Uncertainty and threatening scenarios – as consultants in personnel matters, we are particularly challenged now
The war in Ukraine and the political tensions are generating uncertainty, threatening scenarios and expensive adjustment measures for companies. This is not only poison for companies’ willingness to invest. Specialists and managers are reluctant to change jobs. The fear of being affected first and unprotected by a possible or imminent “adjustment” as a new employee inhibits many. However, companies are urgently looking for employees.
As consultants in personnel matters, we are particularly challenged now. In our view, the key to finding enough suitable employees for a vacancy has changed:
- Proactively addressing risks to the client’s business model and their potential implications for the position. This creates trust and transparency and we can discuss this issue productively with the candidates. Candidates do not always talk openly or actively about issues relating to the stability and crisis-proofing of a vacancy, even though they are key.
- Offering more than opportunities. The attractiveness of a new position is of course always determined by the “challenges”, “scope for development” or “opportunities”. However, the aspects of security and the culture of trust within the company are now just as important. The potential candidate seeks the reliability of the company – even when things get difficult. He wants to “see” and be presented with these in a credible way in the process of getting to know each other.
- Indirect “soft signals” are becoming even more important. Unpunctuality, tight time corridors for conversations, one-sided or asymmetrical conversations and a lack of preparation have always been a no-go. Now they are simply fatal.
Finding good employees is possible – but with a significantly different approach.
Gerhard Eller
Managing Partner
PMCI Executive Consulting GmbH
