For LABOR DAY 2021
Have you ever heard of a Schopper, Eichmeister, Köhler, or Posamentierer? No? Don’t worry, neither did my colleagues and employees.
Just as most of us would not guess that these are professions, jobs like Cloud Engineer, Cyber Security Officer, or Virtual Reality Experience Designer were once unimaginable. Terms like home office, distance learning, job crafting, holocracy, and agile work environments once sounded strange but have now become part of our daily lives.
History shows that the world of work is in constant flux. Each phase of industrialization led to the disappearance of some jobs and the emergence of new ones. In the last two decades, this change has accelerated, and the COVID-19 crisis has further sped it up.
It’s entirely understandable that many people feel overwhelmed, swept away, and helpless. Unemployment rates in Austria are extremely high, yet the shortage of skilled workers persists. Companies that, due to the crisis, are laying off employees or putting them on short-time work face criticism when they simultaneously hire new staff. The necessity for this paradox is that the COVID-19 crisis has drastically transformed workplaces in a short time. Additionally, automation and digitization are contributing to the decline of certain professions.
It might be tempting to think that simply continuing education is enough for employees. However, the complexity of new jobs means that retraining in a short period is no longer feasible. A four- to five-week course is unfortunately not sufficient. What if, for example, you are already over 50 and companies are reluctant to hire you? Spending a few more years on further education with uncertain job prospects may seem futile. Conversely, young people face the dilemma of choosing an education when their jobs might rapidly change. With so many development opportunities and potential scenarios, who can keep track? How can one be sure to make the right choice?
I recommend that job applicants always have two additional questions prepared if an interview is heading towards a negative outcome—after all, they have nothing to lose and should use the conversation for their future. First, where else could you see me, in which industry or company? Second, what education or training would I need to start with you? HR professionals or department heads should be courageous enough to answer these questions honestly, as this would help job seekers and training institutes learn about the specific qualifications needed for a successful and tailored career. As a career coach and the initiator of the Lange Nacht der Bewerbung, I know how much applicants value such helpful answers and reward them with positive word-of-mouth. This is a plus for employer branding, which no company should miss out on.
Leverage Collective Intelligence in Recruiting
They say every crisis carries an opportunity, so we should seize it. What if we actively built on collective intelligence and invited applicants and employees to contribute their thoughts and ideas? Since there are no experts right now—what we are experiencing is unprecedented!
Let’s start asking questions, for example, in job interviews. Not just those we deem capable, but everyone. Let’s finally move away from the notion that we know who can contribute. A saying I deeply appreciate, inspired by Goethe, is more relevant now than ever: “If you see in someone what they are, you make them smaller. But if you see who they can become, you gain everything.”
Recruiters could ask all applicants: As an external person, what do you think we might be overlooking due to organizational blindness? What does our industry need to grow again? Or: If you had the power, what would you immediately change in your field to ensure your job thrives in the future—within the next three to five years? By asking such questions, we can generate more ideas together and show applicants that we trust them and leverage the power of collective intelligence. This is only possible if we encourage everyone to think and allow for diverse opinions. Certainly, not all ideas will be useful, but the chances of finding something valuable increase. If we only received one useful answer that could lead to a significant change, wouldn’t it be worth allowing everyone to contribute? I believe in the wisdom of the crowd and that in the application process, we should not only assess technical competencies and cultural fit but also foster entrepreneurial and solution-oriented thinking. This is our duty as companies for a collectively successful economy.
Edison, the “inventor” of the light bulb, is said to have remarked: “I am a good sponge; I soak up ideas and make them useful (…).” But companies should not only reach out and take ideas but also thank contributors—whether with a job or other forms of recognition. That would be true appreciation at a high level and a forward-looking, collaborative approach. Additionally, this aligns with the desire for co-creation seen in Generation Z and Alpha.
Speak First, Block Later
The shortage of skilled workers also faces the issue of regional imbalance. Here’s my request to job seekers: don’t limit your applications to companies located in your immediate vicinity. This is incredibly narrow-minded and blocks opportunities. Of course, location can be a factor, but it shouldn’t be the top priority. Everyone has job preferences—naturally—but if you want to maximize your chances in the job market, location should not be your foremost concern. First, identify who you want to work for. This isn’t just about looking at websites or thinking about companies you know. There are many companies you may not have heard of or read about. So, it’s better to apply broadly, then talk with companies to find out how it can work despite the distance. You don’t have to move from a big city to a remote village immediately—only by exploring opportunities can you weigh your options. Often, conversations lead to new ideas and solutions for employment. As Willy Meurer wisely said, “Those who really want something will find a way. Those who don’t want something will find reasons.”
Relocation management is a hot topic, and more and more companies are offering various flexible working arrangements. This is the only way we can escape the West-East imbalance of labor in Austria. When I became the managing director of a regional tourism association, the job posting mentioned a specific work location. The job intrigued me; it seemed interesting. However, the map showing it was in the middle of nowhere—somewhere between the mountains, meaning dealing with snow chains every winter week—made it less appealing. I tried my best to convince myself to like the location. Nevertheless, I didn’t develop a desire to live there. However, I already believed in talking first and deciding later. The conversation was excellent, and they offered me a second residence and many freedoms. This wasn’t mentioned in the job ad; it came out of—actually three—good conversations. It turned out to be a fantastic job with lots of development potential that I wouldn’t trade for anything. No one should miss any chance in these times.
The crisis we’re all facing requires a collective approach to solutions. By allowing collaboration in the application process, we can achieve more than we currently imagine. Only through collaborative efforts can we shape a future work environment where we feel comfortable and can grow.
Doria Pfob – Job Matcher and Founder of the Long Night of Application
Here are more tips from Doria. 🙂
