Future of the world of work: This is how companies attract young talent!

Future of the world of work: This is how companies attract young talent!

In the latest edition of the “Peter & Paul” program, Martin Hauer from Raiffeisenlandesbank NÖ-Wien and Eugen Lamprecht from Schlumberger Wein- und Sektkellerei GmbH discuss corporate responsibility in the context of the labor market. Moderated by Paul Leitenmüller, the conversation will take place in the 3SI Lounge on Kärntner Straße. The two managers address the ongoing battle for qualified employees and the need to actively ensure an attractive employer brand. Leadersnet reports that Hauer emphasizes the importance of listening and handshake skills in business.

Raiffeisenlandesbank NÖ-Wien employs around 1,200 people and manages total assets of around 35 billion euros. Hauer highlights the bank's industry-specific organization to meet the needs of its customers. Lamprecht, who runs the Schlumberger wine and sparkling wine cellar, which employs 150 people at several locations, points out that the competition for young talent is now more crucial than the competition for markets.

Employer branding as a corporate obligation

In this context it becomes clear how important strong employer branding is. According to the Avenir Group Employer branding begins before the first contact with potential applicants and does not end with onboarding. Talented people select their employers specifically, which means a clear commitment from companies to create attractive conditions. The changing values ​​in society, the growing awareness of sustainability and diversity as well as the changing expectations of younger generations are the driving forces. Employer brands not only have to be in line with the company brand, but should also harmonize internal and external communication strategies.

A focused approach to developing the employer brand ranges from clear goals to transparent communication and employee involvement. This is also supported by the fact that internal communication and managers play a central role. Successful employer branding strategies can be measured through key figures such as employer attractiveness, employee loyalty and fluctuation rate.

Trends for 2025

To meet the challenge of attracting and retaining talent, employer branding strategies must continually adapt. The Raising standards identifies several trends that are critical for 2025. Authenticity and transparency are key to building trust, while a focus on employee experience means positive employee experiences through personalized benefits and regular feedback loops are crucial.

In addition, the trend towards hybrid working models and flexible working hours plays a role in employee retention. Sustainability, social responsibility and diversity are other aspects that modern talent takes into account. Employers who embody these values ​​and promote their employees as brand ambassadors have a clear advantage in the “war for talent”.

Finally, both Hauer and Lamprecht emphasize the responsibility of companies towards society, especially when it comes to financial education. Hauer is actively committed to teaching children how to handle money. Both managers are optimistic about the future and encourage active action rather than pessimism. This makes it clear that the new generation of managers focuses on both corporate responsibility and a cooperative relationship with their employees.