The shortage of skilled workers is becoming an increasingly urgent problem for the German economy. At the end of 2022, 53 percent of all German companies reported that they were unable to fill vacant positions in the longer term because no suitable applicants and workers were found. This is derived from Latest Report on Skilled Workers from the German Chamber of Industry and Commerce. The consequences of this development are extremely problematic for companies: In addition to an additional workload on the workforce and rising labor costs, companies expect an increasing reduction in their supply and a gradual loss of their own innovative and competitiveness.
Until now, the central role of vocational aptitude diagnostics has been to select the most qualified candidates for a target position from a number of candidates. However, what is the significance of this practice at a time when there are few or no qualified applicants for a vacant position?
High-quality aptitude diagnostics remain relevant even in times of shortage of skilled workers
Aptitude diagnosticians and recruiters can breathe a sigh of relief: High-quality diagnostics are more relevant than ever before, especially with an increase in the shortage of skilled workers. This fact can be explained statistically. Two effects can be identified as consequences of the shortage of skilled workers:
- A fall in the base rate: The rate of suitable applicants within all applicants for a vacancy falls.
- An increase in the selection rate: The lower number of applicants means that companies are forced to select a larger proportion of applicants.
In summary, this means that a relatively large number of candidates must be selected from the group of applicants with a small proportion of suitable applicants. The combination of a low base rate and a high selection rate therefore increases the risk of making more poor selection decisions.
What approaches do companies and aptitude diagnosticians have to address this risk?
- Increase in the base rate: Companies can specifically increase the rate of suitable applicants, e.g. through targeted employer branding measures.
- Increasing the quality of selection: The targeted use of valid and high-quality selection processes (e.g. structured interviews and assessment centers) increases the chance of identifying suitable candidates among applicants. This means that even with a low base rate and a high selection rate, a high success rate can be ensured by using valid selection tools.
Especially in times of a shortage of skilled workers, high-quality aptitude diagnostics and the targeted use of employer branding measures are therefore becoming increasingly relevant.
In addition to their quality, the attractiveness of aptitude diagnostic methods and processes is becoming more important
A hotly debated term in personnel selection due to the shortage of skilled workers is that of the applicant market. This describes a shift in power within the application and selection process between companies and candidates: In the past, it was the applicants who had to commit themselves to employment, it is increasingly the companies that are asking themselves how they can be attractive for talented and qualified workers.
This means that traditional diagnostic methods must be critically scrutinized based on the interests of potential talents. An analysis of their potential needs by Kununu (2016), Softgarden (2019) and Zaborowski (2018) identify three focal points that candidates keep in the application process:
- Quick and low-threshold application processes
- A personal interpersonal relationship within the application process, which is characterized by a pleasant atmosphere, friendly and professional appearance of the contact persons and appreciation
- Transparency, for example with regard to job and company-specific information and an insight into corporate culture
In addition to the goal of personnel selection to select the most qualified candidates for a target position from a number of candidates, efficiency, people-centricity and cultural insights are becoming more relevant. Selection procedures and processes must be designed accordingly in such a way that they make candidates want the target company and represent the company and its culture attractively and comprehensively.
Can aptitude diagnosticians and recruiters even meet both requirements — diagnostic quality and attractiveness?
Our Best Practices for High-quality and Attractive Aptitude Diagnostics
The HRpepper Style in aptitude diagnostics combines three design aspects which, in combination, guarantee both quality and attractiveness in diagnostic procedures:
- Evidence & quality: An evidence-based and scientifically based approach forms the basis of our aptitude diagnostic approach. In doing so, we consistently follow DIN33430 and the guidelines of the Forum Assessment Center e.V.
- People & culture: Cultural Sensitivity and Connectivity are a matter of course for us. In this way, we design processes and their frameworks in a co-creative approach together with our clients. This procedure makes it possible to set specific cultural accents in the design of personnel selection and thus to convey it to participants during the implementation. Our processes also focus on a high level of experiential orientation for and appreciation of participants: In this way, we create space for exchange and networking and focus on a high level of design of the process components. If required, our procedures can be carried out completely remotely and thus save the resources of candidates and companies. Respect for the individual biography of all participants, including their personal successes, is a matter of course.
- Strategy & future: Our personnel diagnostics procedures contribute to strategic orientation and transformation. We therefore understand personnel diagnostics as an intervention that triggers a learning moment in the organization and among individuals. We use a resource-oriented learning concept: All participants can develop themselves if they take responsibility for it themselves. The results of our interventions thus form the basis for strategic personnel and organizational development. We also design tailor-made procedures together with our clients — the organizational context and future changes are therefore directly reflected in the process.
The shortage of skilled workers wants to fundamentally change the way aptitude diagnosticians and recruiters identify talent. The attractiveness of procedures and processes will become increasingly relevant on the applicant market. Nevertheless, it is important to ensure diagnostic quality, especially when there is a shortage of skilled workers. The pepper style combines both design requirements and thus provides a possible answer to the question of the relevance of aptitude diagnostics in times of a progressive shortage of skilled workers.
Author: Dr. Sarah Meessen, Senior Consultant at HRpepper
About HRpepper:
As a transformation consultancy, HRpepper effectively designs organizations. And that with many years of experience, fresh thinking, scientific knowledge and innovative methods. The focus is on people, their abilities and their interaction as key success factors. With their actions, they contribute to making the working world (s) more sustainable.
Source links:
https://www.hzaborowski.de/2018/01/17/was-bewerber-wollen-wie-waere-es-mit-mensch-sein/
https://de.softgarden.com/studien/
https://www.bernd-slaghuis.de/hr-recruiting/kununu-studie-bewerber-bewertungen/
