Struggle with workforce shortage: authorities are receiving assistance
In the current job market, regions with an aging population may face a smaller pool of trainees. This presents a challenge for employers seeking to fill vacancies. However, there are strategies to attract and recruit skilled workers, both locally and internationally.
One approach is to collaborate with local employment agencies that have connections to recruit skilled workers from abroad. These agencies specialize in sectors like care and kindergarten, but can also provide candidates for a wide range of roles.
Employment specialists often present options such as funding for German courses, assisted training, or a trial work arrangement. These measures can help candidates adapt to the local job market and the specific requirements of the role.
To attract trainees, it's advisable for employers to visit training fairs and present their municipality as an employer in schools. This can help generate interest and highlight the opportunities available.
Rebecca Piron, an expert in the field, recommends utilizing local employer services for finding skilled workers. The Federal Employment Agency also offers support for municipalities in finding qualified applicants who may lack necessary German language skills or whose training is not recognized in Germany.
When hiring skilled workers from abroad, it's important to remember the social responsibility of helping these people integrate into civil society. Many may feel lonely without social contacts, so setting up support structures to help them integrate is recommended.
The requirement for offering part-time training as an employer has been abolished, providing employers with more flexibility in their recruitment strategies. Furthermore, funding from the Federal Employment Agency can be claimed for further qualification measures.
Employers can also consider distributing tasks within the team based on strengths to fill positions with applicants who lack partial qualifications. This approach can help maximize the potential of each team member and ensure the smooth running of operations.
However, it's important to be aware of the potential risks associated with recruitment agencies, such as the 'brain drain' in the country from which the skilled workers are recruited. The extent to which agencies work with local labor administrations to avoid this varies greatly.
Currently, there are 501,000 job seekers in Germany with citizenship from the eight largest asylum countries of origin. This highlights the need for comprehensive and supportive recruitment strategies to help these individuals integrate and find employment.
In most jobs in the municipality, good German language skills are important for skilled workers, but this is not always the case in departments like maintenance. This underscores the importance of considering all potential candidates, regardless of their language skills or background.
Lastly, the success of finding workers depends on the region and considering all groups is beneficial. By adopting these strategies, employers can navigate the changing job market and find the skilled workers they need to drive their operations forward.
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