Personalberater Nachrichten 


💡 Warum Unternehmen gerade jetzt strategisch planen sollten.

08.10.2025

„In unsicheren Zeiten werden viele Personalentscheidungen verschoben. Offene Schlüsselpositionen bleiben unbesetzt, oder kurzfristige Entscheidungen führen zu Fehlbesetzungen – mit spürbaren Folgen für Effizienz und Wettbewerbsfähigkeit.

Unternehmen, die frühzeitig prüfen, welche Rollen kritisch für den Geschäftserfolg sind, können Risiken minimieren und Handlungsfähigkeit sichern. Eine strukturierte Analyse der Schlüsselpositionen, Diskretion bei der Kandidatenansprache und eine klare Priorisierung schaffen die Grundlage für Stabilität.

Selbst kleine Schritte wie eine Übersicht über offene Vakanzen oder die Prüfung kritischer Rollen tragen dazu bei, dass das Unternehmen handlungsfähig bleibt und langfristige Chancen nutzt.“

„Anregungen, wie Unternehmen ihre wichtigsten Rollen in der Krise sichern können.“

#Leadership #ExecutiveSearch #Recruiting #TalentManagement #BusinessStrategy #Unternehmen

by Thomas Grummt, (Beitragsbild via KI erstellt)


Where Tech Meets Culture: Lessons From Berlin’s AI Scene

Guest article by Enkthsolmon Lkhagvadash – easier to spell and say “Enkul” – our youngest and, at the same time, toughest recruiter (born 1999).

Though raised in a digital world, I’m still amazed by the pace and depth of today’s AI landscape. At the BIG BANG Festival in Berlin, I joined the AI community to explore not only the technical possibilities, but also the philosophical, ethical, and social implications of artificial intelligence.

The event brought together 250+ speakers and a crowd of open-minded people ready to take on the challenges of the future. What became clear: AI isn’t just about efficiency gains or smarter process updates. It’s a system shift. There is no one-size-fits-all approach – every solution must be tailored to the specific needs of an organization. That means: analyze your own processes, identify use cases, develop solutions – and bring everyone along: employees, clients, and management. And yes, compliance and legal aspects are part of it, too: from transparency and labeling requirements to liability questions under the EU AI Act. Early movers who address these topics not only reduce risks but also strengthen their credibility with customers and partners.

To make this work, companies need to dedicate people to AI. All the speakers and AI experts agreed: experiment with it, explore what it can do, and figure out how to apply it to your own purposes. Perhaps we should all become AI agents in a supporting role. After two inspiring days, my idea is to take on that role myself: translating between technology and business, building IT expertise, and adding a creative approach to shaping the future. I want to embrace AI as a sparring partner – one that frees us from routine tasks and creates space for innovation. I believe AI competence is becoming a core capability, and one that will only grow in importance.

And last but not least: the festival brought plenty of input, inspiring new contacts – and yes, a pretty wild after-show vibe that made Berlin feel like the place where tech truly meets culture.


AI in recruiting: buzz or benefit?

26.08.2025 by Stephan Breitfeld

What we know before the BIG BANG Festival – and what we want to clarify

The world of recruiting never stands still – and certainly not when it comes to the use of AI. Tools for automated candidate searches, matching algorithms, interview analysis via video AI or chatbots in applicant dialog: The list of new possibilities is getting longer and more complex. But with all this progress, the same question arises again and again: which of these are really helpful in everyday life?

We will be taking this question with us to the BIG BANG AI Festival in Berlin in September (https://bigbangfestival.de)

Between curiosity and sensory overload

As an executive researcher, I experience the challenges in recruiting on a daily basis: A shortage of skilled workers, confusing markets, rising expectations from applicants – and enormous time pressure on the company side.

At the same time, we are experiencing AI hype that promises a lot: more efficiency, better decisions, scalable processes. But how much of this really works in regulated industries such as pharmaceuticals or medical technology? And where are the pitfalls – for example in terms of bias, data protection or acceptance within the team?

These are the questions we will be asking at the festival

The BIG BANG KI Festival will bring over 6,000 participants, 250 speakers and tech innovations to Berlin on September 10 and 11 – an ideal setting to engage in an exchange with a clear view and critical thinking.

Our key questions:

– Which AI tools deliver real added value in recruiting?

– How can new solutions be tested in a meaningful way – without turning everything upside down?

– What are good criteria for evaluating tools (e.g. integration, fairness, user-friendliness)?

– What are the new requirements for recruiters themselves?

We don’t just want to consume trends – we want to classify, examine and test them.

Fancy an exchange?

We’ll be in Berlin in September – and open for discussions. If you want to network or reflect together, please get in touch. Until then, we’ll remain critical, ready to learn – and curious about what’s to come.


Fachkräftemangel 2025 – Wo drückt der Schuh wirklich?

15.08.2025

by Thomas Grummt

Der Fachkräftemangel bleibt eine der größten Herausforderungen auf dem Arbeitsmarkt – aber warum genau?

Der Arbeitsmarkt im August 2025 ist geprägt von einem anhaltenden und teilweise verschärften Fachkräftemangel. Trotz zahlreicher technischer Innovationen und Automatisierungslösungen können viele Unternehmen ihre offenen Stellen nicht ausreichend besetzen. Besonders in den Branchen IT, Ingenieurwesen, Gesundheitswesen und Handwerk ist die Lage angespannt. Doch was sind die Ursachen für diese Entwicklung, und wie reagieren Unternehmen darauf?

Ursachen des Fachkräftemangels

Ein wesentlicher Treiber ist der demografische Wandel: Die geburtenstarken Jahrgänge gehen zunehmend in den Ruhestand, während gleichzeitig weniger junge Menschen nachrücken. Dies führt zu einem Ungleichgewicht zwischen Angebot und Nachfrage am Arbeitsmarkt. Hinzu kommt, dass die Anforderungen an Fachkräfte durch die Digitalisierung und neue Technologien steigen. Viele Stellen erfordern heute spezialisierte Kenntnisse, die nicht immer in ausreichendem Maße vorhanden sind.

Auch das Bildungssystem steht vor Herausforderungen: Die Ausbildungszahlen in technischen und handwerklichen Berufen sind vielerorts rückläufig, und nicht alle Absolventen verfügen über die notwendigen digitalen Kompetenzen. Zusätzlich erschweren regionale Unterschiede und der Wettbewerb um Talente die Situation.

Branchen im Fokus

  • IT-Sektor: Die Nachfrage nach Softwareentwicklern, IT-Sicherheitsexperten und Data Scientists ist weiterhin enorm. Unternehmen kämpfen darum, qualifizierte Fachkräfte zu gewinnen, die mit den neuesten Technologien vertraut sind.
  • Gesundheitswesen: Pflegekräfte, Ärzte und medizinisches Fachpersonal werden dringend benötigt – die alternde Gesellschaft sorgt für steigenden Bedarf.
  • Ingenieurwesen: Maschinenbau, Elektrotechnik und Bauwesen leiden unter einem Mangel an Nachwuchs, der die komplexen Anforderungen moderner Projekte erfüllen kann.
  • Handwerk: Traditionelle Handwerksberufe sind oft weniger attraktiv, obwohl sie für die Infrastruktur und Wirtschaft unverzichtbar sind.

Reaktionen der Unternehmen

Viele Unternehmen reagieren mit verstärkten Maßnahmen, um Talente zu gewinnen und zu halten. Employer Branding – also die Positionierung als attraktiver Arbeitgeber – gewinnt an Bedeutung. Flexible Arbeitszeiten, Homeoffice-Angebote und eine wertschätzende Unternehmenskultur sind heute wichtige Faktoren.

Weiterbildung und Qualifizierungsprogramme werden intensiv ausgebaut, um bestehende Mitarbeiter fit für neue Anforderungen zu machen. Auch die Rekrutierung internationaler Fachkräfte ist ein wichtiger Baustein, wobei Sprachbarrieren und Anerkennungsverfahren Herausforderungen darstellen.

Ausblick

Der Fachkräftemangel wird auch in den kommenden Jahren eine zentrale Rolle spielen. Unternehmen, die frühzeitig auf innovative Recruiting-Strategien und Mitarbeiterentwicklung setzen, haben bessere Chancen, im Wettbewerb um Talente zu bestehen.

Im nächsten Beitrag dieser Serie wird beleuchtet, wie Künstliche Intelligenz und Automatisierung die Jobprofile verändern und welche Kompetenzen künftig besonders gefragt sind.


Summer. Clarity. A new start.

30.07.2025

by Stephan Breitfeld

In my job, I accompany people at turning points – often just before or in the middle of a significant career change. And I notice: The really ground-breaking decisions are rarely made under time pressure. They are made in between – in moments of calm, reflection and conscious distance from everyday life. The summer months in particular are often such a space.

The blank page: why new perspectives are emerging right now

So Summer invites you to ask yourself questions for which there is otherwise no space: What do I actually still want to achieve? Where do I stand – professionally, personally, emotionally? What do I need to start the next phase with energy?

For many, this moment is like a blank page. The professional biography does not have to be rewritten – but it can be reaccentuated. One candidate recently summed it up like this: „I was sitting on the beach and suddenly thought: when I come back, I don’t want to just carry on as before. I need more effectiveness, more purpose – and fewer political games.“

Ideas for career changes are often developed while on vacation and away from the daily grind. And in late summer and fall, we observe a significant increase in the willingness to change jobs. Candidates who were still cautious in the spring come back with new clarity.

What particularly moves them is:

– Value orientation: Do I still fit in with this organization – or has something changed?

– Balance: Is the relationship between effort and impact still right?

– Effectiveness: Where can I really contribute my strengths?

These questions not only concern C-level managers, but also specialists and project managers who want to readjust their course.

What companies can do now

Summer is also an opportunity for companies – provided they are prepared. Now is the time to recruit proactively rather than waiting for applications to roll in. Interviews should go beyond assessing performance and allow space for personality, mindset, and potential. It’s also important to name change clearly – not gloss over it.

Especially during this phase, we as executive researchers and consultants often serve as the link: between those reorienting themselves and those actively seeking reinforcement. Our role is to listen, recognize potential, and create the right connections – discreetly, proactively, and professionally.

A brief impulse from our side before we head into the summer break. We wish you a refreshing time away from the everyday routine.


Why Good Advice Is Expensive

27.06.2025

by Stephan Breitfeld

It’s always the right moment to reflect on fee structures.

The question of appropriate consultancy fees often leads a shadowy existence – rarely addressed openly, even less frequently thought through strategically. Yet the quieter summer months offer an ideal opportunity to reflect on a fundamental business reality: Why do consulting services cost what they do? And why is this pricing not only justified but economically essential?

The Hidden Cost Drivers

Current industry analyses make it clear: Daily rates in consulting are far from arbitrary. They follow detailed calculation models that reflect the realities of the business. Personnel expenses – including social contributions – make up nearly two-thirds of all costs in management consulting. This alone illustrates how people-intensive the industry is.

But the visible service is only part of the equation. A large share of expenditure is tied up in non-billable work: market research, preparation of complex proposals, and client discussions that don’t result in an engagement. On average, consultants spend around 20 working days per year on offers that don’t convert. It is evident that successful mandates must also absorb the cost of unsuccessful ones.

Specific Challenges in Project-Based Services

Executive research and similar specialized consulting fields face additional challenges. Costs arise from deep preparatory work, multi-step assessment procedures, and intensive personal conversations – often invisible, yet decisive for project success.

This investment in quality pays off. International studies show that failed C-level hires can cost companies three to five times the annual salary of the position in question. In this light, a thoughtful fee structure is not about profit maximization – it’s about minimizing risk.

Time for Transparent Communication

While pricing may seem an unglamorous topic, its importance goes far beyond individual industries. At its core, it’s about the value we place on expertise, the trust we build through structured processes, and the courage to talk openly about economic realities.

Especially in times of increasing AI integration, human judgment and experience become key differentiators. Companies that take this seriously should use the summer slowdown to reflect on their pricing models – and to communicate openly what high-quality consulting really costs and why it’s worth the investment.

This perspective builds on thoughts shared by Dirk Lippold and other experts who have long called for greater transparency in the economic foundations of consulting services – insights that remain highly relevant today.

Your Experience Is in Demand

How do you handle the topic of fees – whether as a consultant or a client? Which strategies have helped foster transparent communication and mutual understanding around costs? Where do you see the greatest added value – and where the most frequent misconceptions?

Share your perspective in the comments. Because only through honest dialogue can we develop fair and comprehensible standards – together.


Consulting in transition: How AI and digitalization are changing the everyday life of consultants

10.06.2025

by Stephan Breitfeld

A field report by Stephan Breitfeld, Executive Researcher

Between high-tech and knowledge of human nature

Executive search relies on experience, intuition – and now more than ever on intelligent technologies. Everyday consulting is changing noticeably: artificial intelligence (AI) and digital tools are a concrete companion in day-to-day business.

Digital tools along the entire customer journey

We use generative AI specifically in preliminary research – for example to identify target companies or to create initial text modules. Platforms such as Heygen enable video presentations, while tools such as DeepL or transcription AIs save valuable time during correction and documentation. Even the individual candidate folder is now created with the help of AI: It contains location, salary range, skills profile and an individually calculated Z-score for comparability.

Our aim is to offer our clients full transparency at all times. With digital “Search Strategy Reports”, we create a comprehensible basis: insights into the target companies, classification of candidate profiles, project progress – everything can be viewed at any time. The client decides for themselves when and how intensively they want to be informed.

100% digital – if desired

Our processes are – if requested by the customer – completely digitalized: from initial contact to structured online interviews and in-depth assessments using external scientific tools. But one thing remains constant: direct human contact. Authenticity, trust and empathy are particularly important in the sensitive area of top-level appointments. Conversations about shared interests such as sport or travel create closeness – sometimes more effectively than any algorithm.

Obstacles? Resources rather than resistance

We hardly encounter any technological barriers – data protection is regulated and acceptance is high. The greater challenge lies in implementation: time and budget often limit what would have been technically possible long ago. The ideas are there – the practical integration is the bottleneck.

Outlook: Advice will be modular and AI-supported

In five years‘ time, consulting will be even more individualized. Customers will book more targeted modules – from market analysis to candidate evaluation. AI will take on a valuable assistance function: as a sparring partner, data analyst or copywriter. I remain convinced that executive research is a people business – no matter how powerful digital tools may be. Highly specialized knowledge, market expertise, situational sensitivity and personal responsibility cannot be outsourced. This is precisely the raison d’être of professional researchers in the future: they combine the best of both worlds – technology and human judgment.


Best practice: skills-based recruiting rethought

24. April 2025

by Stephan Breitfeld

New role, new requirements – and no clear candidate pool

A medical technology company is looking for an executive for digital transformation. The newly created position of Chief Digital Health Officer (CDHO) requires innovative strength, technological expertise and regulatory knowledge. However, traditional candidates from the industry often do not have the necessary digital experience. A traditional search would severely limit the selection – a new approach is needed.

A change of perspective: expertise beats industry affiliation

Instead of focusing on career paths, the company precisely defines the skills that are relevant for success. The focus is on technological expertise, transformational strength, regulatory understanding and the ability to make innovations marketable. The search is deliberately extended beyond medical technology – to where digital transformation is already a reality.

The selection is not based on CVs, but on practical assessments. In structured case studies and simulations, candidates demonstrate how they develop digital business models, overcome regulatory hurdles and convince various stakeholders.

The unconventional candidate – and why he fits the bill

A Chief Digital Officer from the telecommunications industry was found. He has managed a large-scale digital transformation, established data-driven business models and mastered regulatory challenges. At the same time, he has a connection to the healthcare industry: he completed his Master’s degree at a medical technology company, where he worked in IT for several years. This experience not only gives him a technical understanding of the industry, but also a sensitivity to its particular challenges.

18 months later: a successful transformation

The new CDHO establishes a digital platform for remote patient monitoring, integrates AI into medical products and sets up a dedicated internal Digital Innovation Lab. Agile methods are finding their way into product development and strategic partnerships with tech companies are accelerating progress.

Conclusion: skills-based recruiting significantly expands the talent pool

The case shows that the best candidates can often be found outside of familiar industries. Those who think beyond traditional career paths and focus on transferable skills will secure decisive competitive advantages.

Think outside the box. Let competencies decide, not the CV.