The logistics industry is not particularly attractive for IT specialists \u2013 yet<\/h2>\n\n\n\n
It is not only because of the global pandemic that many HR departments are currently undergoing major changes: digital personnel files, HR analytics, CRM platforms, and hybrid work models are becoming the norm in many places. According to Brunsemann, digital processes have already been introduced in some HR departments in the logistics industry out of necessity, but IT has overtaken management in some cases. Since IT does not have a strong connection to the logistics industry anyway, this makes finding suitable IT executives for logistics companies even more challenging. \u201cThe logistics industry has a reputation for being conservative. It often relies on classic full-time work, management structures are rather traditional and so it is less attractive for technology employees,\u201d says Brunsemann. He sees room for improvement particularly in digital recruiting and digital employer.<\/p>\n\n\n\n
Almost all candidates are active on social networks<\/h2>\n\n\n\n
Recruiting is increasingly taking place in the digital space and via social networks. E-recruiting is being used to reach a younger demographic, but the use of social networks is now so widespread that even the 1st and 2nd management levels can be found here, Brunsemann says. \u201cThis way, you can reach your entire target group,\u201d he explains. \u201cBut in doing so, you have to be part of the community yourself and delve deeply into these networks, otherwise you will not find the most promising candidates,\u201d he adds. When searching social networks, recruiters are relying on digital support: LinkedIn or Xing profiles can be searched and candidates are preselected with the help of crawlers and chatbots. Overall, artificial intelligence (AI) is an opportunity for recruiters to get directly involved in the qualification of candidates and to focus more on the \u201chuman\u201d part. This is still integral to convincing candidates to change jobs. Brunsemann sees candidate experience as becoming an even more vital aspect of the future recruiting process. \u201cCandidates do not want to be sent a profile straight away, but instead want a recruiter to enquire after their interests first. The focus must be on appreciation and interest in the person,\u201d he explains.<\/p>\n\n\n\n
Digital employer branding: a stepstone ad is no longer sufficient<\/h2>\n\n\n\n
Analogous to the developments in recruiting, digital employer branding is also essential in order to become more attractive for candidates. This is especially true for traditional medium-sized companies. \u201cOften, employees are not sufficiently trained and HR measures are not optimized for social media and digital recruiting channels,\u201d explains Brunsemann. This ranges from optimizing a job ad for mobile devices to selecting the right channels, he adds. He elaborates, \u201cA simple Stepstone ad is no longer enough. A dedicated career website can make sense, or videos on YouTube that showcase the employer.\u201d To attract IT talents, he says, a company must also present its digital expertise to the outside world.<\/p>\n\n\n\n
![\"Thorsten](\"https:\/\/intersearch.org\/files\/org\/news\/image-web\/Thorsten-Brunsemann.jpg\")
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