+49 30 120 83 49-0 info@talentwunder.com
Befo­re we go deeper into the sub­ject, we would be hap­py if you could tell us some­thing about your per­son and your care­er.

Glad­ly, I am Syl­ke Ser­gel , Head of Cor­po­ra­te Human Resour­ces at EOS in Ham­burg. I was born in EOS, 1974, in the Rhi­ne­land. After the Abitur I stu­di­ed busi­ness eco­no­mics and always worked side by side. Through the job, my inte­rest in per­son­nel work has deve­lo­ped. The sub­ject still inspi­res me. For a long time I worked in the con­struc­tion indus­try and then in the auto­mo­ti­ve sec­tor. Per­so­nal­ly, it is important to work in an inte­res­ting and chal­len­ging envi­ron­ment, so I have been on board EOS sin­ce May 2016.

What challenges do you have in your life?

Nowa­days, the com­pe­ti­ti­on is defi­ni­te­ly in the area of ​​IT, Ana­ly­tics and, of cour­se, all cor­po­ra­te func­tions. Ever­yo­ne is tal­king about the War of Talent – right­ly in my opi­ni­on. It is so that the staff is not able to do it. The employees of the future place are the same as their genera­ti­ons befo­re them. Many peop­le are con­cer­ned, for examp­le, with the ques­ti­on of their activi­ties. They want to move some­thing and need free­dom of design. It is an important step for the com­pa­ny to keep its own roles as fle­xi­ble as pos­si­ble. Only in this way can we sup­port the chan­ge of will and abi­li­ty. This is indis­pensable, as many things are con­ti­nu­al­ly chan­ging and you face a new chal­len­ge every day – the more fle­xi­bi­li­ty is nee­ded. One thing, howe­ver, should be kept in mind during this peri­od of chan­ge – the cul­tu­ral fit of the can­di­da­tes. Cor­po­ra­te cul­tu­re is very spe­cial and should make the can­di­da­te trans­pa­rent in the mar­ket. And not just in the form of the popu­lar image­vi­de­os. This requi­res new approa­ches. More pre­cise­ly: inno­va­ti­ve ide­as, moder­ni­zed and in the indi­vi­du­al lan­guage of the tar­get group. With our inter­ac­tive video Cor­po­ra­te cul­tu­re is very spe­cial and should make the can­di­da­te trans­pa­rent in the mar­ket. And not just in the form of the popu­lar image­vi­de­os. This requi­res new approa­ches. More pre­cise­ly: inno­va­ti­ve ide­as, moder­ni­zed and in the indi­vi­du­al lan­guage of the tar­get group. With our inter­ac­tive video Cor­po­ra­te cul­tu­re is very spe­cial and should make the can­di­da­te trans­pa­rent in the mar­ket. And not just in the form of the popu­lar image­vi­de­os. This requi­res new approa­ches. More pre­cise­ly: inno­va­ti­ve ide­as, moder­ni­zed and in the indi­vi­du­al lan­guage of the tar­get group. With our inter­ac­tive video„Do we fit tog­e­ther?“ We fol­low exac­t­ly this way.

How do you do this ?

We have dif­fe­rent approa­ches and solu­ti­ons, which we use fle­xi­b­ly and fle­xi­b­ly in a tar­get group-spe­ci­fic man­ner. Above all, we want to try out new for­mats, be a step ahead and always give new and exci­ting impul­ses. We are bra­ve and go new ways. It is important to take advan­ta­ge of the oppor­tu­nities offe­red by digi­ta­li­sa­ti­on.

Today, there are different ways to find employees. How do you do this?

On the one hand, we are, of cour­se, using clas­si­cal methods and swit­ching our job adver­ti­se­ments into the usu­al job por­tals. In addi­ti­on, we have been active on our soci­al media chan­nels for a few mon­ths now with care­er­posts. In this way, we are able to pro­vi­de infor­ma­ti­on on spe­ci­fic care­er topics, as well as to pro­mo­te hard-to-fill vacan­ci­es. Ano­t­her tool is our Employee Recrui­ters‘ Pro­gram. We are able to fill around 40 vacan­ci­es in the past finan­ci­al year. For us, howe­ver, the most suc­cess­ful approach is not a sin­gle „method“ but the atti­tu­de and atti­tu­de of our com­pa­ny. We at EOS want to show us how we real­ly are. Authen­tic and trans­pa­rent. Pro­vi­de insight into how we look, how we work and what peop­le work with us.

What does modern recruiting mean for you?

Modern recrui­t­ing means to me inno­va­ti­ve and clas­sic ways to go – always depen­ding on the posi­ti­on to be fil­led. Anyo­ne who inter­prets modern recrui­t­ing cor­rec­t­ly knows that it is not only a mat­ter of HR, but above all also the mana­gers and team mem­bers or future col­leagues are in demand. We call the ReCREW­ting, ie the ent­i­re „crew“ recruits new employees. They are the ones who ulti­mate­ly wel­co­me the new employees in their are­as and inte­gra­te them into the team. A clo­se coope­ra­ti­on with the spe­cia­list are­as is, the­re­fo­re, a mat­ter of cour­se for us in recrui­t­ing and an essen­ti­al as well as dif­fe­ren­tia­ting suc­cess fac­tor

What is the role of Active Sourcing? What experience have you already done with it?

Active Sourcing ist heut­zu­ta­ge in aller Mun­de. Auch bei EOS ist es natür­lich ein sehr wich­ti­ger Recrui­t­ing­ka­nal und nicht mehr weg­zu­den­ken. Wir haben unse­re Recrui­ter expli­zit geschult und Know How im Active Sourcing auf­ge­baut, um die Direkt­an­spra­che als zusätz­li­chen Weg im Recrui­t­ing zu nut­zen. Im Spe­zi­el­len hilft uns die­ser Kanal, die Pass­ge­nau­ig­keit zwi­schen den poten­zi­el­len Mit­ar­bei­tern und EOS als Unter­neh­men zu erhö­hen. Zudem gehen wir hier als Arbeit­ge­ber auf die Kan­di­da­ten zu und kön­nen so direkt ins Gespräch kom­men – für uns defi­ni­tiv ein wich­ti­ger ers­ter und wert­schät­zen­der Schritt.

Worin siehst du die Vor- und Nachteile von Active Sourcing?

Natür­lich ist Active Sourcing nicht der Schlüs­sel für jede Posi­ti­on. Zudem ist es sehr zeit­in­ten­siv. Den­noch wer­den wir wei­ter­hin ver­stärkt auch die­sen Weg gehen, ein­fach weil wir so ein Maxi­mum an Indi­vi­dua­li­tät errei­chen. Als HR hat man in der Regel einen sehr guten Über­blick und  Ver­ständ­nis des Unter­neh­mens und der ver­schie­de­nen Posi­tio­nen. Wir kön­nen hier den deep dive machen und die Leu­te rich­tig abho­len. Ein exter­ner Dienst­leis­ter hat die­sen Blick nicht. ITler wer­den oft von Head­hun­tern ange­schrie­ben. Eben­so ande­re Schlüs­sel­po­si­tio­nen. Aber weni­ge Unter­neh­men gehen sel­ber über das Active Sourcing. Für uns ist es ein Weg, um uns abzu­he­ben – vor allem bei kri­ti­schen Posi­tio­nen, die schwer zu beset­zen sind.

Was für eine technische Möglichkeit würdest du dir wünschen, um deine Arbeit zu erleichtern?

Tech­ni­sche Mög­lich­kei­ten sol­len für mich in ers­ter Linie admi­nis­tra­ti­ve Pro­zes­se ver­ein­fa­chen, ver­kür­zen und die Effi­zi­enz so stei­gern. Die Digi­ta­li­sie­rung ist etwas, vor dem wir kei­ne Angst haben son­dern sie nut­zen, weil sich dar­aus vie­le Chan­cen erge­ben. Ange­fan­gen mit zeit­ver­setz­ten Recrui­t­ing­vi­de­os, über vir­tu­el­le Mes­sen bis hin zur VR Tech­no­lo­gie für das Per­so­nal­mar­ke­ting. Für mich ist das eine Welt, die sehr vie­le Mög­lich­kei­ten bie­tet. Hät­ten wir unend­li­che Kapa­zi­tä­ten und Mit­tel, wür­de es wahr­schein­lich  jeden Monat ein inno­va­ti­ves neu­es Recrui­t­ing­pro­jekt von EOS geben. Ich bin ein gro­ßer Fan der Digi­ta­li­sie­rung, und den­noch ist das aus mei­ner Sicht nur ein Teil – der per­sön­li­che Kon­takt schließt den Kreis und run­det alles ab.

Abschließend noch eine Frage: Was macht dein Unternehmen besonders? Warum sollte man bei euch arbeiten?

The per­so­na­li­ty is writ­ten by EOS. Anyo­ne who walks through the door knows what’s going on at the end of the day: here’s a very spe­cial cul­tu­re pre­vails. We have a lot of fun with it. We have a lot of fun with it. This is easy for ever­yo­ne. And with us, the­re is a lot of peop­le: peop­le who want to dri­ve EOS with heart and mind.

Thank you for your respon­ses.