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This year, Trenkwalder Personaldienste GmbH celebrates a remarkable milestone: 40 years of expertise in human resource management – shaped by continuous development and the ability to adapt to an ever-changing world of work. What began in 1985 as a small company in Steyr, Upper Austria, is today a Europe-wide HR and business partner that successfully connects people with companies and actively helps shape the future of the industry.

From Classic Personnel Services to a Digital HR Partner

Over the past four decades, Trenkwalder has evolved from a traditional staffing provider into a modern technology and consulting partner. Today, the company supports its clients not only in recruitment and temporary staffing, but also in complex processes such as Business Process Outsourcing (BPO) and AI-driven HR solutions.

Data-based models help companies optimize workforce planning and recruiting. With intelligent systems for skill matching, workforce management, and process automation, Trenkwalder provides forward-thinking support tailored to the needs of a fast-moving labor market.

Technology and Humanity: Our Recipe for Future Success

Digitalization and automation will continue to shape the future of HR management. But Trenkwalder intentionally combines technological innovation with human expertise. The integrated HR platform connects recruiting, talent management, and workforce analytics in real time – enabling faster and more precise decision-making.

At the same time, people remain at the center of everything we do: technology is designed to simplify processes, not replace human insight. This creates modern, efficient, and empathetic HR services that serve the needs of both companies and employees.

From the Very Beginning: Our Longest-Serving Employees Share Their Stories

To mark 40 years of Trenkwalder, we are not only looking back at the history of the company – but at the people who helped write this history. They have been part of our journey for decades, have experienced change and growth, and have helped shape it.

We spoke with four of our longest-serving colleagues – Slavica, Sonja, Sissi and Ilse – and asked them to share their personal memories, reflections, and experiences with us.

Slavica (33 years at Trenkwalder)

• How many years have you been part of Trenkwalder, and how do you feel when you look back at that time?
  After 33 years, I can look back with pride and gratitude at a long period that has shaped me both professionally and personally. I had the privilege of being part of a great team and meeting many wonderful people.
  

• What has motivated you to stay with the company all these years?
  It was never “just a job.” It was the people around me – colleagues you could laugh with, learn from, and get through difficult times together.
  

• Are there special memories or moments that have stayed with you?
  I was especially touched by the celebrations, anniversaries, and events where you could really feel that we were more than colleagues – almost like a family. These memories stay with me, and they are priceless.
  

• In your opinion, how has Trenkwalder changed over the years?
  Despite all the changes, one thing has remained the same: the commitment to people. The heart of Trenkwalder has always been the way we treat one another.
  

• Describe Trenkwalder in a few words – what does the company or your colleagues mean to you personally?
  For me, the company was more than just a workplace – it felt like home. Over time, colleagues became friends you could always rely on.

Sonja (30 years at Trenkwalder)

• How many years have you been part of Trenkwalder, and how do you feel when you look back?
  I’ve been with Trenkwalder for 30 years, and I keep thinking: Wow, where has the time gone? It doesn’t feel that long at all. 😉
  

• What has motivated you to stay with the company all these years?
  I started as an apprentice and today I am the head of the payroll department. There is always something new – new challenges that keep the work exciting. These challenges help you grow, and that’s what keeps me motivated.
  

• Are there special memories or moments that have stayed with you?
  After such a long time, there are countless wonderful, funny, and also sad memories – it’s hard to choose just one. From my final apprenticeship exam (sadly without distinction), to changing departments (with all colleagues dressed in black), to excursions and company events – I hope many more great moments will follow.
  

• How has Trenkwalder changed over the years?
  From a small family business to a corporation. The company grew very quickly, and digitalization has accelerated and continues to move forward – creating new opportunities for the company and its employees.
  

• Describe Trenkwalder in a few words – what does the company or your colleagues mean to you personally?
  Like friends and family – because we face highs and lows together, support each other, and always have each other’s backs.

Sissi (34 years at Trenkwalder)

• How many years have you been part of Trenkwalder, and how do you feel when you look back?
  I’ve been with Trenkwalder for 34 years, including six years seconded to another company and later working in controlling and payroll. As more and more colleagues retire, I’m slowly realizing that I’m no longer among the youngest either. Looking back, the time has flown by far too quickly. But I’m grateful to continue spending many more years here with all of you.
  

• What has motivated you to stay with the company all these years?
  I have always felt comfortable here, was surrounded by a great team, and we always motivated each other even in difficult times.
  

• Are there special memories or moments that have stayed with you?
  The company celebrations were always something very special and memorable.
  

• Describe Trenkwalder in a few words – what does the company or your colleagues mean to you personally?
  Many of my colleagues have been with me for a long time – some are now already enjoying retirement. We have always tried to make the best of every situation. When I think of the COVID-19 pandemic, for example: it was a very challenging time for our department, but we managed it well – only because we worked together as a team.

Ilse (31 years at Trenkwalder)

• How many years have you been part of Trenkwalder, and how do you feel when you look back?
  I have been with Trenkwalder for 31 years – an exciting and challenging time, full of achievements and obstacles we overcame. Never a dull moment at work!
  

• What has motivated you to stay with the company all these years?
  A team of creative people who enjoy solving problems. Team spirit and working together.
  

• Are there special memories or moments that have stayed with you?
  COVID was a real test for our payroll department. Only through teamwork and around 3,000 overtime hours were we able to manage that period. We spent evenings working together online until midnight – talking, working, and keeping our spirits up with humor. I want to thank all my colleagues for mastering those three years together – even during the toughest times.
  

• How has Trenkwalder changed over the years?
  For many years, Trenkwalder was a true family business with close personal ties. That spirit remains: when a problem arises, we roll up our sleeves and solve it together – and that’s what I appreciate to this day.
  

• Describe Trenkwalder in a few words – what does the company or your colleagues mean to you personally?
  A vision that came true. People who contribute their time, energy, ideas, joy in finding solutions, collegiality, and friendship – even in difficult phases.

Thank You for Your Commitment – Day After Day, Year After Year

The stories of Slavica, Sonja, Ilse, and Sissi represent many long-standing colleagues who have shaped the development of Trenkwalder with heart, dedication, and expertise. They are the reason the company has been successful for decades – and will continue to be in the future.

Thank you for being such an important part of our history. Here’s to the next 40 years!

A Look Ahead: Where Do We Go From Here?

Technological advancement will continue to be a driving force in the coming years. Trenkwalder will keep investing in AI, automation, and data intelligence to develop innovative services and enhance existing processes.

But despite all innovation, one thing remains constant: People are at the center of everything we do.

With a clear vision based on trust, partnership, and innovation, Trenkwalder will continue shaping the future of work – together with its employees, customers, and partners.

Conclusion

40 years of Trenkwalder stand for growth, innovation, and the successful fusion of humanity and technology. The company has mastered the challenges of the modern working world and established itself as a pioneer in digital HR transformation. With strong values, fresh ideas, and a clear vision for the future, Trenkwalder will remain a reliable partner for companies and talent for decades to come.

Celebrate With Us!

Trenkwalder extends heartfelt thanks to all employees, customers, and partners who have supported and shaped this journey. Together, we look back on four successful decades – and look forward to a future full of innovation, collaboration, and new opportunities.

In times of economic uncertainty and skills shortages, companies need to make their personnel planning both flexible and cost-effective. But which form of employment makes sense under which conditions – temporary work or permanent employment?

A clear answer depends on many factors: from the market situation and personnel requirements to the strategic goals of the company. The following overview shows when which model pays off – and what smart alternatives are available.

Overview of costs

Both temporary work and permanent employment involve different cost structures.

The following items are usually incurred for permanent employees:

• Wages and salaries including social security contributions, holiday pay and sick pay

• Recruitment costs, e.g. for job advertisements, application processes and onboarding

• Training and further education expenses

• Planning and administration costs for personnel controlling and scheduling

With temporary work, a large part of these fixed costs are eliminated because the employment relationship is handled by a personnel service provider. The company only pays the agreed hourly rate, which already includes all employer obligations. The service provider covers the costs of recruiting, payroll accounting and absence management.

Scenarios: When is which model worthwhile?

Short-term demand or project peaks

When order peaks or short-term projects create additional staffing requirements, temporary work is usually the more economical choice. Companies gain flexibility without entering into long-term commitments.

In addition, qualified specialists are often available within a few days via personnel pools – ideal when speed is of the essence.

Long-term personnel expansion and know-how transfer

For key positions that require in-depth specialist knowledge or high strategic relevance, permanent employment remains the more sustainable solution. It creates loyalty, continuity of know-how and enables long-term competence development.

Those who want to invest specifically in this area can make use of complementary services such as recruitment to find suitable candidates.

Uncertain market conditions or economic fluctuations

In uncertain times – such as when demand is volatile or geopolitical changes occur – temporary work helps to minimise cost risks. Staff can be deployed as needed and reduced when necessary without time-consuming termination processes.

Companies that want to further optimise their processes can also rely on business process outsourcing – for example, in payroll accounting or customer service.

Economic advantages of temporary work at a glance

• Cost control: Fixed costs are converted into variable costs.

• Planning security: Staffing requirements can be flexibly adapted to the order situation and projects.

• Time savings: Recruiting, contract management and administration are handled by the service provider.

• Risk minimisation: Employer obligations such as social security contributions or sick days are eliminated.

• Rapid scalability: Access to qualified specialists via established talent pools.

Especially in industries with a high volume of projects or seasonal fluctuations – such as manufacturing, logistics or customer service – temporary work can therefore be a strategic addition to the permanent workforce.

When permanent employment pays off in the long term

• High degree of specialisation: When knowledge is closely linked to the company.

• Stable order backlog: When staffing requirements remain predictable and constant.

• Corporate culture and loyalty: Long-term retention can increase motivation and productivity.

In such cases, it is worth making targeted investments in recruiting and employee development, for example through tailor-made recruiting process outsourcing solutions or targeted training programmes.

Combination as a model for success: flexibility meets stability

In practice, many companies rely on hybrid models that combine temporary work and permanent employment. This allows the core workforce to secure knowledge and stability in the long term, while external staff are deployed on a project-by-project basis.

This combination enables a high degree of adaptability with predictable fixed costs – especially when integrated into comprehensive HR services.

Conclusion: the right balance is key

Whether temporary work or permanent employment is the better choice always depends on the individual situation – the project duration, qualification requirements, market situation and corporate strategy. While temporary work offers flexibility, cost control and rapid availability, permanent employment ensures knowledge, stability and long-term employee retention.

Those who strategically combine both models and call on specialised partners when necessary benefit from a balanced combination of cost-effectiveness, security and adaptability.

Would you like to know which model is most economical for your situation? Then let us advise you without obligation – together we will find the right solution.

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Clean and Safe: Why Workplace Order Boosts Safety, Health and Motivation

A clean, well-organized workplace is more than just a sign of professionalism – it’s an essential part of occupational safety and health. Order and cleanliness help to minimize the risk of accidents, streamline work processes, and increase employee motivation.
But how can lasting order become part of everyday work?

Safety Starts with Order

Blocked escape routes, tangled cables or spilled liquids – small oversights can have serious consequences. According to occupational safety statistics, many accidents result from tripping, slipping, or falling hazards that could easily be avoided with consistent organization.

A tidy workplace ensures that:

• Escape and rescue routes remain clear

• Fire extinguishers and first aid kits are always accessible

• Tools and materials are safely stored and easy to find

The result: greater safety, less stress, and a significantly reduced risk of accidents.

Working Efficiently Through Structure

A well-organized workplace saves time and nerves. When employees know exactly where to find tools or documents, they can focus on what really matters. This boosts productivity and reduces stress.

Companies that promote order systematically benefit in many ways:

• Fewer accidents and higher safety

• Faster, more efficient workflows

• Better visibility of materials and processes

• Increased motivation and team satisfaction

The 5S Method: Systematic Organization

A proven approach to maintaining order in the workplace is the 5S Method – originally developed in Lean Management and now widely used across industries.

It follows five easy steps:

1. Sort (Seiri) – Remove unnecessary items and keep only what’s needed.

2. Set in Order (Seiton) – Arrange tools logically, label or color-code them.

3. Shine (Seiso) – Regularly clean workstations, machines, and tools.

4. Standardize (Seiketsu) – Make cleanliness and order a routine part of work.

5. Sustain (Shitsuke) – Maintain discipline and embed the 5S principles into daily routines.

This method not only prevents clutter but also strengthens employees’ sense of responsibility and fosters a culture of awareness and care.

Cleanliness as a Corporate Value

Order and cleanliness thrive on shared responsibility. Managers and employees must work together to make a clean and organized environment a natural part of the company culture.

Helpful measures include:

• Clear responsibilities (who cleans what, when, and how)

• Regular training and safety briefings

• Transparent workplace guidelines

• Positive feedback and visible appreciation for a clean workspace

This approach creates a culture where safety, health, and quality go hand in hand.

Conclusion: Cleanliness Pays Off

A tidy workplace is not a luxury – it’s the foundation for safe, efficient, and healthy work. Regular cleaning, removing unnecessary items, and maintaining structure not only prevent accidents but also strengthen team spirit and morale.

At Trenkwalder, we support companies and employees in creating safe, clean, and productive workplaces. Because a clean environment leads to clear minds – and clear minds make the difference.

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The competition for talent has become one of the defining challenges of modern business. As candidate expectations evolve, companies must rethink how they attract, engage, and hire people. Digital-First Recruiting is no longer a trend — it’s a strategic imperative.

But what does it truly mean to think digitally in recruitment? And how can organizations modernize their candidate approach to stay ahead in an increasingly data-driven talent market?

1. Digital-First Recruiting Is More Than Technology

Digital transformation in recruitment isn’t just about moving paper processes online. It’s about a fundamental shift in mindset: seeing candidates as active participants rather than passive applicants, and viewing recruiting as a data-informed, automated, and relationship-driven process.

Digital-First Recruiting operates on three key levels:

1. Technology – the systems and tools that enable automation and scalability.

2. Strategy – the use of data, insights, and targeted communication.

3. Culture – an openness to innovation and agile ways of working.

In essence, successful organizations now approach recruiting as a holistic Candidate Journey — from first contact to long-term retention.

2. From Reactive to Proactive Talent Acquisition

Traditional recruiting often follows a reactive pattern: publish a vacancy and wait for applications. But in a market with decreasing candidate activity, this approach no longer works.

Proactive, digital recruiting leverages data, analytics, and AI to identify and engage with talent before they even start looking.
Modern sourcing platforms help companies pinpoint potential candidates by skills, experience, and location, while programmatic job advertising ensures that vacancies are shown to the right people at the right time.

The result? Higher reach, better candidate quality, and faster hiring decisions.

3. Digital Visibility and Employer Branding: Two Sides of the Same Coin

Digital recruiting can only succeed if your employer brand is visible and authentic. Candidates today do their homework — they read reviews, check company profiles, and browse social media long before applying.

That’s why consistent digital branding across all touchpoints is crucial:

• A mobile-friendly, intuitive career site

• Authentic employee stories and behind-the-scenes insights

• A social media presence that fosters dialogue, not one-way communication

Organizations that invest in a credible employer brand don’t just attract more candidates — they attract the right ones.

4. Candidate Experience as a Competitive Advantage

The Candidate Experience has become a key differentiator in recruiting success. Job seekers expect fast, simple, and transparent processes.

Research shows that:

• 60% of candidates abandon applications that take longer than 15 minutes.

• 70% expect feedback within a week.

• Over 50% judge an employer by the quality of the recruitment process.

Modern applicant tracking systems streamline communication and create positive candidate experiences through automation — from real-time updates to chatbot-assisted communication. What used to be an administrative burden can now become a strong brand-building opportunity.

5. Data-Driven Decision Making

Perhaps the greatest advantage of digital recruiting lies in measurability.
Where traditional methods rely on intuition, digital tools provide actionable insights.

Key metrics include:

• Time-to-hire – how long it takes to fill a position

• Cost-per-hire – which channels deliver the best ROI

• Source-of-hire – where your best candidates come from

• Conversion rate – how effectively you turn prospects into hires

By tracking these metrics, HR teams can continuously optimize their strategies. Advanced predictive analytics even allow forecasting of future talent needs — a powerful advantage in volatile markets.

6. Technology as an Enabler — Not a Replacement

Digital tools should empower recruiters, not replace them.
Automation works best when it eliminates repetitive tasks — like CV screening or scheduling — freeing up time for what truly matters: human connection.

The goal is to use technology to create efficiency with empathy. Data supports decision-making, but it’s people who make the final call.

7. The Human Side of Digital Transformation

The success of Digital-First Recruiting depends as much on mindset as on software.
True transformation requires a culture of curiosity and adaptability. HR teams must be willing to experiment, learn, and embrace new methods of communication and engagement.

Organizations that actively shape this change turn recruiting from an administrative necessity into a strategic growth driver — one that aligns with business goals and market realities.

8. Getting Started: A Practical Roadmap

For many organizations, the digital transformation of recruiting begins in manageable steps:

1. Assess the status quo – Which processes are already digital? Where are bottlenecks?

2. Set clear goals – Faster processes? Better candidate quality? Lower costs?

3. Choose integrated tools – Systems should communicate seamlessly.

4. Train your team – Technology is only as effective as the people using it.

5. Measure and refine – Continuous improvement turns digital recruiting into a sustainable strategy.

Step by step, this approach creates a strong foundation for future-proof, efficient talent acquisition.

Conclusion: The Future of Recruiting Is Already Here

Digital-First Recruiting is no longer optional — it’s essential.
Modern candidate engagement isn’t about replacing human interaction with algorithms; it’s about enhancing it through smart, data-driven processes.

Organizations that invest in digital recruiting today don’t just fill vacancies faster — they strengthen their brand, improve the candidate experience, and secure a long-term competitive edge in the battle for talent.

Next Step: Let’s Redefine Your Recruiting Strategy

If you’re ready to explore how digital transformation can elevate your recruitment processes, take the next step today.
Contact us to connect with an HR expert who understands your challenges, your market, and your goals.

Together, you can transform your recruiting strategy — turning digital potential into measurable success.

The world of work is undergoing a fundamental transformation. Digitalization, automation, and artificial intelligence are not only changing tasks but also the expectations placed on employees. Technical expertise remains the foundation – but it quickly becomes outdated. What truly matters is how well you adapt to change, embrace new technologies, and collaborate effectively with others.

This is where the soft skills of the future come into play: personal, social, and emotional competencies that will help you succeed in an increasingly complex, interconnected, and digital world of work.

As an experienced recruitment and staffing partner, we see every day what employers value today – and which skills will make candidates stand out tomorrow.

1. Willingness to Learn and Adaptability – The Foundation of All Future Skills

In a world where knowledge becomes obsolete at record speed, a willingness to learn is one of the most essential traits of all. Employers look for people who take initiative to grow, learn new things, and adapt flexibly to change.

Adaptability doesn’t mean following every new trend – it means staying open to new approaches, whether through digital transformation, new working methods, or interdisciplinary projects.

How to develop this skill:

• Make continuous learning and online training a regular part of your professional routine.

• Actively seek out tasks that push you beyond your comfort zone.

• Reflect regularly on what you’ve learned – and where there’s room for improvement.

Our tip: Employers increasingly value learning agility – the ability to learn from experience and apply new knowledge quickly.

2. Critical Thinking and Problem-Solving – In Demand Across All Industries

Automation can take over routine tasks – but creative and analytical thinking remain irreplaceable. Companies need employees who can identify complex relationships, understand root causes, and develop innovative solutions.

Why it matters:
In the future world of work, fewer instructions will be given, and more initiative will be expected. Teams will operate more autonomously, and decisions will be made in a decentralized way. Those who can think clearly, understand context, and act responsibly will be indispensable.

How to strengthen your critical thinking:

• Ask questions: Why is something done this way? Are there alternatives?

• Use structured methods like Design Thinking or Root Cause Analysis to develop systematic solutions.

• Work in interdisciplinary teams – different perspectives sharpen your judgment. 

3. Emotional Intelligence and Empathy – The Underrated Success Factors

In an increasingly digital workplace, the human factor is becoming more important than ever. Emotional intelligence includes the ability to understand and regulate your own emotions and to recognize and respond to the emotions of others.

People with high empathy and social competence are stronger team players, handle conflicts constructively, and contribute to a positive work environment – clear competitive advantages, especially in leadership roles.

How to strengthen your emotional intelligence:

• Observe your reactions in challenging situations – and reflect on them consciously.

• Practice active listening instead of reacting immediately.

• Seek regular feedback – not only on your work but also on how you come across to others.

Employer trend: Companies are paying more attention to cultural fit – how well a person complements the team. Emotional intelligence is becoming a key differentiator.

4. Communication Skills – Clear, Empathetic, and Digitally Confident

Good communication is the key to successful collaboration – especially in hybrid and virtual teams. The ability to communicate clearly, present confidently online, and listen actively is among the most essential soft skills of the future.

What defines modern communication:

• It is purposeful, respectful, and situation-appropriate.

• It makes confident use of digital tools – from video calls to virtual facilitation.

• It builds understanding, trust, and cooperation.

How to improve your communication skills:

• Take every opportunity to present and facilitate discussions.

• Pay attention to clarity – in both spoken and written language.

• Develop your online communication skills (e.g., body language in video meetings).

5. Self-Management and Resilience – Stability in Uncertain Times

Constant change and high expectations require the ability to handle pressure and complexity. Self-management and resilience help you stay focused, motivated, and productive – even in challenging times.

Self-management means setting priorities, managing your energy wisely, and taking ownership of your performance.
Resilience enables you to see setbacks not as failures but as opportunities to learn.

Practical tips:

• Use time management methods such as the Eisenhower Matrix or the Pomodoro Technique.

• Maintain routines for rest, reflection, and mental balance.

• Keep a success journal to consciously track your progress.

Employers value professionals who can organize themselves effectively and remain calm under pressure – especially in fast-paced industries.

6. Intercultural and Diversity Competence – Turning Differences into Strengths

Teams are becoming more international, and workplaces more global. Intercultural competence means understanding differences, showing respect, and viewing diversity as a strength rather than an obstacle.

This ability not only enhances collaboration but also fuels innovation – because diverse perspectives generate new ideas.

How to build this competence:

• Work with people from different cultural backgrounds or generations.

• Engage in learning about diversity, equity, and inclusion (DE&I).

• Approach differences with curiosity rather than judgment.

Future trend: Diversity is becoming a key success factor for organizations – and a defining feature of modern corporate culture.

Conclusion: Soft Skills Are the Key to Tomorrow’s Career

Technical expertise opens doors – soft skills keep them open.
The soft skills of the future will determine who not only keeps up in a changing world of work but actively shapes it.

Those who combine curiosity, emotional intelligence, resilience, and communication skills will remain highly sought after by employers.

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