In a modern company in the VUCA World recruiting is even harder. You are not looking for employees and classic employees who come to complete tasks according to specifications and who can be replaced at will.
Not only do new colleagues have to be T-Shaped in their skills, it is also necessary to want to keep the organization alive and help shape it. One is an owner on a small scale.
Independence, rhetoric, self-reflection and empathy are in principle demanded of each employee in gradation from his field of activity in the company.
What effects does this have on recruiting?
A socially competent personality with broad knowledge and specialization is quickly sought. These are not easy to find and potentially cost more (salary, creative freedom, working time models, etc.) than the usually expected objectified resources aka. employees.
Personal competencies are more important than professional skills, and thus these are not unimportant, but only ranked second. Professional needs can change, human personality changes only with difficulty.
The search is not about a marriage, but about a partner in a phase of life. It is therefore more important that the person can contribute from the first day on and that it is transparent how long both parties want to commit themselves. This situation must be determined in a conversation.
How does one bind oneself then?
The contractual model no longer needs to be “permanent employee”. If there is a mutual interest, fixed-term contracts, contracts for work and services and the like make perfect sense.
Some people who have been told that a “clean” resume is important will be put off. However, my eyes are increasingly turning to the variety of tasks and companies in the CV.
Self-employed people and companies that are more strongly integrated into the organization than usual are more likely to be alternative partners. They assume responsibility and are an elementary part of the value creation. The classic company boundaries are becoming blurred.
The higher dynamics
Doesn’t that then cause a fluctuation? And if so, the higher the better? Many new ideas and thoughts should come to the company. Does a company survive the constant coming and going? After all, the employees are the carriers of knowledge and by subjectifying the work, it does matter who does it.
