Blog & News

Introduction: New Generation, New Expectations

Generation Z – born roughly between 1997 and 2012 – is steadily entering the workforce. With them come new expectations, values, and communication styles that many companies underestimate. Nowhere is this shift more evident than in job advertisements. What used to be considered a solid, professional posting now often comes across as cold, vague, or even off-putting. To attract next-gen talent, employers must understand what makes this generation tick – and how that affects job ads.

Why Traditional Job Ads Fall Flat with Gen Z

The classic job posting is often a relic of the past. Long lists of requirements, generic perks, and phrases like “dynamic team” no longer cut it. Common pitfalls include:

• Impersonal language: Phrases like “resilient,” “team player,” or “self-starter” are vague and don’t reveal much about the actual work or team culture.

• Top-down structures: Gen Z values flat hierarchies, real input, and meaningful work – not a rigid position in a corporate machine.

• Lack of purpose: This generation wants to know what a company stands for. ESG efforts, diversity, and authenticity aren’t “nice to have” – they’re deal-breakers.

• Poor mobile usability: Most job searches happen on mobile. Clunky layouts and PDF downloads are major turn-offs.

 
What Gen Z Actually Wants – and How to Communicate It

Generation Z isn’t “difficult” – just different. Raised in the digital age, with a strong values compass and a critical mindset, they expect more. Here are a few proven tactics to get your message across effectively:

1. Authenticity Over Corporate Speak

Show what the job is really like. No glossy marketing lingo – just honest insights. Include real employee quotes or short video clips from team members.

2. Transparency About Pay, Work Hours & Expectations

Gen Z doesn’t play guessing games. The more transparent you are – about salary, workload, advancement opportunities – the more credible your company appears.

3. Values That Are Lived, Not Just Listed

State your values clearly – and show how they’re practiced daily. Do you stand for sustainability, inclusion, flexibility? Back it up with examples and storytelling.

4. Speak on Equal Terms

Ditch stiff formalities and speak directly to your audience – using “you” or even a casual tone, if it fits your culture. Visuals and videos are also a big plus.

5. Mobile-First and Accessible

Your ad should be easy to read and apply to via mobile, ideally in just a few clicks. The simpler the process, the better your conversion rates.

Best Practices: What Actually Attracts Gen Z Talent?

Some forward-thinking companies are already adapting:

• Personalized landing pages for students, apprentices, or recent graduates

• Short video introductions from team members instead of long job texts

• Application without a résumé, using LinkedIn profiles or short forms

• Gamification elements in recruiting (e.g. short challenges as a pre-selection tool)

The message is clear: To stand out, you must be willing to rethink and show who you really are.

Conclusion: Recruiting Is Evolving

Gen Z isn’t just looking for a job – they’re looking for purpose, growth, and a culture that respects them. To attract next-gen talent, companies must rethink how they communicate: their tone, values, and authenticity. Today’s job ad isn’t just a formality – it’s the first moment of connection. And as with any meaningful connection, first impressions matter.

Do you require assistance with your recruiting? Feel free to contact us!

In today's world of work, a traditional job advertisement is often no longer enough to find the right skilled workers. Talented individuals expect more: they want to get a comprehensive picture of the company before applying – and this is increasingly happening on social media. Social recruiting is therefore no longer just a trend, but an important part of successful recruitment.

But how can companies reach the right talent through these channels – and convince them to stay?

Why social media is indispensable in recruiting

Social networks offer a wide range of opportunities to connect with different target groups, whether they are young professionals, experienced specialists or people who are considering a change. Companies that present themselves in a credible and authentic manner build trust and increase the likelihood that suitable talent will choose them.

Social recruiting is not just a channel for job advertisements, but a comprehensive communication tool with many advantages:

• Target group-specific approach: Each platform has its own language and user base. Instagram reaches different people than LinkedIn. Companies that take these differences into account strike the right tone and maximise their reach.

• Strengthening the employer brand: A friendly, credible presence conveys values, corporate culture and benefits – long before the first day of work.

• Greater visibility and interest: Even people who are not actively looking for a job will be intrigued by appealing content and develop a positive attitude towards the company.

• Faster dialogue: Interested parties can ask questions directly or take the next step – digitally, easily and immediately.

The following applies: Even if companies rely on support from external service providers such as temporary employment agencies or recruitment agencies for recruitment, a strong social media presence remains essential. Direct communication via social channels has a significant influence on how potential applicants perceive the company and whether they actively apply for a job.

Choosing the right platform: Target group-oriented channel strategy

A successful social recruiting approach begins with the targeted selection of suitable platforms – because not every channel reaches every target group in the same way. The choice of the right networks should therefore be consistently based on the demographic, professional and media usage habits of the desired candidates:

• LinkedIn and XING are particularly suitable for addressing specialists and executives as well as for positions in the B2B sector. The focus here is on professional qualifications, industry networks and expertise.

• Instagram and TikTok, on the other hand, offer ideal conditions for reaching younger target groups, especially trainees or young professionals. Short, creative and authentic content ensures attention and interaction here.

• Facebook remains a relevant platform, despite declining popularity among younger people, especially for commercial professions and a broad target group in rural areas. Its high reach in certain age groups can be leveraged specifically for social recruiting.

Employer branding – the key to successful social recruiting

Strong employer branding is at the heart of a successful social recruiting concept. Talented individuals want to know what a company stands for, what the working atmosphere is like and what prospects they can expect. Only those who communicate authentically and consistently will gain the trust and interest of the right candidates.

Employer branding – a practical guide

1. Clearly define and communicate your values

What makes your company unique? What principles guide your daily interactions? Whether it's team spirit, innovation or sustainability – communicate these values honestly and visibly. This creates identification.

2. Provide insights behind the scenes

Use photos, videos or stories to show everyday life in your company in a realistic way. This gives candidates a feel for what everyday working life is really like.

3. Tell employee stories

People love stories. Personal success stories and development opportunities for your employees bring your employer brand to life and make it approachable.

4. Highlight specific benefits

Flexible working hours, further training, health programmes or a good working atmosphere – communicate clearly what you offer and why it matters.

5. Use emotional formats

Short videos, reels and interactive posts appeal to younger target groups in particular and increase your reach.

6. Maintain continuity

Employer branding is not a one-off campaign, but a long-term process. Regular and consistent communication builds trust.

Practical tips for getting started with social recruiting

• Create a content plan: Think about what content your target group is really interested in – from career tips and insights to benefits.

• Encourage interaction: Respond actively to comments and messages to build a genuine relationship.

• Involve employees: They are the best ambassadors for your employer brand. Involve them and showcase their perspectives.

• Analyse and optimise: Measure reach, interactions and application numbers. Adjust your strategy regularly.

Conclusion: Social recruiting as a long-term investment in your skilled workers

Social recruiting is now more than just a complementary channel to traditional recruitment. It is a strategic tool that companies can use to reach and inspire talent in a targeted and sustainable manner. Convincing, authentic employer branding is the key to success.

Even if you rely on external support from temporary employment agencies or recruitment agencies for your recruitment, your own social media presence remains crucial. Applicants gather information online in advance and form an opinion – and this has a significant influence on their decision. That's why a strong, transparent presence on social media always pays off.

Would you like to take your human resources management to the next level?

Contact us now – we will support you with tailor-made solutions. Or get started right away with our free needs analysis.

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

Changing careers in your 30s, 40s, or 50s is no longer unusual. The modern working world is changing rapidly – new job profiles, a shortage of skilled workers, and more flexible career paths make it easier than ever to switch jobs or take a new professional direction.

Still, many people ask themselves: Am I too old for a fresh start?
The clear answer is: No – a successful career change is possible at any age.

In this article, we’ll show you:

• Why changing careers can work at 30, 40, or 50

• What opportunities a job change brings at different life stages

• How to prepare for your career transition

• How Trenkwalder supports you on your way to a new job

Career Change in Your 30s – Redefining Your Path

By their 30s, many professionals have gained initial experience. At the same time, they may realize that their current role no longer aligns with their long-term goals. Whether it’s about finding more purpose, exploring new interests, or aiming for advancement – your 30s can be the perfect time for a fresh start.

Typical reasons for a career change in your 30s:

• Dissatisfaction with your current role

• Desire for better work-life balance

• Changing personal goals or interests

• Curiosity about a new industry or field

Our tip:
Use this time to upskill with targeted training. Fields like IT & digitalization, sales, or administrative roles offer strong opportunities for career changers. We support you with tailored job offers and personal guidance during your transition.

Job Change in Your 40s – Turning Experience into Opportunity

More and more people are making a conscious decision to change careers in their 40s. Whether due to a lack of development opportunities, the search for meaningful work, or the desire to try something new – this stage of life offers real potential.

Opportunities for career changers in their 40s:

• A strong mix of experience and willingness to learn

• Good prospects for switching industries

• High demand for experienced specialists and leaders

• Career development through targeted further education

Tip:
Your knowledge, soft skills, and network are valuable assets. Look for roles that value experienced professionals, or talk to a Trenkwalder career advisor about your next steps. Professionals in engineering, project management, and sales are especially sought after.

Starting Fresh at 50 – Experience Matters More Than Ever

Many ask: Is a career change at 50 still worth it?
The answer: Absolutely. Due to demographic changes and the shortage of skilled labor, companies increasingly value employees over 50 – especially for their stability, expertise, and interpersonal skills.

Why a career change at 50 pays off:

• Your professional experience gives you a clear edge

• More and more companies value mature employees

• Excellent job prospects in industries facing skill shortages

• Flexible work models (part-time, project-based) ease the transition

Our recommendation:
Don’t let age hold you back. The job market offers a wide range of opportunities for experienced professionals – from technical roles to administration and healthcare. We are here to support your career change, no matter your age or background.

Common Career Change Challenges – And How to Overcome Them

Changing careers or starting over in a new field takes courage and preparation. Common hurdles include uncertainty, skill gaps, or bias against older applicants. But with the right strategy, success is within reach.

Success factors for your career change:

• Self-assessment: Know your strengths, interests, and goals

• Training: Upskill to qualify for new roles

• Networking: Use contacts and platforms like LinkedIn

• Professional support: Trenkwalder is with you every step of the way – from job search to application

Conclusion: It’s Never Too Late to Change Careers

Whether you're in your 30s, 40s, or 50s – the best time for a career change is when you decide it’s time. The job market is full of opportunities for career changers, experienced professionals, and anyone looking for a fresh start. What matters most are openness, continuous learning, and the right support.

Ready for your next career step?
Check out our current job openings or benefit from Trenkwalder’s personalized career advice. Together, we’ll find the right path for your successful career restart.

Whether it's recruiting, customer service, payroll or debt collection: in many areas of business, demands are constantly increasing while resources remain scarce. Processes are becoming more complex, skilled workers are harder to find – and internal teams are increasingly working at full capacity. No wonder many companies are considering outsourcing.

But when exactly does outsourcing make sense? Below, we show you in which situations outsourcing is particularly advantageous – and when you are better off relying on other smart solutions.

What is outsourcing?

Outsourcing refers to the transfer of internal business processes to external service providers in order to free up capacity, optimise costs and access external expertise. The spectrum ranges from administrative services such as payroll accounting or customer support to compliance and financial processes and comprehensive process solutions in areas such as recruiting, health-related services and services in the energy sector.

Strategic advantages at a glance

Outsourcing processes brings a number of business advantages:

• Conservation of resources: Internal teams are relieved of tasks and can concentrate on value-adding core activities.

• Access to expertise: External partners have specialised know-how that would be difficult or impossible to build up internally.

• Cost transparency and scalability: Flexible service models enable better planning and adaptability to volatile market conditions.

• Accelerated implementation: External providers often bring with them established processes and technologies, which shortens implementation times.

Use our check to find out when outsourcing is worthwhile for your company – and when smart alternatives are needed.

Is outsourcing the right solution for you?

1. Are recurring tasks holding your team back?

In many companies, routine administrative tasks take up a disproportionate amount of time. Whether payroll accounting, debt collection, applicant communication or responding to customer enquiries – such standardised processes are necessary, but tie up important capacities that are then unavailable for strategic tasks.

In this case, outsourcing offers sustainable relief. By handing over recurring processes to specialised service providers – e.g. in payroll, customer support or invoice verification – your teams gain valuable time for their core tasks – while maintaining the same quality and full process reliability.

Would you prefer to keep these tasks in-house but still make them more efficient? Then the targeted use of technology, such as automated billing tools, chatbots or self-service portals, can be an effective alternative. Especially with clearly rule-based processes, this can lead to quick and cost-efficient improvements – without any external outsourcing.

2. Do you lack specific expertise

In specialised areas such as technical support, medical consulting, debt collection) or KYC compliance, the necessary expertise is not always available within the company. Building up internal expertise for specific needs is often neither economical nor efficient.

Outsourcing provides targeted access to external specialist knowledge without companies having to build up their own capacities in the long term. You benefit from immediately available expertise, lean coordination processes and fast implementation – whether in healthcare, the energy sector or the financial sector.

If, on the other hand, you want to strengthen your internal team in a targeted manner, for example for temporary projects or bottlenecks, personnel alternatives are a good option – for example, through temporary work or individual recruitment. This allows you to flexibly supplement missing expertise without long-term commitments or time-consuming recruitment.

3. Would you like to reduce costs and make your processes more scalable?

In a volatile market environment, fixed personnel costs are a risk factor. Internal resource management can become a burden, especially when demand fluctuates in customer service or recruitment. Companies need solutions that offer them both flexibility and cost control.

Outsourcing enables predictable structures: you only pay for the services you actually need and can adjust capacities according to the business situation. Access to well-coordinated teams and established processes also ensures security in implementation.

Would you prefer to manage your processes internally and only remain flexible in terms of personnel? Then we recommend using flexible employment models such as temporary work or project-based employee assignments. These enable you to respond precisely to order peaks without having to outsource entire departments.

4. Are your processes clearly structured and standardisable?

Not every area of a company is equally suited to outsourcing. Processes that are clearly defined, repeatable and measurable – such as applicant pre-selection, payroll accounting, credit checks or the processing of customer enquiries – can be outsourced particularly efficiently.

In such cases, outsourcing is a clear efficiency gain: by handing over these tasks to specialised service providers, quality, speed and scalability can be significantly increased – without placing any additional burden on the internal team.

Would you prefer to keep such processes in-house but with less effort? Then the use of technology is the right choice: AI-supported pre-selection tools in recruiting or automated workflows in accounting can greatly simplify repetitive tasks while complying with all standards.

5. Do you need short-term support without a long-term commitment?

Unforeseen absences, short-term vacancies or seasonal project peaks regularly present companies with the challenge of having to react quickly and flexibly. The need does not always justify the creation of a new position – especially since traditional recruitment processes are often too slow.

If entire areas of responsibility cannot be covered temporarily or on a regular basis, outsourcing is a particularly efficient solution: the service provider takes responsibility for delivering the service – reliably, flexibly and without any internal commitments.

However, if only personnel support is required, for example to cover holidays or in a specific project context, personnel strategies such as temporary work or fixed-term placements are often more effective. They offer rapid availability and minimal risk – with full integration into the team.

Conclusion: Outsourcing as part of a flexible overall solution

Outsourcing is much more than just a short-term cost reducer – it is a strategic tool for increasing efficiency, minimising risk and relieving your internal resources. In many cases, it is the optimal solution for keeping pace with increasing work pressure and increasingly complex requirements.

However, complete outsourcing is not always necessary or desirable. Technological innovations and flexible personnel models complement the outsourcing portfolio in a meaningful way – depending on how standardised the processes are, how specific the know-how requirements are or how short-term the need for support is.

By asking the right questions, you can quickly identify the solution that suits your company – and where outsourcing really pays off.

Are you facing the decision of outsourcing processes, breaking new ground in recruiting or integrating technological solutions? Let's find out together which option suits you best – we look forward to receiving your enquiry.

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

Want to take the next step in your career but don't know how to open the right doors? Networking today is much more than just exchanging business cards – it is the key to exciting job opportunities, valuable contacts and professional success. But how do you build a network that will really help you get ahead – not just at events, but also online on LinkedIn, Facebook & Co.?

In this guide, we show you how to score points with clever networking, both offline and online, and take a big step closer to your dream job.

Why is a professional network so important?

Your professional network is more than just a list of contacts. It is your connections to people who can inspire, support and advance you in your career. A well-maintained network offers you:

• Access to hidden job offers that are not publicly advertised

• Recommendations and references that strengthen your application

• Knowledge exchange and insights into industry trends

• Mentoring and new collaborations

In today's working world in particular, relationships are often the decisive advantage – both offline and online.

Step 1: Local networking – show your presence and make targeted contacts

Even though the digital world is becoming increasingly important, personal contact should not be underestimated. Here are a few tips for building a strong local network:

• Attend industry events, trade fairs and job fairs. There you can meet people from your industry in person and have valuable conversations.

• Take advantage of networking events and meetups – smaller, regional meetings are also ideal for building trust.

• Be active and open – introduce yourself, ask your conversation partners about the challenges they face and exchange business cards.

• Stay in touch after the meeting – for example, by sending a short message by email or via another suitable communication channel.

Step 2: Online networking – how to use LinkedIn, Facebook and other platforms effectively

Digital networking is a must these days. Platforms such as LinkedIn, Facebook or even Instagram allow you to expand your professional network quickly and effectively. Here's how to do it:

• Maintain a professional online profile: Regardless of the platform, make sure you have a suitable photo, a clear description of your professional qualifications and an authentic representation of your personality.

• Make yourself visible: Share content with added value, such as professional insights, achievements or interesting industry news. This shows your presence and commitment.

• Make targeted contacts: Look for people in your industry, former colleagues or potential new employers. Get in touch in an open and appreciative manner.

• Use digital groups and forums: Exchanging ideas in topic-related online communities can not only be informative, but also open new doors.

Whether it's a business platform, online forum or community, the key is to be active and consciously build and maintain your digital network.

Step 3: How to maintain your network in the long term

Building a network is one thing, maintaining it is quite another. The following applies:

• Stay in touch: Write short messages regularly, congratulate people on their successes or share useful information.

• Offer added value: Support your network wherever you can – recommendations, interesting articles or helpful tips are always well received.

• Meet in person: Even in the digital age, face-to-face meetings or phone calls are worth their weight in gold.

Conclusion: Networking is a continuous process

The art of networking in the digital age means making the right contacts offline and online and maintaining these relationships over the long term. Take advantage of social media such as LinkedIn or Facebook without neglecting personal contact.

Would you like to put your professional network to practical use? Take a look at our current job vacancies – maybe your next opportunity is waiting for you!

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