Hannes is looking for a new employee
Despite tight times, there are always staff fluctuations. The office manager retired, his position has been approved and will be filled. Hannes is preparing for the recruitment, since this area belongs to his department. As Head of Production, he is naturally supported in the process by his colleagues in the HR department. And that's a good thing.
"It's a lot of things that the new woman, the new man has to live up to."
The requirement profile is manifold
Hannes sits down and thinks about the profile. It has changed a lot in the past few years and he begins to hack away at the keyboard.
Today, computer knowledge of all common programs is probably a prerequisite. You don't have to write that down, but you can. In addition, after the reorganization in the next few months, the office staff will also be responsible for marketing communication measures. So you need a person with a degree in marketing communications or similar training. "Diversity is a must in the global market and therefore it is obvious that the new person should have several years of international experience.
Technical flair is a prerequisite in an industrial sector so that the person understands the core business at all. But flair alone is no longer enough today. At least three semesters at a technical university or at least an engineering postgraduate course should be mandatory. Written and spoken English is also on Hannes' list. In Asia, in particular, it is important that letters are also written in this language without errors.
Hannes continues. As the head of a department with 20 employees, a candidate cannot avoid having completed at least one leadership course. He must be a leadership personality. Social competence, readiness for constant further development, high empathy and assertiveness, goal orientation are the common classics.
When Hannes briefly reads through his keywords, he notices that practical experience in an industrial company and leadership experience are still missing. He adds and sees that there is a lot that the new woman, the new man has to fulfil.
Age is also decisive
Last but not least, the person should also fit into the age structure of the team. The team has an average age of under 30. Therefore, the new boss should also come from a younger generation in order to understand the young people of today. He still types "ideal age between 25 - 35" years into the list. That fits.
He is looking forward to the first dossiers and the wage demands. For financial reasons, the company no longer has too much leeway in this area. But that's probably not a problem for the candidates either, if they finally find a company where they can live out their diverse talents and experience.
