In the interview with Manuel Neuss, Managing Director of Recruiting Mit System based in Munich.

Finding the ideal candidates in recruitment is currently a pipe dream for many companies. The shortage of skilled workers is not only affecting medium-sized enterprises but also almost all skilled trades businesses. Company growth is being stifled, and often businesses are no longer even able to adequately handle their existing orders. In this situation, companies are looking for suitable ways to fill the desired positions at all. In its research, DIGITAL FUTUREmag came across a company that pursues the approach of quickly, permanently, and above all sustainably attracting suitable candidates for open positions. The core of the service is provided within the company itself, without having to resort to external service providers. Manuel Neuss and his team focus on implementing efficient systems within the company as well as professional and practical internal training. In the interview, we discuss the selection of the ideal target candidates, the importance of company attractiveness, the choice of suitable recruitment methods, and efficient onboarding.

DIGITAL FUTUREmag: The situation in the German labor market is dire. You have daily contact with companies desperately looking for employees and often having frustrating experiences. In your opinion, how did we end up in a situation like this in Germany?

Manuel Neuss: There are certainly many reasons for this, and I would like to highlight one crucial aspect that I repeatedly notice in my collaboration with various companies: Most firms unfortunately still use recruitment methods from the “Stone Age.” They try to attract new talent to their company in the same way they did 20 years ago. This no longer works today. Very good candidates often do not even know that a company nearby is looking for them; the companies are not reaching the right target group in their search for employees. And if a promising candidate does show interest, the application process itself is often so unattractive that many applicants drop out, meaning no contact is ever made between candidates and companies. Fortunately, the entire recruitment process can be optimized through the right measures so that companies can finally solve their staffing shortages once and for all.

DIGITAL FUTUREmag: With your team, you have been successfully supporting not only medium-sized companies but also demanding skilled trades businesses for many years. What personally drives you to help companies succeed in recruitment?

Manuel Neuss: Small and medium-sized enterprises are indispensable in the economy, they employ the majority of staff and are significantly involved in value creation. This is the basis for all our prosperity. That is why my goal is to support these companies through Recruiting Mit System in consolidating and expanding their market position by finding the best talent for their teams in a timely manner and asserting themselves in the market in the long term. Only in this way, in my view, can our future social prosperity be secured.

DIGITAL FUTUREmag: Can you describe your system in more detail? What do you mean by sustainable and long-term recruiting systems?

Manuel Neuss: Many companies are sometimes surprised to find that a specific position suddenly needs to be filled quickly. In such cases, it is important to take effective measures that ensure suitable applications arrive promptly. However, to avoid this “fire-fighting”, it can make sense to take a helicopter view, gain an overview and derive appropriate long-term measures. Starting with an analysis of the current company structure, through the clear definition of positions to be filled and the ideal candidates for them, the company’s external image, followed by effective recruiting methods with the right approach to potential applicants, all the way to efficient onboarding and ultimately maintaining close contact with candidates for future positions. This way, companies have permanent access to talent that remains loyal to the company in the long term.

DIGITAL FUTUREmag: How important is corporate attractiveness for the recruiting process?

Manuel Neuss: Considering that the best candidates are already employed, companies naturally need to be more attractive as a potential employer than their current one. Only then can they convince applicants to join them. Corporate attractiveness is therefore crucial today for attracting good new employees. In fact, “attracting” is even the wrong term here, because it is increasingly about convincing candidates that the company is the best choice. Applicants no longer compete with many others for a position; instead, companies compete with one another—not just with their products, but above all with potential applicants who need to be convinced that the future employer is the best choice.

DIGITAL FUTUREmag: There is certainly no single method that works for every company. How do you find the right recruiting method for companies?

Manuel Neuss: That’s correct, for some companies certain methods are more suitable than for others. However, the most important aspect when selecting a recruiting process is to choose the right approach to engage potential candidates. Only then will you capture their attention for the job posting. Proper communication is only possible if it’s clear how the ideal candidate for the open position thinks, what their wishes and goals are, etc. The foundation for this is a detailed candidate persona. Developing this is a key component of Recruiting Mit System, because simply posting a job advertisement with the title of an apprenticeship will not lead to the desired success.

DIGITAL FUTUREmag: What advantages do companies gain when they establish a sustainable recruiting system within their organization?

Manuel Neuss: The biggest advantage is that they can hire suitable candidates and thus gain a competitive edge in the market. They have full control over their recruiting process at all times, can design it flexibly, and adjust it quickly if needed. They use methods that only recruiting agencies and a few headhunters typically employ, who charge handsomely for their services. With Recruiting Mit System, companies can regularly fill their open positions with excellent new employees—without relying on external service providers.

DIGITAL FUTUREmag: After winning a candidate, many mistakes can still be made. In recent years, the term onboarding has become established. What does it mean, and what are your recommendations for companies?

Manuel Neuss: Onboarding means “bringing on board” and describes the process of integrating new employees into the company following a successful hiring process. The goal is to familiarize new colleagues with the company culture, structures and processes, information channels, initial contact with colleagues, and their future tasks within the company. My recommendation is: Implement digital onboarding processes that begin even before the first day of work and ensure that new colleagues can deliver value to your company as quickly as possible.

DIGITAL FUTUREmag: To grow continuously, as you describe, it’s essential that suitable candidates are consistently interested in the company. How can a consistently strong flow of applications be ensured?

Manuel Neuss: It is important to understand that it is not just one measure that leads to success, but various activities that work together in a coordinated manner. We have already discussed several points, such as employer attractiveness and the right approach. Another component is: Build up target group ownership. What I mean by this is: Create the opportunity to contact future candidates whenever you want and deem necessary. There are different approaches to this, such as cooperating with training providers, universities, email lists, open days, etc., to name just a few.

DIGITAL FUTUREmag: What do you see as the greatest benefit for companies in committing to a long-term and sustainable candidate strategy in the form of a recruiting system?

Manuel Neuss: These companies will certainly survive in the market because they have a huge competitive advantage. If they fail to grow their business and establish themselves in the market today, the long-term survival of their company is not guaranteed. This means that good employees are the decisive factor of production. It is therefore necessary to leverage the know-how of all employees in such a way that competitive advantages arise from consistently high productivity and additional innovations. The success of a company thus depends on the qualifications and motivation of its managers and employees. I would like to accompany companies and their managers on their path to success and offer to support them with Recruiting Mit System.

DIGITAL FUTUREmag: No easy task for companies. But with help and advice, it is certainly achievable. Thank you for the conversation.