Conclusion

Armin Trost
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Armin Trost: Furtwangen University

Chapter 10 in Talent Relationship Management, 2014, pp 151-152 from Springer

Abstract: Abstract Recruitment has changed drastically in recent years, and will continue to do so, even though many companies are still lagging well behind here, particularly when it comes to filling key and bottleneck functions. The increasing talent shortage creates a new power relationship between employee and employer. Previously, it was the applicants who had to impress. As part of their career plan, they had to be clear as to their preferences, strengths and talents, and what their motivation level was. They had to actively look for a job. They studied the careers sections of relevant newspapers, and browsed through online job boards. They tried to establish long-term relationships with interesting employers. In the end, they would do their best in the application process, and demonstrate their best assets, both at a professional and interpersonal level. All this—impressing, actively searching, building relationships and portraying a positive image in interactions—is what employers now need to learn. This is the natural consequence of the latest developments on the labour market, where those companies who act faster, more creatively and in a more self-contained manner gain massive advantages in the “war for talent”.

Keywords: Labour Market; Career Plan; Human Resource Management; Application Process; Relevant Newspaper (search for similar items in EconPapers)
Date: 2014
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Persistent link: https://EconPapers.repec.org/RePEc:spr:mgmchp:978-3-642-54557-3_10

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DOI: 10.1007/978-3-642-54557-3_10

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