+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.

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