The shortage of skilled workers has by no means been solved by the Corona crisis. Mass layoffs, economic warnings, short-time work: Corona is bringing the labor market to its knees, with no end to the pandemic in sight. However, anyone who thinks they can sit back and relax in the fight for the best talent and best skills is mistaken.
Covid-19 infection rates are rising worldwide, and only a few countries appear to have the new coronavirus under control. This is bad news for the vast majority of companies: The event industry is completely down, tourism and hospitality are once again struggling with border closures and accommodation bans, and industry and trade continue to suffer from massive export slumps. The shortage of skilled workers, which was omnipresent just a few months ago, no longer seems to be an issue in many places. Of course: When it is no longer a question of growth but of pure survival, the recruitment of new talent with specialist skills is naturally at the bottom of the priority list.
Specialist shortage will keep employers busy
However, in the medium term, the shortage of skilled workers will remain a challenge, at least for the digital economy, healthcare, and STEM professions (science, technology, engineering, and mathematics). It will reignite the battle for the best talent. These are the findings of a recent survey by international employer branding consultancy Universum. According to the study, 86 percent of global companies firmly believe that new employees’ needs will remain at a high level in the coming year or even increase.
More than every second (56 percent) of the most attractive employers assume that the battle for the best talents and the shortage of skilled labor will intensify in the coming months. For them, recruitment freezes or passive recruiting are therefore out of the question.
They know: Those who stay on the ball now will gain critical competitive advantages in the fight for the best talents and against the shortage of skilled workers after the corona pandemic. To avoid being completely disadvantaged by top employers in the future, companies should not put their recruiting activities on ice completely but rather get themselves in a strong starting position at a good time. Pay particular attention to the following aspects:
Step 1 against skills shortage: Strengthen your public image
Adidas, Google, Bayer, or Bosch – not every company has such a high level of awareness. It will be critical for small and medium-sized companies, in particular, to strengthen their employer brand in a targeted manner. This will not only help in contracting potential candidates but also strengthens employee loyalty and thus counteracts the shortage of skilled workers. A crucial aspect of nipping any likely attempts at poaching from outside in the bud, so that skilled labor does not leave the company in the first place.
Step 2 against skills shortage: Offering prospects
Against the background of scarce resources and limited recruiting budgets, post-corona recruiting should first be focused on strategically important positions and skills. After all, experience shows that these are incredibly difficult to fill. This skill shortage will not change in the future. It makes it all the more essential to convince suitable skilled candidates. Important arguments in this regard: versatile development opportunities and attractive working conditions. This, by the way, is also an excellent way to score points with young skilled workers with high potentials. Because while in the past they were reluctant to commit themselves to a company, this trend seems to be coming to an end: According to a study, one in three Generation Z job entrants wants to stay at their first job for more than four years, while only 6 percent still see their luck in the “Gig Economy”.
Step 3 against skills shortage: Staying in touch
Those who keep their eyes open now, address suitable applicants in a targeted manner, conduct exploratory talks and actively keep interesting skilled candidates on the pole will be ahead in the fight for the best talents after the pandemic. After all, experience shows that it often takes weeks or months to find the potential skilled specialist for an open position. To establish contact with the right skilled employees now is more important for companies than ever. Young employees, in particular, appreciate this: 81 percent of job starters think it is important to stay in contact with employers – even if they currently have no open positions to offer. Thinking ahead is, therefore, the motto.