These eight measures to counter the skilled worker shortage will solve your personnel problems

More than 50% of German companies see the skilled worker shortage as the greatest threat to their growth. It places a huge burden on existing staff. Without regular overtime, many companies struggle to maintain their operations. Plus, the skilled worker shortage slows down their growth, and limits or delays innovation. Are we at risk of economic stagnation?

The good news is that there are effective strategies and approaches to reverse this trend. In this article, we’ll suggest eight effective measures to counter the skilled worker shortage. We’ll also show you the potential of eLearning and digital personnel development.

It is taking longer and longer to fill vacancies. What once took weeks is now dragging on for months. The search for qualified personnel is becoming a test of patience. It can take up to 135 days to successfully fill a position (Federal Employment Agency: Skilled Worker Shortage Analysis, 2020). The skilled worker shortage does not discriminate by industry and affects companies of all sizes. According to statistics from the Kompetenzzentrum Fachkräftesicherung (Competence Centre for the Protection of Skilled Workers), there was an average shortage of 610,214 skilled workers in Germany in 2022/23. This has noticeable impacts on the companies concerned. In addition to productivity, corporate culture also suffers. A vicious circle that, in the worst case scenario, leads to the loss of more skilled workers.

The shortage of skilled workers is not merely a matter of availability, but is deeply rooted in the structural changes in the labor market and the shifting demands and expectations of the workforce.

The skilled worker shortage affects companies in a wide variety of sectors. It limits growth and innovation capabilities. Productivity losses delay projects and product development. This is further intensified by restrictions on making the adjustments required to keep up with technological and industry-specific upheavals, such as AI (artificial intelligence). Many companies need to implement these quickly to maintain competitiveness, and train their employees in the safe, effective use of them. For existing employees, this results in an increased workload and stress, which in turn has a negative impact on their job satisfaction and quality of life. For companies, the high investments required for recruitment and training represent an additional high cost factor. In the long term, the skilled worker shortage is an enormous business and socio-economic risk. The following eight measures to counter the skilled worker shortage offer ways and means to minimize these risks.

One key strategy in the fight against the skilled worker shortage is the ongoing training of current employees. eLearning enables staff to learn anytime, anywhere. This aligns perfectly with a world in which flexibility and self-determination in terms of one’s working life are becoming increasingly important. Targeted online courses and interactive learning modules support existing team members in strengthening skills that are in-demand. Regularly offering further training fosters the continuous development of your employees, ensuring they are always up to date with the latest knowledge.

Just imagine: Your workforce acquires new skills when they have a chance during their workday—whether in the office, at home or on the go. This type of training is not only efficient, but also increases your employees’ levels of satisfaction and commitment. eLearning helps you to prepare your company to face the challenges of tomorrow.

Retraining is another effective tool to help you manage skills shortages internally. With targeted retraining programs, you can fully exploit your workforce’s existing, but dormant, potential. Acquiring new skills and competencies encourages staff to adapt to your company’s current needs. These programs give them the opportunity to develop new areas of expertise and bring fresh perspectives to their teams. 

Investing in retraining not only encourages your workforce to develop their professional skills, but also increases engagement and loyalty. Investing in your employees strengthens the overall level of competence among your staff and makes your company resilient to the constant changes in the market.

Future-oriented training effectively prepares tomorrow’s professionals to face current and future challenges. This requires a dynamic and forward-looking approach. Combining traditional education with innovative eLearning approaches creates a versatile and stimulating learning and working environment. It enables you to develop and strengthen the trainees’ core competencies in line with the constantly changing requirements.

On the one hand, this increases the attractiveness of your training programs for ambitious junior staff, while on the other, it also guarantees that your company is continuously supplied with well-trained, adaptable, and appropriately skilled professionals. A modern training strategy promotes the development of critical thinking and problem-solving skills. Trainees become valuable employees who actively contribute to your company and make it future-proof.

Optimize your recruitment process by focusing on the channels where your target group spends the most time. Social media, specialist forums and industry networks are real goldmines for potential employees. Develop a way of addressing readers that not only informs them, but also excites them and creates a connection. 

Use data and analytics to develop a deeper understanding of your target audience: What motivates them? What skills do they have? Use this to design campaigns that not only attract attention, but also appeal to the very talents that will make the difference to your company. Targeted recruitment is one of the most important strategies in successful staffing. It not only helps you overcome the shortage of skilled workers, but also promotes the further development of the company.

Active networking enables you to establish a presence in the industry environment that attracts talent and fosters long-term professional relationships. Use conferences, trade fairs, online platforms and similar offerings to make valuable contacts and position your company as an attractive employer. Build a robust network that includes not only people in the sector and industry experts, but also educational institutions and other organizations. Maintain a structured off-boarding program and keep in touch with former employees. Give them access to special offers such as newsletters or selected courses. If successful, this creates a lasting network that offers opportunities for future collaboration and recommendations. 

Networking gives you access to the recommendations and insider information that make all the difference in recruitment. Strengthening your networking skills and deploying them strategically will help you make qualified contacts for your company.

Implement a mentoring program within your company to ensure the treasure trove of experience your long-term employees hold is preserved and passed on. The value really becomes apparent when skilled workers with a lot of expertise retire or leave the company. Ask these experts to record their valuable knowledge and experience in specially created eLearning courses. These can then become a permanent resource for current and future team members.

Imagine the knowledge and insights of your most experienced professionals remaining in the company permanently, and benefiting new generations of employees. This form of mentoring creates a lasting culture of learning in your company and ensures that valuable expertise is retained.

Solidify your employer branding and develop a convincing employer value proposition (EVP) to position yourself as an attractive company. This enables you to clearly communicate what you offer your employees and why it is worthwhile being part of your team. Focus on what makes the company unique, be it development opportunities, corporate culture or unusual benefits. An authentic and appealing brand presentation not only attracts talent, but also promotes loyalty and satisfaction among the current workforce. Positioning your company clearly and attractively helps you stand out from the competition and make you indispensable for qualified professionals.

Invest in work quality, cultivate a strong corporate culture, and optimize your work processes. This triad is at the heart of every successful company. High quality work ensures satisfied customers and employees. With a positive and inclusive corporate culture, skilled workers are attracted to and remain in the company. Efficient, transparent work processes increase productivity and reduce frustration. Create an environment in which talent can develop and flourish. You’ll see how this is then reflected in a low turnover rate and a stronger employer brand. Your efforts in these areas are a clear message to potential applicants: This is a company that values its people and invests in their success.