Blog & News

Remote work is here to stay – and it is changing the rules of the game when it comes to talent acquisition. Whereas geographical boundaries used to determine success or failure in recruiting, today one thing matters above all else: access to the best minds – no matter where in the world they are located. But how can you attract top talent internationally, build teams across national borders and confidently overcome cultural and administrative hurdles?

In this article, you will learn how companies successfully recruit globally, what opportunities international cooperation offers – and what you should pay particular attention to when integrating international specialists.

Why international recruitment is becoming increasingly relevant?

Whether IT specialists, nursing staff or production workers: in many industries, the labour market has been swept clean. Local recruitment measures often reach their limits – especially when it comes to highly specialised profiles. International recruitment offers real added value here:

• Expanded talent pool: You gain access to qualified specialists who are not available in your home market.

• Competitive advantage: Quick access to urgently needed expertise enables shorter recruitment times.

• Diversity: Intercultural teams bring new perspectives and strengthen innovation and problem-solving skills.

When is international recruitment worthwhile?

Searching across national borders is particularly useful in the following cases:

• Shortage occupations: When positions remain unfilled for months and there are no qualified applicants from within the country.

• Specialised knowledge: When specific skills are required that are difficult or impossible to find on the domestic market.

• Expansion: When international markets are being tapped or locations abroad are to be established.

Tip: Trenkwalder not only places qualified specialists locally, but also internationally – precisely tailored to your needs and specific to your industry. Our global network enables us to fill open positions efficiently and accurately, regardless of location.

International recruitment: Know the challenges – and master them

Anyone looking for skilled workers worldwide must be prepared for a demanding process. Different legal frameworks, cultural differences and language barriers are just some of the issues that need to be taken into account. The most common challenges:

1. Legal complexity:

Work permits, tax regulations, contract standards – international employment requires in-depth knowledge of local legislation.

2. Time zones & collaboration:

Global teams often work in different time zones. Clear processes, asynchronous communication methods and a structured workflow are essential.

3. Integration & retention:

Employees who work remotely or come from abroad need targeted integration measures – both professional and cultural.

Tip: Trenkwalder supports companies with tailor-made relocation and migration services for the integration of international specialists. From visa applications and finding accommodation to dealing with the authorities and providing family support.

Technological requirements for international cooperation

International teams can only work efficiently if the technological basis is right. In remote work in particular, the right digital infrastructure is crucial for productivity, collaboration and employee satisfaction. You should keep the following aspects in mind:

• Collaboration tools: Platforms such as Microsoft Teams, Slack and Asana facilitate collaboration across national borders – from project coordination to daily communication.

• Data protection & IT security: Different data protection laws – such as the GDPR – place special requirements on the processing of personal data. Make sure you have secure access rights and tools that comply with data protection regulations.

• Digital onboarding: A structured, virtual onboarding process helps new employees find their feet quickly, regardless of their location.

• Language support: AI-powered translation tools or multilingual platforms can break down language barriers and facilitate integration.

Conclusion: Think globally, act locally – and integrate in a structured way

International recruitment combined with remote working opens up enormous opportunities – provided it is professionally supported. Those who not only recruit global talent but also integrate it in a targeted manner gain a clear competitive advantage. Companies that invest early in structured processes, appropriate technology and supporting services can exploit the full potential of the global labour market.

Would you like to establish an international team and benefit from the advantages of global talent? Then contact us now for tailor-made recruiting and relocation solutions.

Interested in finding out more? Follow us on LinkedIn, Facebook and Instagram to stay up to date on exciting topics related to careers and human resources!

Imagine starting your working day with a view of the sea, spending your lunch break in a café under palm trees and closing your laptop at sunset. What sounded like an unrealistic idea just a few years ago will become a real option for many people in 2025: the workation. But how does this model of working between your laptop and a deckchair really work? What opportunities does it offer for your career – and what should you bear in mind?

What is a workation?

The term ‘workation’ is a combination of the words “work” and ‘vacation.’ It refers to working in a place where other people normally go on holiday. Whether on a finca in Spain, in a co-working space in Bali or in a holiday home in the Alps, a workation combines professional commitments with a change of location to an inspiring environment.

Thanks to digital tools, flexible working time models and the increasing openness of many companies, this concept is no longer an exception, but is becoming increasingly popular – especially among skilled workers who are looking for a better quality of life and creative inspiration.

Workation as a career booster?

The opportunity to work abroad for a while often raises a key question: How will this affect my career? The answer depends on how you use the model. If planned correctly, a workation can even be a plus on your CV. It shows that you are flexible, organised and digitally competent – important qualities in an increasingly networked working world.

Those who remain productive, are able to structure their work well and function as part of a team despite a change of location demonstrate valuable soft skills that are highly valued in the application process. Make sure to highlight your workation experiences – such as working independently, time management or intercultural collaboration – in your CV. This can make all the difference when it comes to the next step in your career.

Advantages of a workation – why a change of scenery is worthwhile

A workation offers more than just a change of scenery – it can boost your career and personal development. Here are the most important advantages at a glance:

• Gain new perspectives: A change of scenery brings fresh inspiration. New environments promote creativity, motivation and problem-solving skills.

• Improve your work-life balance: Combining work and leisure in attractive locations can reduce stress and increase your overall well-being.

• Strengthen self-organisation: Those who manage to remain productive outside their familiar working environment sharpen their self-discipline – a major advantage in everyday working life.

• Expand your international network: Many workation spots offer co-working opportunities where you can make valuable contacts with professionals from all over the world.

Challenges of workations – and how to overcome them

A workation offers exciting opportunities, but also some challenges. With the right preparation, these can be easily overcome:

• Legal and tax issues: Check the residence and tax regulations in advance and clarify with your employer whether working in another EU country or beyond is permitted.

• Data protection: Use secure connections for sensitive data and avoid public Wi-Fi networks without a VPN to protect your information.

• Working hours and time zones: Coordinate your core working hours with your team and take time differences into account to ensure you remain available.

• Technical equipment: Pack lightweight but powerful equipment – such as noise-cancelling headphones, a travel monitor and a power bank – so you can work efficiently on the go.

How to prepare for your workation professionally

A workation requires solid preparation – not only in terms of organisation, but also communication. If you plan well, you can get started without stress and with full concentration.

1. Consult with your employer:

Draw up a plan in advance with the time frame, desired work location, working hours and the respective time zone. Open communication ensures trust and clarity on both sides.

2. Choose the right accommodation:

When booking, make sure you have a stable internet connection and a good working environment. Many providers now advertise with the label ‘workation ready’.

3. Maintain productivity routines:

Structure your working day clearly – with fixed start and end times. This leaves room for leisure and relaxation without neglecting your work.

Conclusion: Workation is more than just a trend

In 2025, workation will no longer be a gimmick, but a modern working model with potential – for a better quality of life and a new form of career development. Those who approach it strategically will not only remain productive, but also build important professional skills that will stand out on their CV and impress employers during the application process.

Do you dream of breaking new ground in your career – perhaps in a new location? At Trenkwalder, we accompany you on your career path – with suitable job offers and a free CV generator that showcases your skills in the best possible light.

Interested in finding out more? Then stay tuned and subscribe to our blog so you don't miss any more posts!

Agility is not a trend, but a survival strategy – especially when it comes to HR planning. A project is suddenly under time pressure, a customer needs immediate support, new skills are required: companies today can no longer afford to be rigid when it comes to employee planning. Flexibility is needed to respond quickly to market changes, successfully manage projects and deploy talent where it is really needed. But how can this agility be put into practice without losing sight of the big picture?

Why agility is becoming increasingly important in personnel planning

Whether it's a shortage of skilled workers, economic uncertainty or technological upheaval, companies are constantly facing new challenges. Traditional, long-term personnel plans quickly reach their limits. Those who remain flexible can react more quickly to order peaks, market changes or short-term projects.

Agile personnel planning means managing human resources in a way that is tailored to needs and the situation at hand. The goal is to have the right number of qualified employees in the right place at the right time – as efficiently as possible.

The key principles of agile personnel planning

Agility is more than just speed. It is about a structured approach based on transparency, collaboration and adaptability. The following principles are central to this approach:

• Iterative approach: Instead of rigid annual planning, thinking is done in short planning cycles – often quarterly or project-based.

• Cross-functional teams: Teams are put together flexibly, depending on the project requirements.

• Transparent communication: Everyone involved – HR, managers, project managers – work closely together.

• Data-based decisions: Personnel requirements are analysed and forecast using real-time data.

Agile planning: how it works in practice

Agile personnel planning does not begin with short-term bottlenecks – it starts earlier. Companies that want to develop a future-oriented personnel strategy need to understand how they can react quickly and flexibly without losing sight of the big picture. Four key levers help to integrate agility into HR processes in a structured way:

1. Identify needs early on: create clarity with data

Agile planning thrives on clarity. Companies that have access to up-to-date and accurate personnel data have a clear advantage. Modern technological solutions such as digital planning tools and HR analytics help to identify personnel requirements early on, before bottlenecks arise. Seasonal fluctuations, project-related additional requirements or increased sick leave can also be better anticipated.

2. Use flexible models: scale instead of improvise

Rigid full-time solutions offer little leeway when project volumes or business requirements change at short notice. Flexible models such as temporary work or targeted recruitment enable companies to respond quickly and flexibly to changes. Temporary support from qualified specialists can be deployed precisely when needed – whether to cover order peaks, provide project support or supplement the recruitment process. This allows companies to remain flexible without committing to long-term personnel costs, while ensuring that the employees deployed are a perfect fit for the requirements and corporate culture.

3. Strategic outsourcing: relieving the burden on core teams

Outsourcing certain business processes – e.g. in payroll accounting, customer service or financial processes – is a strategic means of relieving internal resources in a targeted manner. Companies benefit from clearly defined services, high quality and flexible scaling options. Especially in dynamic market environments, outsourcing offers the opportunity to reduce complexity while remaining agile.

4. React quickly, manage for the long term

Agility should not be confused with ad hoc management. Rather, it is about strategically integrating variable instruments into long-term personnel planning. Companies should regularly review their HR strategy, run through scenarios and have solutions ready for different requirements. This transforms the HR department from a pure planner to an active contributor to corporate strategy – and enables it to remain capable of acting even in uncertain times.

Conclusion: Agility in HR planning only works with structure

Agility in HR planning does not mean constantly changing plans – it means acting proactively and flexibly. Companies that add agile elements to their HR strategy give themselves room to manoeuvre in an increasingly volatile world.

Agility requires the right tools. Trenkwalder supports you with tailor-made HR solutions, innovative technologies and customised outsourcing models – so you can combine planning security with the necessary flexibility. Contact us for a personal consultation.

Interested in finding out more? Then stay tuned and subscribe to our blog so you don't miss any more posts!

Imagine you discover an exciting new job – just two years after your last career change. You are motivated, want to develop further and gain new experience. But a voice in your head says, ‘Won't that look bad on your CV?’ Welcome to the debate about job hopping – a term that polarises opinion.

But what does changing jobs frequently really mean? In this article, we take a differentiated look at the pros and cons of job hopping – and show what really matters.

What is job hopping?

Job hopping refers to changing employers relatively frequently – usually at intervals of one to three years. Unlike in previous generations, when a lifelong employer was almost the norm, flexibility is now in demand. But how is this viewed by HR managers?

The advantages: Why job hopping can boost your career

1. Fast learning curve and diverse experience

Job hoppers gain insights into different companies, industries and ways of working in a short period of time. This not only promotes professional competence, but also demonstrates adaptability and curiosity – important qualities for a modern career.

2. Networking and new perspectives

With every new job, you expand your professional network. Contacts from different positions can be valuable in the long term – whether for projects, recommendations or the next career step.

3. Salary and personal development

Those who change jobs regularly often have better chances of salary increases and new areas of responsibility. In addition, a change can help you break out of entrenched structures and gain new motivation.

The risks: when frequent changes can become a problem

1. Gaps in your CV

A CV that jumps around too much can be viewed critically. HR managers may suspect that you lack perseverance or loyalty.

2. Limited in-depth development

Truly in-depth skills and long-term success often only develop after several years at the same company. Those who change jobs too early run the risk of not building up any solid expertise.

3. Employers with preconceptions

Conservative companies in particular often prefer candidates with a stable career path. Those who change jobs frequently need to provide good arguments in the interview.

How much job hopping is too much?

There is no general rule for how often you should change jobs during your career. The decisive factor is that the changes are justified and present a coherent picture of your professional career. If your CV shows a clear thread running through it – for example, through personal or professional development – this will also be perceived positively in the application process. On the other hand, frequent changes without clear motivation can be viewed critically. In this case, doubts about your consistency or orientation may arise. However, if you make your decisions after careful consideration and can explain them in a comprehensible manner, you demonstrate personal responsibility and determination.

Tips: How to change jobs with a strategy

• Clarify your goals: Think carefully in advance about what you want to achieve by changing jobs. Do you want to take on more responsibility, develop your professional skills or create better working conditions?

• Avoid rushing into things: Changing jobs should be a well-considered decision. Check whether the company, the tasks and the corporate culture suit you before making a decision.

• Prepare well: In the interview, you should be able to explain clearly why you are changing jobs and what you have learned from your previous positions. This demonstrates your ability to reflect and your goal orientation.

• Document your successes: Especially if you have only been employed for a short time, it is important to make your achievements tangible – concrete results and successes demonstrate your competence and strengthen your impression on potential employers.

Changing jobs is an opportunity – with the right support. We help you plan your next career steps wisely and implement them successfully. From the application process to your new job – we are at your side.

Conclusion: Flexibility instead of a disadvantage

Job hopping is not a career killer – it's a question of perspective. In a dynamic working world, it can even be a clear sign of self-confidence, willingness to learn and determination. It is important that your changes are well-founded, strategically thought out and embedded in your career path. At Trenkwalder, we support you on this path – regardless of whether you are looking for the next step in your career or want to start afresh.

Discover our current vacancies now and find the position that really suits you. Extra tip: With our CV designer, you can clearly summarise your professional experience – ideal for job changers with a strategy.

Interested in finding out more? Then stay tuned and subscribe to our blog so you don't miss any more posts!

In today’s work environment, the topic of mental health is increasingly taking center stage. The pressure to perform, constant availability, and changes in work practices – such as hybrid work and digitalization – can lead to increasing stress for employees. Companies that invest in the well-being of their employees not only create a healthy and productive work environment but also strengthen long-term employee engagement and motivation.

The work world has drastically changed in recent years – from digitalization and hybrid working to an ever-growing pressure to deliver results. In this context, mental health is often perceived as a "soft" issue. However, a company’s success is directly linked to the health and satisfaction of its employees. Employers who invest in mental health not only improve employee retention and productivity but also create a healthy corporate culture that benefits all parties in the long run.

The Impact of Poor Mental Health on the Company

Poor mental health has measurable effects. According to a study by the World Health Organization (WHO), depression and anxiety disorders are among the most common causes of work incapacity worldwide. However, less obvious forms of stress and overload can also significantly impact employee performance and well-being.

Absenteeism due to mental health issues and burnout costs companies not only a lot of money but also affects team dynamics and employee creativity. Low motivation, lack of innovation, and high turnover are just some of the consequences that result from inadequate attention to mental health.

How Companies Can Promote the Mental Health of Their Employees

1. Fostering a Culture of Openness

The most important element in promoting mental health is a corporate culture that embraces openness and transparency. Employees should feel comfortable talking about their mental health challenges without fear of stigmatization or negative consequences. Leaders should act as role models and engage constructively with the topic.

Practical Implementation:

• Regular, anonymous surveys on employee mental health

• Training for leaders to raise awareness of mental health issues

• Promoting open communication at all levels

2. Stress Management and Resilience Training

The workday can quickly become a source of stress, especially in dynamic and high-performance industries. Resilience is the ability to cope with stress and setbacks. Companies can support their employees through resilience training and stress management workshops.

Practical Implementation:

• Regular workshops and seminars on stress management and mindfulness

• Integrating mindfulness practices (such as meditation or yoga) into the workday

• Flexible working hours or designated quiet spaces for employees to manage stress

3. Leaders as Key Actors

Leaders have a direct influence on the mental health of their employees. Their leadership style and ability to create an empathetic and supportive environment are crucial. Good leadership means not only fostering employee performance but also considering their well-being. Leaders should regularly invest in mental health training to recognize early signs of stress or overload.

Practical Implementation:

• Regular feedback sessions and one-on-one coaching for employees

• Training on topics such as empathy, conflict-free communication, and leadership in crises

• Promoting a holistic leadership approach that also takes employees’ mental well-being into account

4. Flexibility as Key to Greater Well-Being

Work-life balance is now a crucial factor for many employees when choosing their employer. Flexible work models like remote work, flextime, or job sharing not only increase productivity but also reduce stress caused by constant availability and rigid working hours.

Practical Implementation:

• Offering hybrid working that allows employees to better balance their professional and personal lives

• Trust-based working hours, where employees can flexibly arrange their workday

• The option to take short-term leave or special arrangements during times of crisis or family burdens

5. Proactively Promoting Occupational Health Management

A corporate health management (CHM) program that promotes not only physical but also mental health is essential for companies today. It includes preventive measures, counseling, and long-term programs that support employees' psychological well-being.

Practical Implementation:

• Introduction of mentoring programs or coaching offers

• Partnerships with external psychological counselors or coaching services providing confidential support

• Regular check-ups and anonymous health surveys to identify potential issues early

Conclusion: Mental Health as a Strategic Success Factor

Mental health in the workplace is not a “nice-to-have” but an essential success factor for companies looking to thrive in today’s dynamic work environment. It influences productivity, satisfaction, and employee retention, and has a direct impact on the overall performance of the company.

Companies that support their employees holistically – both professionally and emotionally – are not only seen as attractive employers but also create an environment that fosters long-term success and growth.

Contact for Companies

Are you looking to actively shape technological change or outsource your business processes to focus more on your employees' well-being? In addition to support with recruitment, we offer customized BPO solutions and technological assistance to optimize HR processes efficiently and sustainably.

Let’s work together to create a solution that not only supports your operational goals but also promotes the well-being of your teams.

Contact us directly for a personalized consultation: contact form