+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.