{"id":6266,"date":"2019-03-14T13:27:05","date_gmt":"2019-03-14T13:27:05","guid":{"rendered":"https:\/\/www.bullhorn.com\/de\/?p=6266"},"modified":"2024-10-16T12:45:15","modified_gmt":"2024-10-16T12:45:15","slug":"talentkrise-und-recruitment-geschaeftsmodelle","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/de\/blog\/talentkrise-und-recruitment-geschaeftsmodelle\/","title":{"rendered":"Die Talentkrise und Recruitment-Gesch\u00e4ftsmodelle, um diese zu \u00fcberwinden"},"content":{"rendered":"

As the demand for outstanding talent increases, so does the crisis that recruiters face. <\/span><\/span>57% of recruiters<\/span><\/span><\/a> in the UK and Ireland currently perceive the skills shortage as compared to five years ago, and as technology advances in AI and automation continue to transform employers‘ skills, <\/span><\/span>the talent crisis<\/span><\/span><\/a> remains a problem for the job market .<\/span><\/span><\/p>\n

Industry expert, <\/span><\/span><\/span>Kevin Green, CEO of Recruitment & Employment Confederation<\/span><\/span><\/span><\/a> , recently spoke about the current job market and his thoughts on the key business models that are most likely to lead to agency success. <\/span>So what does your company need to consider to overcome the talent crisis?<\/span><\/span><\/span><\/p>\n

Availability of the candidate<\/span><\/span><\/b><\/h3>\n

Customers face three different types of job shortages, Green said. <\/span>These are: <\/span><\/span><\/span>workers<\/span><\/span><\/span><\/i> (which he defines as industrial workers, usually employed within the national subsistence level); <\/span><\/span><\/span>Competencies<\/span><\/span><\/span><\/i> (roles that require qualifications, such as engineering) and <\/span><\/span><\/span>talent<\/span><\/span><\/span><\/i> (people who are visited by employers to give a company drive, energy and strategic thinking).<\/span><\/span><\/span><\/p>\n

Green attributed the deficiency to four key factors. <\/span>The first is the <\/span><\/span><\/span>aging population of<\/span><\/span><\/a> \u00a0the EU: the working age population (between 15 and 64 years) is expected to decrease significantly from 333 million in 2016 to 292 million in 2070. <\/span><\/span>This means that there will be an even greater need for experienced candidates.\u00a0<\/span><\/span><\/span>
\n<\/span><\/p>\n

Changing social attitudes are also one reason why some companies find it difficult to attract suitable candidates. <\/span>For example, <\/span><\/span>millennials are<\/span><\/span><\/a> more driven by values \u200b\u200band choose companies that act ethically and give something back to society. <\/span>They are also increasingly entrepreneurial, which means that it is more difficult for companies to retain them over the long term: <\/span><\/span>An Accenture study<\/span><\/span><\/a> found that 17% of millennials wanted to run their own business in 1991, compared to 83% a year 2011.<\/span><\/span><\/span><\/p>\n

The last factor that drives the shortage of applicants, according to Green, is immigration after Brexit. <\/span>Currently, <\/span><\/span><\/span>7%<\/span><\/span><\/span><\/a> (2.2 million) of all jobs in the UK are filled by EU workers and Green thinks our labor market needs more immigration, not less. <\/span>Concerns over whether the government will create an immigration system that will work after Brexit, fewer EU workers are looking for employment in the UK, further putting pressure on companies‘ ability to attract talent.<\/span><\/span><\/span><\/p>\n

Three main recruitment models<\/span><\/span><\/b><\/h3>\n

Against this background of the shortage of applicants, Green identified three recruitment models that are most likely to lead to success.<\/span><\/span><\/span><\/p>\n

The first is <\/span><\/span><\/span>Inch Wide, Mile Deep. <\/span><\/span><\/b>This model is used by hyper-niche specialists. <\/span><\/span><\/span> These experts have narrow markets and their knowledge of them is exceptional. <\/span>To be successful, your agency needs to know where to find very specific candidates and how to use technology, including <\/span><\/span><\/span>social media and engagement strategies<\/span><\/span><\/span><\/a> , to target them. <\/span>Global reach means that your agency has access to a larger pool. <\/span>Recruiters who follow this model can use talent pools that are difficult to find, securing their position as an essential advisor for their clients.<\/span><\/span><\/span><\/p>\n

Das n\u00e4chste ist <\/span>geringe Kosten.<\/b> Dieses Modell arbeitet mit dem kontingenten Markt und ist auf hohes Volumen angewiesen, um die niedrigen Margen zu kompensieren.<\/span> Somit m\u00fcssen Agenturen, die dieses Modell einsetzen, ausgezeichnete darin sein, Angebote f\u00fcr sich zu gewinnen. Recruiter werden an einer gro\u00dfen Anzahl von Stellen arbeiten und diese in einem rasanten Tempo besetzen, sodass sie effektive<\/span> operative Bearbeiter<\/span><\/a> sein m\u00fcssen.<\/span><\/p>\n

Das letzte Modell ist das<\/span> hybride<\/b> und, wie der Name bereits vermuten l\u00e4sst, wird es von generalistischen Agenturen verwendet, die in vielen Bereichen und f\u00fcr Rollen auf verschiedenen F\u00fchrungsebenen rekrutieren. Solche Agenturen ben\u00f6tigen unterschiedliche, ma\u00dfgeschneiderte interne Praktiken mit entsprechend qualifizierten und sachkundigen Recruitern.<\/span><\/p>\n

Da der Bewerbermangel nicht absehbar ist und Kunden zunehmend nach Beratungsdienstleistungen suchen, ist es f\u00fcr Personalvermittlungsagenturen unerl\u00e4sslich, strategische Entscheidungen zu treffen, wie sie sich positionieren werden, um weiterhin Dienstleister-Experten zu bleiben. Holt das Modell und die taktische Planung Ihrer Agentur das meiste aus den vorhandenen St\u00e4rken heraus?<\/span><\/i><\/p>\n

\n

Visit the <\/span><\/span>TRENDS-HUB<\/span><\/span><\/a> for more top tips to help your agency rise in 2019! <\/span><\/span>Subscribe today<\/span><\/span><\/a> and stay up to date with our latest blog content, with key insights into the recruiting industry!<\/span><\/span><\/p>\n

<\/a><\/span><\/span><\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

As the demand for outstanding talent increases, so does the crisis that recruiters face. 57% of recruiters in the UK and Ireland currently perceive the skills shortage as compared to five years ago, and as technology advances in AI and automation continue to transform employers‘ skills, the talent crisis remains a problem for the job […]<\/p>\n","protected":false},"author":295,"featured_media":6267,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"categories":[107],"tags":[],"class_list":["post-6266","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-best-practices"],"acf":[],"yoast_head":"\nDie talentkrise und neue recruitment-gesch\u00e4ftsmodelle<\/title>\n<meta name=\"description\" content=\"Mit der Nachfrage nach fantastischen Talenten w\u00e4chst auch die Talentkrise der Personalvermittler. 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Bramy","image":{"@type":"ImageObject","inLanguage":"de","@id":"https:\/\/secure.gravatar.com\/avatar\/1daae154f340993e9d1cb66d37ac5d1aecb52f0305e997519bacab6916d59a3e?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/1daae154f340993e9d1cb66d37ac5d1aecb52f0305e997519bacab6916d59a3e?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/1daae154f340993e9d1cb66d37ac5d1aecb52f0305e997519bacab6916d59a3e?s=96&d=mm&r=g","caption":"Francesca Bramy"},"url":"https:\/\/www.bullhorn.com\/de\/blog\/author\/francescabramy\/"}]}},"grav_blocks":false,"card_markup":"<a class=\"card-resource\" href=\"https:\/\/www.bullhorn.com\/de\/blog\/talentkrise-und-recruitment-geschaeftsmodelle\/\">\n\t\t\t<div aria-hidden=\"true\" class=\"card-resource__image-container\">\n\t\t\t<img class=\"card-resource__image\" alt=\"Recruitment Success\" title=\"Blog Images (43)\" src=\"https:\/\/www.bullhorn.com\/de\/wp-content\/uploads\/sites\/7\/2019\/03\/Blog-Images-43.png\" \/>\t\t<\/div>\n\t\t\t<div class=\"card-resource__content\">\n\t\t\t\t\t<span class=\"card-resource__category\">Best Practises<\/span>\n\t\t\t\t\t<h5 class=\"card-resource__title\">Die Talentkrise und Recruitment-Gesch\u00e4ftsmodelle, um diese zu \u00fcberwinden<\/h5>\n\t\t\t<\/div>\n<\/a>\n","_links":{"self":[{"href":"https:\/\/www.bullhorn.com\/de\/wp-json\/wp\/v2\/posts\/6266","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.bullhorn.com\/de\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.bullhorn.com\/de\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/de\/wp-json\/wp\/v2\/users\/295"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/de\/wp-json\/wp\/v2\/comments?post=6266"}],"version-history":[{"count":2,"href":"https:\/\/www.bullhorn.com\/de\/wp-json\/wp\/v2\/posts\/6266\/revisions"}],"predecessor-version":[{"id":75148,"href":"https:\/\/www.bullhorn.com\/de\/wp-json\/wp\/v2\/posts\/6266\/revisions\/75148"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.bullhorn.com\/de\/wp-json\/wp\/v2\/media\/6267"}],"wp:attachment":[{"href":"https:\/\/www.bullhorn.com\/de\/wp-json\/wp\/v2\/media?parent=6266"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.bullhorn.com\/de\/wp-json\/wp\/v2\/categories?post=6266"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.bullhorn.com\/de\/wp-json\/wp\/v2\/tags?post=6266"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}