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A current study carried out by HILL International in 20 countries shows dramatic changes on the labour market. Developments are going in a highly dynamic way and in several contrary directions at the same time. Here are the most important trends:

Abundance leads to poor selection

• An increasing number of unqualified (online) applications is bothering HR departments (if it is part of the corporate style to respond in an adequate way).
  
  
• Less and less attention is being paid to »simple recruiting projects«. Many non-evaluated CVs are circulating via small recruiting enterprises and other channels such as e.g. Social Media Applications. Apparently, the slogan is: quantity is what counts. The swamping number of possibilities seduces into making a quick decision to clear the mass of applications from the desk. The fact that incorrect decisions are so frequently made on the basis of superficial evaluation criteria and too little attention is paid to an informed selection can often only be seen at second glance: when the new member of staff does not meet expectations after a few months and leaves the company.
  

Absence increases flexibility and awareness of quality

• Candidates with very specific qualifications are still scarce commodities in several sectors – technology, IT, finance etc. Fortunately, here there is increasing flexibility on the part of both employers and employees. Even small enterprises are more frequently accepting employees with different cultural backgrounds, and the mobility of applicants is rising.
  
  
• Internal persons of high potential are finding clearly more acceptance. The awareness of the significance of key personnel is rising, and internal recruiting is more frequently being entrusted to established selection processes and scientifically grounded methods. A further asset of this procedure: internal candidates know the enterprise and are quickly »ready to start« when they assume new tasks.
  
  
• The motivation and loyalty of existing employees are coming to the fore, as enterprises with committed employees are much more profitable than ones with demotivated staff. Enterprises are endeavouring to take better care of their key personnel and to bind them to the company. For many companies, it is a concern to learn how their employees really feel.

What do enterprises need in this environment?

• Efficient (automated) support in the high-quality pre-selection from many applications. You receive many applications every day and would like to carry out your personnel pre-selection more efficiently? Then we have the right solution for you.
  
  Save costs with the time-efficient pre-selection of applicants.
  Individual aptitudes are recorded and compared with the requirements for any number of positions in your company by means of an online questionnaire. Filtering according to exclusion criteria saves the time-consuming initial screening of the incoming applications. You will receive a ranking list of the applicants as well as the results of the questionnaire.
  
  In addition, the applicants are given automated feedback, and your company will benefit from a twin effect: HILL_Online Matching enables you to show an appreciative treatment of the applicants, on the one hand, and an efficient applicant administration, on the other.

• Bulging candidate pools with selected experts
  Here, the HILL database in more than 20 countries offers a large fund of already evaluated specialists, who, trained to international standards, have excellent language skills and are mobile to boot – test us!
  
  
• Recognition of potential at the highest level so as comprehensively to identify the quality of high potentials and motivate them by individually tailored promotion measures, cf. the table by Gallup, Inc. And this also takes cultural differences into consideration – Learn more.
  
  
• As well as a lucid overview of the situation in the enterprise through efficient and scientifically designed survey instruments.
  
  Gain a clear picture of your experienced corporate culture.
  Do you also wonder about the status of loyalty among your employees and about your attractiveness as an employer after structural and/or personnel changes in the past?
  
  Are all pulling together? Are your staff still motivated or does the phenomenon of »inner resignation« prevail? What is the status of leadership and team culture? How efficient is communication, and how good is co-operation?
  
  Do not let time pass in uncertainty and trust substantiated results. Intervene, if necessary, on the basis of a clear picture: with HILL Corporate Culture Analysis.

The challenges of the immediate future lie in making qualitatively secure decisions under changed conditions and with scarce resources. We have given the matter some thought and would like to tell you more.

With kind regards,

Elisabeth Leyser, MBA

Associate Partner