AUTOMOTIVE
The car of the future will be electric, connected and automated. Germany has a strong position in all of these areas. It is now important to maintain and expand this position in the increasingly intense competition between countries. It is important to maintain mobility as an engine for economic growth and at the same time protect resources and the climate.
Serious upheavals in the industry are predicted for the future. In fact, our concept of mobility could change fundamentally in the coming years and decades - and with it the car itself. The buzzwords in the context of change are above all electromobility, lightweight construction, digitalization, changing customer behaviour, new competitors and a shortage of skilled workers.
An industry in transition
The shortage of skilled workers in the fields of engineering, IT and other fields, particularly mathematics and natural sciences, remains considerable. Covering the newly required skills in the automotive sector is a fundamental challenge for companies.
Contact person:
Philipp Tempel
E-mail: philipp.tempel@tintschl.de
Four reasons why personnel service providers are irreplaceable in the automotive industry:
1. skills shortage and flexibility:
Many companies are competing for far too few skilled workers. And once they have gained them, they are not so quick to let them go. A personnel service provider provides precisely these experts. By using temporary workers, you can quickly and flexibly build teams that would be impossible to find on the open market today. Thanks to the comprehensive external candidate pool, companies can access numerous suitable profiles and benefit from the expertise of a service provider in terms of customer structure experience and building a candidate pool.
2. project speed:
No matter how quickly new positions need to be filled - thanks to a personnel service provider, no long lead time is required to be able to handle new projects with the help of additional employees. This means that order peaks are reliably covered. Likewise, permanent staff can be efficiently supported in every respect in the long term.
3. qualified candidates:
Today, really good applicants sometimes find a job after just a few hours. No sooner have they sent off a handful of applications than they receive four or five job offers. Sometimes an employment contract is also sent by e-mail. This shows how fundamental quick decisions are. In large corporations, the mills often grind very slowly, especially when it comes to personnel issues. Factors such as works council hearings, ordering, approval by the managing directors and so on slow down quick decisions. Against this backdrop, it once again makes sense to use a personnel service provider: the pool of qualified candidates remains intact. Even if the decision-making process within a company takes longer, it is certain that a competent specialist can be hired in the end.
4. core competence in personnel:
The larger the company, the more common it is to have its own HR department. A personnel service provider also supports this effectively. Especially when it comes to filling positions that are not part of the regular portfolio, it is advisable to call in external support. Often, only the head of department in question really knows what requirements a new employee must fulfill in their projects. However, as the head of department understandably prefers to focus on project content rather than personnel issues, important information about the required skills profile may fall by the wayside. A specialized personnel service provider knows the requirements of the industry very well.
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