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Job hunting in the digital age offers numerous advantages - fast application processes, uncomplicated communication and a large selection of job offers at the touch of a button.

However, this development also harbours risks: fraudsters repeatedly use the hope of finding a new job to steal personal data or cause financial damage.

Phishing attempts in the name of well-known companies are becoming increasingly common, particularly via messenger services or emails. In this article, you will find out how to recognise such scams and stay safe during your job search.

Phishing in the job search - an underestimated danger

Phishing attempts in the job search often follow a similar pattern: applicants are contacted directly via social media, messenger services or email and receive a seemingly attractive job offer. The scammers often pretend to be HR managers from a well-known company and try to build trust through skilful communication.

After a brief exchange phase, the actual scam begins - for example, a request to pass on sensitive data (such as bank details or ID documents) or to make a payment for ‘processing’ the application.

How to recognise phishing attempts when looking for a job

Take note of these points to avoid falling into the phishing trap.

• Making contact via unofficial channels

  Reputable companies generally use official communication channels such as email or professional platforms (e.g. LinkedIn, StepStone, Indeed) to make initial contact. Applications via established platforms or WhatsApp are also sometimes offered - however, caution is advised if contact is made via less common channels such as Telegram.

  👉 Tip: If you are suspicious of a message sent via an unfamiliar messenger service, check the contact details directly on the official company website.

• Missing or unclear contact details

  A serious job advert or message always contains full contact details, including a company email address and telephone number. If the sender's address seems unusual (e.g. a general Gmail address) or no specific contact person is named, caution is advised.

  👉 Tip: Check that the contact details provided match those on the official company website.

• Unrealistic promises

  An above-average salary without clear requirements, a quick commitment without an interview or the guarantee of a fast-track career are typical signs of dubious offers.

  👉 Tip: If an offer sounds too good to be true, you should be sceptical.

• Request to disclose sensitive data

  Application processes do not usually require bank details, credit card details or full copies of ID in the first step. If this information is requested early on, it could be an attempt to defraud you.

  👉 Tip: Only pass on personal data if there is no doubt that the company is reputable.

• Demand for payment

  No reputable company will ask for money to process an application or for alleged ‘training’ before starting work. If you are asked to pay a fee, all alarm bells should ring.

  👉 Tip: An application process should never be associated with financial demands.

How to protect yourself from job search fraud

You can protect yourself from phishing attempts with these simple steps.

• Rely on official channels

  All of a company's current vacancies and contact details can usually be found on the official website. A quick comparison of the information often helps to recognise discrepancies.

• Only use established application channels

  Applications via professional platforms and official career sites are the safest way to apply. Applications via WhatsApp are also offered by some companies - but you should be careful with less established channels such as Telegram.

• Check the reliability of contact details

  If a message seems suspicious, check the contact details directly on the company website. If the details do not match, it could be an attempt at fraud.

• Be cautious with sensitive data

  Only pass on confidential information (such as bank details, ID card details or access data) if the trustworthiness of the source has been established beyond doubt.

• Pay attention to security features

  Reputable companies generally use e-mail addresses with the official company domain and do not use insecure communication channels.

What should you do if you have been taken in by a phishing attempt?

If you have fallen into the phishing trap, you should take the following measures.

• Block accounts and credit cards immediately

  If you have passed on bank details, inform your bank immediately and have your cards and accounts blocked.

• Change passwords

  Change all passwords that you may have passed on.

• Report the incident

  Inform the company concerned and report the attempted fraud to the relevant platform (e.g. Telegram).

• Press charges

  Report the fraud to the police to prevent further damage.

Our conclusion: staying alert pays off

Phishing attempts in the context of job searches are not uncommon - but with a little attention and the right precautions, most scam attempts can be easily recognised and avoided. Pay attention to the warning signs described here, remain critical of unusual offers and carefully check the reliability of contacts. This will effectively protect you from scams and ensure you get your new dream job.

If you have received a dubious offer from an alleged Trenkwalder employee, you are welcome to contact us via the Website, per E-Mail or via Call to report the phishing attempt.

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At Trenkwalder, our employees are at the center of everything we do. We are therefore especially pleased with the results of our 2025 employee satisfaction survey. The feedback is overwhelmingly positive and shows that we are doing many things right together. At the same time, it provides valuable insights into how we can continue to develop.

We sincerely thank all employees who took the time to participate and contribute their feedback to these strong results.

High Overall Satisfaction with Trenkwalder

Employee satisfaction with Trenkwalder in Austria is at a very high level. With an overall rating of 4.47 out of 5, over 89 % of respondents reported being very satisfied or satisfied. This result underscores the great trust our employees place in Trenkwalder as an employer.

Very Positive Ratings of Client Companies

Collaboration with our client companies is also rated extremely positively. With a score of 4.31, more than 86 % of participants feel very comfortable or comfortable in their client assignments. Providing excellent support and a good fit between employees and client companies remains a central success factor in our daily work.

A Diverse Team with Varied Experience

The composition of survey participants reflects the diversity at Trenkwalder Austria: employees with a wide range of professional backgrounds, lengths of service, and life stages. The high completion rate of 74 % also highlights the strong interest in providing feedback and actively participating in shaping our organization.

Developing Together

The results of the 2025 employee survey are both recognition and motivation for us. They show that our shared path is characterized by trust, transparency, and collaboration – and they provide valuable guidance on where we can continue to improve processes and make our offerings even more visible.

We sincerely thank all our employees for their dedication, loyalty, and commitment. Together, we will continue on this path – with openness, mutual support, and the clear goal of being a reliable and appreciative employer.

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Artificial intelligence (AI) is changing recruiting more profoundly than almost any other development in recent years. Companies are under intense pressure to find suitable skilled workers more quickly, offer transparent processes and, at the same time, effectively address the shortage of skilled workers. AI can be a decisive lever here – if used correctly.

But what does AI mean in concrete terms for recruitment, what opportunities does it offer and where are the challenges? And how can companies ensure that they exploit its potential without compromising on quality or fairness?

Opportunities AI offers for talent acquisition

1. More precise and faster matching: One of the greatest strengths of AI lies in matching profiles with open positions. Modern analysis methods recognise connections between skills, experience and requirements much more precisely than traditional screening processes. Recruiting Matching AI helps companies identify potential candidates more quickly – even those who are not immediately obvious.

2. More efficient administrative processes: Recruiting is not just about interviews – a large part of the work lies in administration. This is where AI really comes into its own. Solutions such as Doc AI can automatically recognise, read, classify and systematically file application documents.

3. Better candidate experience – even internationally: Today's applicants expect quick responses and clear communication. AI supports this on several levels – from automated feedback to language adaptation. Translation AI in particular enables applicant communication to be consistent and professional across language barriers.

4. Strategic relief for HR teams: AI takes over repetitive tasks, leaving more room for personal conversations, cultural fit assessments, interview quality and consulting. This not only increases efficiency and speed, but also improves the quality of decisions.

Risks and challenges – and how they can be constructively resolved

Like any technology, AI is not a sure-fire success. Clear guidelines, expertise and quality controls are needed to make it a success factor.

1. Transparency and trust: Applicants want to be able to understand how decisions are made. AI should therefore play a supporting role – not a decisive one. Responsible implementation and clear communication can help to avoid potential mistrust.

2. Data quality and fairness: AI evaluates solely on the basis of the data available to it. A structured data structure and regular quality checks are therefore essential. Companies that work with experienced HR partners benefit from the fact that models are continuously optimised and reviewed.

3. The human factor remains indispensable: AI can analyse, filter and structure – but it cannot replace an assessment of cultural fit, motivation or potential. Experience remains crucial here: conversations, feedback and personal contact are and will remain key elements of successful recruitment.

Used correctly, AI does not make recruiting more impersonal – it ensures that recruiters have more time for the people they want to approach.

How companies can use AI strategically in recruiting

For AI to be truly beneficial, its introduction should be part of an overarching HR strategy. Important steps include:

1. Clearly defining requirements: Where are the bottlenecks? Speed? Match quality? Administration?

2. Selecting the right technologies: Matching, document analysis or translation? Different requirements need different tools.

3. Preparing processes: Clear structures support AI systems and prevent errors.

4. Training and quality assurance: Models should be regularly reviewed and further developed.

5. Ensure human expertise: Interviews, assessments and cultural fit remain indispensable.

6. Measure results: Time-to-hire, candidate experience, quality of matches – KPIs show whether AI is effective.

This way, AI does not become an isolated solution, but an integral part of a modern, scalable recruiting ecosystem.

Conclusion: AI can strengthen recruiting in the long term – when technology and people work hand in hand

Artificial intelligence opens up new possibilities for recruiting: processes become faster, decisions more informed and the candidate experience significantly more consistent. At the same time, AI creates space for what makes successful recruitment – personal interaction, understanding needs and the ability to correctly assess potential.

The greatest added value is created when modern technologies are not used in isolation, but as part of a well-thought-out HR strategy. In combination with clearly structured processes and the experience of recruiting experts, AI develops its full potential. In this way, it becomes not only a driver of efficiency, but also a real quality factor in talent acquisition. Companies that pursue this approach strengthen their competitiveness and secure long-term access to the right skilled workers – today and in the future.

Would you like to find out how you can make your HR processes more efficient with artificial intelligence? Then get in touch with us and let us advise you on suitable technology solutions with no obligation.

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The role of HR has changed fundamentally in recent years. Instead of purely administrative tasks, the focus today is on strategic issues: talent acquisition, employee retention, employer branding and the development of modern working models. However, many HR departments still struggle with time-consuming processes, manual data maintenance and administrative routines.

The solution lies in targeted process optimisation through automation and technology. This relieves the burden on teams, increases efficiency and ensures that HR departments can once again do what they do best – develop people and strengthen companies.

Why automation is indispensable for modern HR processes

Automation does not mean replacing people – it means giving them back their time. The use of digital tools simplifies, standardises and makes recurring tasks more transparent. This has several advantages:

• Efficiency gains: Processes such as applicant management, onboarding and payroll run faster and with fewer errors.

• Data quality: Digital systems reduce manual input and create a uniform database for analysis and decision-making.

• Compliance: Automated processes ensure traceable workflows and support compliance with legal requirements.

• Employee satisfaction: Self-service portals, digital communication and transparent workflows improve the employee experience.

Companies that rely on automation lay the foundation for a scalable HR structure – regardless of size, industry or location.

Where automation makes the biggest difference

Technology has a particularly strong impact where there is a high density of processes, large amounts of data or a lot of coordination required. Examples include:

• Recruiting & applicant management: Modern matching AI systems support the intelligent matching of applicant profiles to open positions, thereby accelerating the recruiting process.

• Payroll & administration: Automated payroll and reporting solutions minimise error rates and free up human resources. AI-based Doc AI systems automatically capture, check and categorise documents – from payslips to employment contracts – ensuring complete, audit-proof personnel files.

• International communication: In global HR structures, Translation AI enables smooth, multilingual communication with applicants, employees and partners – regardless of location and language.

• Onboarding & offboarding: Automated checklists, digital signatures and structured processes ensure a professional first impression and smooth transitions.

Technology as an enabler, not an end in itself

The best results are achieved when technology is used specifically to relieve people – not to replace them. AI-supported tools, digital platforms and smart systems help HR recognise patterns, identify bottlenecks at an early stage and make data-based decisions.

Those who want to actively shape digital change can rely on experienced partners – from the analysis of existing processes to the implementation of tailor-made technology solutions. Targeted consulting helps to select the right systems, integrate modern AI-supported tools in a meaningful way and make existing HR structures fit for the future.

Step by step towards greater efficiency

If you want to modernise HR processes, you should take a structured approach:

1. Analyse the status quo: Which processes are time-consuming or prone to errors?

2. Set priorities: Start where automation has the greatest effect – for example, in administration or recruiting.

3. Integrate technology: Choose systems that fit into existing processes and remain scalable.

4. Redefine roles: HR teams become strategic partners who use data to make informed decisions.

5. Measure results: Regularly check how much efficiency, quality and employee satisfaction have improved.

The path to digital HR is not a sprint, but a strategic process – but every step contributes to future viability.

Conclusion: Technology strengthens the human aspect of HR

Automation is not at odds with human HR work – it is a prerequisite for it. When routine tasks are controlled digitally, this creates space for communication, coaching, development and cultural work. Companies that use technology in a targeted manner create structures that are efficient, transparent and sustainable.

Would you like to find out how you can make your HR processes more efficient through automation? Then let us advise you on suitable technology solutions with no obligation!

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Professional fulfilment means more than just a secure job or a good salary. We are truly satisfied when our work matches our values, talents and life situations. But what exactly do you need to be motivated, satisfied and successful in the long term? This blog post will help you to identify your priorities more clearly – and make career decisions with greater confidence.

1. Start by assessing your current situation

Before you actively change anything, it is worth taking a close look at your current everyday working life. Analyse typical situations from the last few weeks:

• What do you enjoy – and why? Perhaps it's tasks that allow you to be creative, or moments when you help people. The decisive factor is what feelings these situations trigger in you.

• Which activities drain your energy? These don't necessarily have to be ‘bad’ tasks – sometimes it's the high pace, constant interruptions or lack of recognition.

• What conditions are good for you? These include team structures, working hours, communication channels or leadership culture.

If you collect specific examples, you will quickly recognise patterns that give you clues as to what is beneficial or stressful for you.

2. Identify your most important values

Values are the personal guidelines that determine how we want to work. They provide orientation – especially when it comes to career decisions.

• Security or freedom? Some people need clear processes and stability. Others seek creative freedom and the opportunity to try new things.

• Creativity or structure? While some thrive in a free working environment, others need clear processes in order to perform at their best.

• Responsibility or clear guidelines? Do you want to make decisions or would you rather support others? Both can be fulfilling – the important thing is to find what suits you.

• Team spirit or independence? Perhaps you are motivated by mutual exchange, or you work best when you can concentrate on your own.

If you know which values are central to you, you will better understand why some jobs are a good fit – and why others don't work out, despite good conditions.

3. Discover your strengths and energy drivers

A fulfilling job not only utilises your skills, but also gives you energy instead of taking it away.

• What comes easily to you without having to think too much about it? Intuition is a good indicator: tasks that feel natural are often personal strengths.

• Where do you receive positive feedback? Feedback from colleagues or superiors often reveals areas in which you are particularly effective.

• Where does time fly by? If you are deeply immersed in your work without it feeling strenuous, this indicates an area of natural talent.

Strengths don't have to be particularly ‘spectacular’. Reliable organisation, good communication or calmness in stressful situations are just as valuable as technical or creative talents.

4. Consider your professional needs – today and in the future

Professional needs change over the course of a lifetime. That's why it makes sense to reflect regularly:

• Do you need more flexibility right now? For example, to balance family and career or to start further training.

• Do you want stability? After intense years, an environment with clear structures can be particularly valuable.

• Are development opportunities important? Perhaps you would like to take on new tasks, specialise or aim for a management role in the medium term.

• How important is work-life balance to you? This can also be weighted differently depending on your stage of life.

Those who consciously consider these factors make not only situational but also strategic decisions – which are crucial for a stable and successful career path.

5. Try out new approaches on a small scale

Often, you don't have to consider changing jobs right away. Small, targeted steps can have a big impact:

• Take on new tasks to find out whether certain activities suit you.

• Participate in internal projects to get to know different areas of work.

• Talk to your manager if you want more responsibility or development opportunities.

• Build new skills, for example through online courses or internal training.

This will expand your options without having to take a big step right away.

6. Get feedback – internally or externally

Others often see potential that you yourself hardly notice. That's why it's worth:

• Talking to colleagues who know and appreciate your working style.

• Talking to friends or family who see your personality from a different perspective.

• Having a career discussion with recruiting experts who can identify which activities, industries or areas of responsibility suit you well.

Feedback is not a judgement – it is a helpful mirror that provides guidance.

Conclusion: Professional fulfilment comes when your job and personality are a good fit

Professional fulfilment comes step by step – through self-reflection, courageous decisions and awareness of what is really important to you. When you know your values, strengths and needs, you can shape your career actively and confidently.

If you want to change careers or explore which opportunities might suit you, you can find suitable opportunities in our job search – a good next step on your path to greater professional satisfaction.

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