl interviewed people from this generation about their ideas and wishes for working life and their future employer. Freedom and self-realization were the key words for most of them. Being an attractive employer for this generation could become a challenge for some companies in the future.
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