The 2022 recruiting strategy

What are recruiting methods that really work? What are the opportunities and limitations of artificial intelligence?

Maik Riedl gives me the answers to these and many other questions in the first part of our interview series. Here I get an insight into his work as an interim recruiting manager as well as valuable tips for companies on how to successfully recruit new employees.

Maik is one of the most experienced recruiters in the IT sector. Among other things, he worked as a recruiter at Compusafe for almost ten years before founding Ampersteg GmbH in 2017, which has been offering interim recruiting for IT companies with great success ever since.

There is currently a huge shortage of skilled workers, particularly in the IT sector, and employee recruitment is correspondingly difficult. These are experiences that are also very interesting for other sectors and professions. But it is also very interesting for applicants to find out how recruiting professionals go about looking for the best.

What does a sensible and target-oriented recruiting strategy look like for companies today?

Maik sees the development and installation of an individual recruiting strategy for companies as the basis.

The recruiting strategy must reflect the requirements and wishes of the company as well as the added value offered to potential new employees.

People who work in IT generally have a good job, which they usually don't want or need to give up. In addition to recommendation recruiting by convinced employees, this means recruiters need to make their company known in the industry and make a change attractive to the desired specialist target group.

The most successful way of approaching specialists today is through individualized, direct candidate contact. This is done via social media and on platforms, sometimes with the help of AI for initial selections.

The company itself should have a company profile with a focus on recruiting online and on platforms in order to make the recruiting strategy visible to potential applicants through employer branding.

AI in recruiting

AI-supported processes can certainly help with an initial selection based on desired criteria and qualifications. Above all, it helps to make the sometimes complex processes of application management more efficient

However, Maik's recommendation is very clear: decisions must always be made by people on the basis of profiles and personal discussions.

When does it make sense for companies to bring a specialist on board?

Start-ups that are still small need support from an interim recruiter, as do companies that, for example, currently have a large number of vacancies, are developing a new recruiting strategy or are introducing new software.

You can find out more about what successful recruiting looks like today and how to attract new colleagues, and not just in IT, in the interview.

Have fun watching!

PS: are there any topics you are particularly interested in that you would like me to cover in one of my upcoming videos? Feel free to write me your suggestion in the comments below!

TIMELINE TIPS: Click on the points on the timeline to go directly to the point of interest. The list icon on the right lists all chapters. You can change the speed in the settings. And on the far left you can jump back or forward 10s.

YouTube timestamps

Just click on the time below to jump directly to the desired spot on YouTube - have fun watching!

00:00 Intro Maik Riedel

01:10 What does skills shortage mean?

02:32 What does a recruiting strategy look like?

04:53 What are successful recruiting methods?

06:32 Why should you do personnel marketing?

08:50 Impact of the pandemic on digitalization?

11:10 Artificial intelligence in recruiting - opportunities & risks?

15:50 Interim recruiting - when does it make sense?

17:58 Recruiting strategy - what can consultants do?

Further links

• Website of Maik Riedel www.ampersteg.de
• Linkedin profile of Maik Riedel