Future of the world of work: This is how companies win young talents!

Future of the world of work: This is how companies win young talents!

In the latest issue of the program "Peter & Paul", Martin Hauer from Raiffeisenlandesbank NÖ-Wien and Eugen Lamprecht from Schlumberger Wein- und Sektkellerei GmbH discuss entrepreneurial responsibility in the context of the labor market. Moderated by Paul Leitenmüller, the conversation takes place in the 3SI Lounge on Kärntner Strasse. The two managers address the ongoing struggle for qualified employees: inside and the need to actively ensure an attractive employer brand. leadersnet reports that Hauer emphasizes the importance of listening and handling quality in the business world.

The Raiffeisenlandesbank NÖ-Wien employs around 1,200 people: inside and manages a total of around 35 billion euros. Hauer emphasizes the bank -specific organization of the bank in order to meet the requirements of its customers. Lamprecht, who heads the Schlumberger wine and sparkling wine cellar, who employs 150 employees: in the inside at several locations, indicates that the competition for young talents is now more important than the competition for markets.

employer branding as an entrepreneurial 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. Talents select their employers in a targeted manner, which means a clear obligation by the company to create attractive conditions. The change in values ​​in society, the growing awareness of sustainability and diversity as well as the changed expectations of younger generations are 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 the development of the employer brand ranges from clear goals to transparent communication to the integration of employees. This is also supported by the fact that internal communication and managers play a central role. Successful employer branding strategies can be measured by key figures such as employer attractiveness, employee loyalty and fluctuation rate.

trends for 2025

In order to meet the challenge of recruiting and binding talents, employer branding strategies have to adapt continuously. The Raising standards identifies several trends that are decisive for 2025. Authenticity and transparency are keys to build trust, while the focus on employee experience means that positive employee experiences through personalized benefit and regular feedback loops are decisive.

In addition, the trend towards hybrid work models and flexible design of working hours plays a role in employee loyalty. Sustainability, social responsibility and diversity are other aspects that take into account modern talents. Employers who embody these values ​​and their employees: promote inside as brand ambassadors have a clear advantage in the "War for Talents".

Finally, both Hauer and Lamprecht emphasize the responsibility of companies towards the company, especially in financial education. Hauer is actively committed to ensuring that children are brought closer to the handling of money. Both managers are optimistic about the future and encourage them to actively act instead of being pessimistic. This makes it clear that the new generation of managers both entrepreneurial responsibility and a partnership -based relationship with their employees: focus on the inside.