Blog & News

The end of the year is a special time: a moment to pause, reflect – and express our sincere thanks. 2025 was a year of momentum, fresh impulses, and significant achievements for Trenkwalder Personaldienste.

One very special highlight was our anniversary: 40 years of Trenkwalder. Four decades of successfully bringing people and companies together, actively shaping change, and leaving a lasting impact on the labor market. This anniversary stands for trust, experience, and our commitment to continuous development.

Alongside this milestone, the year was also marked by new technologies and innovative solutions that allowed us to consistently expand our services. Digital processes, modern recruiting approaches, and forward-looking projects have enabled us to respond even faster, more efficiently, and more individually to the needs of our candidates, applicants, and clients.

What connects all of these successes are the people who make them possible: our dedicated employees, our applicants and candidates who place their trust in us, as well as our clients and partner companies with whom we work in close partnership every day. Together, we have delivered exciting projects, overcome challenges, and explored new paths.

As the year draws to a close, we would therefore like to say one thing above all: thank you – for the trusting collaboration, the open exchange, and the many shared moments throughout this special year.

Taking Responsibility – Beyond the Labor Market

Especially during the Christmas season, it is particularly important to us to take on social responsibility beyond our day-to-day business. That is why, this year in Austria, we supported initiatives that create opportunities and improve quality of life with great dedication:

• neunerhaus – supporting people without a home and those in difficult life situations

• VIER PFOTEN Austria – protecting and improving the welfare of animals

• Support through an assistance dog 🐶 – helping a young person navigate everyday life more independently, safely, and confidently with a reliable companion at their side

• Herzkinder Österreich – supporting families with children with heart conditions

These donations reflect what Trenkwalder stands for: humanity, responsibility, and solidarity.

We wish you and your families a Merry Christmas, relaxing holidays, and a successful, healthy start to the new year. 🎁🌟
We look forward to shaping the future together with you in the year ahead.

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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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