One factor that is often underestimated, but is also difficult to change: the location. Many of the so-called hidden champions in particular offer jobs in rural or small-town locations - and this is not particularly attractive for many younger skilled workers. Companies need to actively and actively compensate for this locational disadvantage with other measures, such as childcare or working from home.

Personnel development and recruiting has become a strategic task for companies. Above all, this means investing in the HR department, in marketing (employer branding) and in active sourcing and recruiting. This is not easy for medium-sized companies in particular, not least because it is not just a question of financial resources, but also because their own attitude to recruiting must change fundamentally. Employers have to turn themselves into a brand - and this is not easy, especially for companies that are understandably focused on what they do for a living. Contrary to the assumption that qualified applicants are not prepared to change their place of residence, moving to a well-known employer abroad is attractive to many.

SCOPE: What criteria must an employee fulfill today that were less in demand in the past?

Stichel : Today, even employees who work in production or in predominantly technical areas have to be able to work in a team and communicate. And more and more often in a foreign language. A good knowledge of English is a minimum requirement. Most manufacturing companies in Germany are international, and customers or colleagues who do not speak German are becoming increasingly common.

Interaction with colleagues, project partners, other departments or suppliers is now one of the basic requirements for employees at all levels of a company. Networking, flat hierarchies and collaborative working are structures and working styles that are becoming increasingly prevalent, partly because younger employees are demanding them. For older employees in particular, however, the changeover is not always easy, and this is where coaching and communication are needed. And the willingness to keep learning new things and be open to change. The buzzword "lifelong learning" may sound a bit outdated, but it's true: in my opinion, being open and willing to learn in new situations is the most important quality an employee should have. And managers too, of course.

SCOPE: Does education in Germany meet these criteria - both at universities and in training occupations?

Stichel : Both study and training courses are regularly adapted to changes in business and industry. Technical education at German universities of applied sciences, universities of cooperative education and universities is still at a high level in Germany - and there is a great willingness to respond to the needs of students, but also of business and industry. One problem I see is that the system could actually train more STEM graduates, but there are not enough people interested. In my opinion, this is also the responsibility of the schools, which arouse interest in future subjects and career paths and lay the foundation for successful studies.

SCOPE: What do politicians, universities and training companies need to do to be prepared for the future in this regard?

Stichel : Actually, a lot is already happening here, it could just be a bit faster. But that's what business people always complain about when it comes to political processes and administrations. Cooperation between universities and companies, joint start-ups and research, but also further and advanced training for people who are already in employment - such structures and forms must be further promoted. As a sponsor of the Fraunhofer IAO's "Production Work 4.0" innovation network, we at division one are researching and developing change management processes, for example, in order to better prepare companies for the current and upcoming challenges in recruiting. This puts us one step ahead in successfully filling the jobs of the future. We also need to focus more on how we can make the transition into the workplace more attractive for graduates: STEM people in particular naturally have their eyes on countries near and far when it comes to their dream job.

But companies themselves also have a role to play here: If you want to remain attractive for new and old employees, you have to invest in their training, further education and coaching.

SCOPE: How do you as an HR consultancy react to the changing requirements of companies?

Stichel : The requirements and working methods are also changing for us as an HR consulting service provider. Our consulting services are becoming even more specific and individual. We discuss a variety of decision-relevant factors with candidates and companies. We are becoming more like moderators, bringing together the requirements of companies with the skills and expectations of candidates in a way that fits perfectly.

At division one, we primarily place managers. There is a willingness on the part of companies to spend money on the right candidates - which of course makes things a little easier.

Digitalization is also finding its way into our company: in future, the search for suitable candidates will increasingly be conducted with the help of new technologies. As a recruitment consultancy, I believe we need to not only move with the times, but also think ahead. This is not new to us, but part of our DNA.