Very few entrepreneurs are still looking the other way. Rising raw material prices, dramatic supply bottlenecks and the shortage of skilled workers that has been lamented for years - the crisis now has German SMEs firmly in its grip.

But complaining is no more helpful now than avoidance or smear tactics. Companies that want to find and retain competent employees even in times of crisis need to rethink now.

Where is the skills shortage coming from?

The shortage of skilled workers in Germany is not a snapshot in time. More and more young adults are deciding to study in the hope of better career opportunities after leaving school.

The often lower-paid skilled trades and nursing professions in particular fare badly when it comes to choosing a future career path, as the desire for fulfillment in a job, independence of location and financial freedom are more important to young job seekers than motives of security or social status. Added to this are the new influences from social media, which present online professions as "make money opportunities" and therefore as an attractive alternative to conventional job opportunities.

So while the market has been flooded with online coaches, marketing agencies and digital services in recent years, trained specialists are becoming scarce.

Rising prices = rising wages?

But even those companies that are among the more attractive employers in the eyes of the young population are far from being able to choose their applicants. If the pay is not right or the boss does not allow flexible working from home, employees are much more likely to consider changing jobs than they were a few years ago.

The constant price increases in the food industry and in petrol and housing prices have a direct impact on the financial situation of German employees and are further increasing demands on the workplace. So if you want to stay in the game as an attractive employer, you need to think carefully about how to retain your employees and attract new applicants.

Finding the right employees in times of crisis

The good news is that even in times of crisis, you don't have to watch helplessly as your best employees leave for the competition. You still have to put up with the "first best applicant" if you take the following three points to heart:

1. become visible online!

Employee recruitment has a lot in common with customer acquisition these days. If you speak the language of your target group, you have a clear advantage. So if you want to attract so-called "digital natives" (born in 1990 or later) to your company, you need to ask yourself where this target group spends the majority of their everyday life - which is usually on social media.

"Social recruiting", i.e. placing job advertisements on Facebook, Instagram & Co. therefore remains a reliable way of recruiting employees even in times of crisis. Even those who cannot or do not want to spend a large budget on paid advertisements should definitely use the opportunities offered by social media to draw attention to themselves through organic online reach. Regular distribution of high-quality content on channels such as Instagram and LinkedIn drastically increases the chances of attracting new applicants.

2. train yourself!

In recent years in particular, there has been increasing lamentation about the omnipresent shortage of skilled workers. One option that many overlook is to become a trainer yourself as an entrepreneur.

Instead of focusing your search for the right employees on the limited market for skilled workers, look for future school leavers or career changers and offer them an apprenticeship or trainee position. In most cases, the time initially invested in a person willing to learn will pay off after just a few months and increase their loyalty to your company.

3. offer contemporary "benefits"!

In times of crisis, many people's priorities shift and their basic needs become stronger. The desire for security outweighs the desire for freedom and new values also become important in employee recruitment.

In addition to a fair basic salary, promise your current and future employees other relevant support for the current situation. Coveted employee benefits include gym memberships, healthy on-site meals and flexibility through the ability to work from home.

Paying for public transport tickets is even perceived as doubly positive, as it not only saves costs but also promotes sustainable transportation.

Inclusion and co-determination strengthen the team

Finally, it should be emphasized that the above points will have an even greater impact if you involve your team in the development of an attractive working environment. Ask your employees what each individual in the team wants.

Which things are important to your employees and which are not? Especially in times of crisis, we want team cohesion and support. If you can promise your employees this support and keep an open ear, this will have a positive effect on your attractiveness as an employer.

To put it in the language of sport: your employees must become fans. Because fans inspire others and tell them which club they should definitely choose.

The author

Rayk Hahne, management consultant

© www.rayk-hahne.de

Rayk Hahne is a management consultant, author and podcaster. Together with his team, he helps entrepreneurs to become more efficient through clear processes and structures, thereby regaining time and quality of life.