Recruiting and talent strategy: clarity and structure for real effectiveness

The world is spinning faster than ever, and with it, the demands on companies, HR, and leadership are changing. Digitalization, transformation, candidate journey, skills shortage, artificial intelligence: all topics that require decisions and often cause uncertainty. 
Instead of a well-thought-out strategy, many employees in companies experience change as nothing more than unplanned actionism. What is often missing is the necessary clarity: about roles, responsibilities, decision-making frameworks, and target visions.

Organizational design starts with clarity

Clarity of content is the basis for solutions that work.
As a critical sparring partner, I work with you to design economically sound and effective structures that will stand the test of time. To this end, I bring clarity to complex contexts. I ask the questions that no one else asks: What really works and what is just a facade? What is behind the vacant position? What are the structural reasons behind high levels of sick leave and overtime? Best practice and copy & paste no longer work when the environment is constantly changing. Sustainable recruiting also means questioning existing structures. So let's leave the beaten path:

• We analyze systemically: What is causing trouble? What is contributing?
• We create clarity: Which psychological or cultural problems are just symptoms of dysfunctional structures?
• We only implement measures once the framework for change is clear.

Short-term symptom treatment can provide immediate relief. However, the goal should be a well-thought-out HR and recruiting strategy that fits your operational reality. There are three key elements available to achieve this:

1. Communication: How are decisions made? Who is authorized to make what decisions, and who actually knows this?
2. Programs and processes: Are your internal processes even aligned with your goals? Or do they prevent you from achieving what you want to achieve? Where are the obstacles?
3. People: What do you really mean when you say, “We need good people”? Titles? Resumes? Or impact? How do you deploy your talent as strategically as possible?

The key to long-term competitiveness in the market is whether your communication and work structures are sustainable and compatible. I can help you design them in a way that keeps your company productive, efficient, and future-oriented.

Together, we will analyze your current situation and examine how your HR and recruiting processes will align with your company's overall strategy in the future. We will then develop a recruiting process that is effective in the long term: resilient, differentiated, and embedded in your HR strategy.

With over 20 years of experience in HR and recruiting, I will support you in:

• sharpening your view: of your company, your talents, your work structures, and your HR and recruiting processes,
• identifying your major HR and recruiting cost drivers to specifically limit them,
• and clearly aligning your HR strategy with your company's business strategy and value creation.

Whether through workshops, process support, coaching, or as a sparring partner, we will develop a solution that fits, is effective, and is sustainable in the long term.