Demographic change. Generation X, Y and Z. And each of these generations brings new demands to the working world. But how big are the differences between the generations? And how is it possible to satisfy one generation without neglecting the other?
So different, yet similar?
First of all a brief overview: At the moment, we are talking about four different generations on the labor market. The babyboomers (approx. year of birth 1946 – 1964) are regarded as industrious and loyal workers. In contrast, for the generation X (approx. 1965 – 1980) the work takes a less important part in their life.… Continue
In an earlier article we already discussed what exactly is meant with cultural fit and why it is a good choice for companies to consider it while looking for new employees. As a reminder: employees with a good cultural fit tend to stay longer in a company, are more motivated and help to create a harmonious teamwork. On the other hand, cultural fit shouldn’t be seen as a synonym for uniformity, because this would not be a good thing for the company either. All of this is easier said than done. The question here is, how one can find a cultural fit.… Continue
Skilled worker shortage – in recent years one of the most widely discussed topics in the media. Again and again, companies are saying that there are not enough applicants and therefore a large number of vacancies remain unoccupied. But what is the role of the companies?
According to the recruitment agency Manpower, 41 per cent of companies in Switzerland have difficulties to find skilled worker. Is that because of the lack of skilled workers or is there another explanation for this?
„Many companies have specific requests to their workers. Young graduates with a university degree in a MINT subject and 15 years of professional practice are often sought.… Continue
In recent years it has been one of the most widely discussed topics in the media. Again and again, companies are saying that there are not enough applicants and therefore a large number of vacancies remain unoccupied. But what is the role of the companies? How do they recruit and retain qualified talents and can they do something to boost the number of applicants?
More than one in two German small and medium-sized enterprises (SMEs) complain that not all orders can be taken due to a lack of personnel, as a study by Ernst & Young has shown this year. In order to avoid these shortages, companies must strategically position themselves on the labour market, in order to attract attention and recruit the most qualified talents – no company want to lose neither its best candidates nor its most qualified employees to its competitors. … Continue