This is a fantastic event in a beautiful setting, all about networking. Unlike its counterpart at the Hofburg, this event has a relaxed programme focussing on interaction with industry colleagues. One thing, I can say for sure that it was two really hot days.

So, what did I take away from it? Read my report on the two-days HR Inside Summit Summer Edition below:

The first day began with a keynote speech on the importance of „greeting“ appropriately for the occasion. Paying attention to body language and choice of words is key. This is not a new topic, of course, but it’s good to be reminded of it.

Self-organised learning

I found the input on self-organised learning in teams, with simple guidelines and a moderator, really interesting. This form of exchange is motivating and automatically leads to knowledge transfer.

This type of learning is so successful in companies because it is fun and offers a team building opportunities. If the content is well structured, interactive and relevant, it can be implemented immediately which for me, this is the perfect combination for optimal learning success. 

This reminded me of Working Out Loud, which is based on a similar principle. I have already written about this in my article Upskilling: Further training instead of exchange.

MAC Employee Choice Programme

I briefly mentioned the Mac Employee Choice Programme, which is a good idea – but one that you have to be able to afford. I fully agree that it can make an employer more attractive and help them to retain employees. However, that alone is not enough to be an Employer of Choice.

So, what does it take? Before starting with the topic, first ask top management what it actually takes to be an attractive employer. Then take steps throughout the entire organisation. You can only become a #talent magnet if the ideas are supported from the top down.

Benefits

Sticking with the topic of employee motivation, I found the discussion on benefits particularly interesting, given the sginificant digitalisation and innovation taking place in this area. For instance, I believe that providing employees with subscriptions to services like Spotify is an excellent new approach that will resonate with many within the company. I am convinced of that.

Another important benefit is, of course, flexible working. At the HR Inside Summit, we we learnt about the introduction of the 35-hour week. I personally like this exciting approach very much. For it to work, there must be clear framework conditions. Everything stands or falls with effective communication of expectations and guidelines. In this context, please do not misunderstand me: the idea is not to be flexible in some areas and  rigid in others due to various guidelines. Rather, a framework is needed in which everyone can move freely. This model will have  a future. One area that needs to be changed is the meeting culture: when meetings take place, who needs to be there, who should be informed afterwards, and how long they should last? If you have less time available, you also have to use it more efficiently. Overall, it can be said that the impact is significant and productivity increases.

Sustainability

From the panel discussion on sustainability I took away that everyone can take small steps. Companies can do this too, for example by switching to green electricity or introducing an emission-free vehicle fleet. Sustainability is not just about the environment. To me, it also means leading and acting sustainably so that future generations can benefit too. Shifting the focus from short-term actions to long-term initiatives will ultimately benefit us all. In today’s job market, communicating this in employer branding is an added bonus – it is important not to make empty promises and to clearly communicate but to clearly communicate what employees can expect. We all agree that this is an important issue. However, some companies have not yet recognised the urgency of the situation. It is therefore important to carry out more educational work and simplify processes. AI will play an important role in reporting in the future relieving companies so that they can focus on the operational side of things. 

Positioning

The key message of a job study presented at the HR Inside Summit was the importance of positioning yourself well. There are currently 35% more job vacancies than last year. Demand ist strong in all areas, particularly in the federal states of Vienna and Upper Austria. The shortage of personnel will therefore become more acute, with a quarter of the population expected to be aged 65+ by 2023. According to forecasts, demographic change will result in 10% fewer workers being available globally by 2030. Willingness to change jobs is now higher than ever: one in six people will resign this year, and one in four is considering a job change. How can I position myself as an employer? Flexibility, diversity, sustainability and the question of meaning. Standard employer branding no longer works; you have to present yourself to potential employees.

This requires new recruitment channels, such as Google. It is important to know your target group, use the right keywords and ensure your information is kept up to date. Then you can be sure to be listed, because platforms and social media are Google-optimised – so check your career page quickly to see if it is too. Another effective strategy is to leverage your location by adding images and videos to generate more visibility. With this type of recruitment, it is important to reach everyone who fits the target group, including those who are active on other platforms. Of course, placing ads also helps, and you will reach a wider than expected.

Conclusion of the first evening

Humour and music rounded off the first evening. The participants enjoyed good food and refreshing drinks in a relaxed atmosphere.

Day 2 HR Inside summit – Summer Edition

Despite the heat, there were some easy steps to follow to maintain focus and concentration on the second day. It is often the little things in life that make a big difference. For example, having the courage to take a break – which does not mean leaning forward to check your Instagram account, but to enjoy life in silence while taking a walk or meditating.  However, the most important things is to take a deep breath. After that, the world often looks very different. Just a few breaths are often enough to help you regain your focus. 

Digitalisation

Digitalisation is also having an impact on the HR sector. More and more processes are being automated and digitised. Strong partners and good software solutions are required to implement this efficiently and sustainably. The event provided some valuable insights into how to create more transparency and promote communication within companies.

Personality

The types of personalities and working styles are generally needed in a company were discussed. Participants were able to playfully develop their own working style in playful way and then match it to the stage of development of the company. This exercise was enjoyable and demonstrate once again the importance of self-awareness and understanding the company in order to be successful.

Collaboration

Finally, I would like to conclude with the topic of trust. Trust is the basis for good cooperation in any company. Clearly, there are differences between trust and familiarity – and I don’t think I need to explain the consequences of trust been abused. This question was linked to herbs and aromas that trigger a certain moods in us. You might call it a bit esoteric – but what I learned from these two days is that the classic approach no longer works. In today’ss job market, you have to stand out to be noticed. The approach you choose doesn’t matter, as long as it fits the company and its culture.

As Albert Schweitzer once said: Culture does not fall into our laps like ripe fruit. The tree must be carefully tended if it is to bear fruit.