Human Resources
The PLM and Industry 4.0 vacancy has been published for 3-6 months. The candidate pool is sub-optimal. Understanding and knowledge concerning the technicalities of a PLM and industry 4.0 Job is lacking by a margin. The search for and qualification of candidates is very complex and difficult. The business is pushing demands. How do you get these obviously difficult, technically demanding and long-running published vacancies filled?
PLM u. I4.0 department (IT, Engineering and Production)
Employees operate on the limit of acceptable overtime. The headcount for the position is only available for a limited time. The handover of important deliverables is lagging. There is no time for own intensive search and the resources for employee referrals are not available. The HR is doing their best. But where are the right candidates? No planning security. Time = Cost. You know from experience to find someone here is very, very difficult!
HR and PLM a. I4.0 departements
According to best current knowledge and abysmal applicant situation, it is decided, you are releasing the vacancy to an external agency. How does one now go about choosing the right agency for the position? Your established recruiting partners do not specialize in PLM or Industry 4.0. Most of the times many simply fail to fundamentally understand the difference in PLM positions of process and/or IT. Most serious recruiting partners out of integrity would now refuse because of recognizing the challenges of PLM and Industry 4.0 specializations. We are the headhunter specialized in PLM and industry 4.0, with more than 15 experience in the PLM market.
Are not we „the” alternative?