Due to the transforming industry landscape in Germany and much of wider Europe, Engineering and Technology industries have recently been experiencing an accelerated demand for readily available, technically skilled talent.
The rise of digital processes, up-and-coming technology startups, the push for innovation across industries, among other factors, have all contributed to this increase.
Below we discuss the key areas to which these factors are affecting, and how this influences current hiring demand.
Impacting Recruitment Processes
The recruitment process in Europe is typically more extended than in the UK.
This is mainly due to multiple technical stages that are involved, which often result in lengthy and unattractive onboarding proceedings: Initial screening, assessments, additional interview processes, and background checks can all prolong the to an extensive period of up to several months.
This has a detrimental impact on companies and their planned or on-going projects, especially if while during in the waiting period, candidates also receive other offers from their competitors who are offering solutions to shorten the onboarding process.
Obstacles for hiring companies involved
Increased hiring costs and wasted time can contribute to why clients must sometimes restart the Recruitment processes. There is then a much higher likelihood of candidates dropping out of the process and accepting a counter offer elsewhere if the length of the process extends beyond reason.
Candidates in a freelance working environment, often experience an urgency when a contractual position is soon drawing close, so the option of a counter offer by a company that is indeed outsourcing to a Recruitment Company, becomes irresistible.
‘Many valued clients have voiced concerns about experiencing challenges in excelled hiring demand as the processes are often far too lengthy across the EU.
They have witnessed candidates leaving the market quickly or, even worse, getting bored of the recruitment process as it takes too long and dropping out—wasting time and resources.’ – Dom Hodgson, Head of Germany at g2 Recruitment
In addition, to these obstacles, finding sufficient candidates with the required skills can also prove difficult.
‘Germany are struggling with a shortage of skilled workers, and hence seeing many positions go unfilled.’ – ’90 percent of German companies’ struggling to find qualified candidates (thelocal.de)
The combination of fewer workers available and processes taking noticeably too long for candidates when they are sourced, is proving a worry for many in the industry.
A survey in 2023 by Stepstone showed that ‘90 percent of all respondents highlighted one problem: they were having difficulty finding suitable candidates for the vacancies they wanted to fill.’
According to another survey by the IFO Business at the beginning of 2024, this number has been easing over the past year.
However, IFO expert Klaus Wohlrabe also notes that “The weakening economy is reducing demand for skilled workers in the short term,” “but the fundamental problem is here to stay.” – Germany’s Shortage of Skilled Workers Eases Slightly | Facts | ifo Institute
This is most likely due to companies adapting to hiring concerns and developing a more mature hiring strategy by outsourcing to an external Recruitment company.
Combatting Concerns
It is crucial to address these obstacles as effectively as possible in the initial stages of the process.
This is improved by making decisions promptly regarding reviewing candidates’ CVs and the initial stages of interviewing.
In addition to affecting the recruitment process, a company known for its swift and decisive hiring process will significantly enhance its own brand credentials. In turn, more candidates are likely to view the client positively, opening a larger talent pool for future opportunities.
‘Having standardised documentation ready in advance can save significant time during the recruitment process.’ – Accelerating recruitment: Effective strategies for Germany & France (eurojob-consulting.com)
An example of a European company that has been implementing these solutions, and is in turn seeing results, is Siemens, highlighted by Euro Job Consulting.
Among outsourcing to external Recruitment Companies, such as g2 Recruitment, Siemens also has a ‘repository of pre-approved contract templates and offer letters that comply with local labour laws’ which allows them to cut the otherwise lengthy onboarding process.
Recognising a Recruiter’s Role
By recognising the value of time within the recruitment process, recruiters can tailor their approaches within European markets to secure the best talent for their Engineering and Technology clients.
Swift decision-making, prompt communication, and building lasting relationships with candidates are all also beneficial in streamlining the process of projects being able to go ahead.
‘Recruitment agencies and headhunters bring valuable resources to the table that can significantly reduce the time and effort required to find and hire top talent’, has also been noted in the article.
Using a Recruitment firm to outsource your internal or external hiring needs, can provide companies with a timely solution to the problems identified and g2 Recruitment has a maximum 24-hour turnaround window for sending a CV to a client, ensuring the process is as swift and professional as possible.
Furthermore, communication between candidates and consultants at g2 Recruitment goes beyond the initial interview stages. Ensuring that any concerns during the process can be handled promptly. This communication continues throughout each step, so that candidates are not left in the dark or considering other placements options.
To learn more about how g2 Recruitment provides specialist recruitment strategies and solutions to our valued clients within Europe, visit our Engineering and Technology pages.
