A special characteristic of sustainable management is when companies manage to retain the required specialists or recruit new ones. The scientific work of Anna Wangerow. “Employer competition in the food industry” (2021, University of Göttingen) documents precisely that, compared to the economy as a whole, medium-sized companies in the food industry are finding it more difficult to find skilled workers or retain good employees in the long term. In my work as a controller and facilitator of strategy development projects, the challenge of finding the specialists required for the desired growth was the focus. Be it by entering new lines of business, new markets or simply expanding the existing business; Specialists and managers are always needed to implement the new strategies. Because of the shortage, an employer becomes a “work provider”. The company is an applicant in the skilled labour market.
For most of my clients, this topic is the biggest challenge. Many entrepreneurs and executives in the agri-food industry underestimate the needs of today’s generations of specialized talents. In cooperation with my colleague and HR consultant Andreas Hümpel, we are now tackling the issue. The aim is to increase the employer value for our customers.
How attractive are you as an employer for your existing and future employees? The obvious and contractually relevant aspects such as salary, vacation and social benefits do not play the only role here. We first “measure” your employer value through anonymous surveys or through confidential interviews with employees and in the wider environment. This enables us to determine the true expectations of people who work or want to work in the company. Then we present the decision-makers of our customers with the result of their “employer value” and work out the “desired state” with management and employee delegates. On this basis, we work with you to develop strategies and measures to increase your attractiveness.
In the next step, the focus is on the company’s impression internally and externally as a job provider. Based on the results obtained up to that point, we will develop a proposal for your employer branding strategy as a briefing for the marketing agency of your choice. With our partner agencies, we can also make you offers directly. It is important that the message conveyed actually reflects what is happening in the company.
We then offer you “New Recruiting“: This begins with the analysis of the internal processes that currently exist for recruiting and their subsequent optimization in terms of content, responsibilities and timing. Based on these results, we work with you to develop a personnel search strategy tailored to your company and implement it for you. After successfully filling new specialists positions, we accompany the onboarding and help you to introduce a process.
Instead of having various activities running in parallel, which are usually not coordinated and therefore often go nowhere (e.g. internal personnel measures, employer branding and recruiting), we work on the solution in one package. We understand them as measures of an integrated process that can only be effective if it is thought through and worked out together. The result of this intensive process: Your employees feel better, stay longer and are more willing to perform. Your company is more attractive to specialists and the search for personnel becomes easier. The first pilot projects of our work are already having an effect. Read the flyer about our offer here.
Take the right step and increase the “Employer Value”! We would be happy to discuss this with you. Contact us at info@torsten-spill.de or andreas.huempel@alma-vesta.de.