The recruitment crisis in the skilled trades: 250,000 skilled workers missing

The shortage of skilled workers in the German skilled trades will have reached a critical level by 2024, with estimates of up to 250,000 unfilled positions. This gap is not only due to demographic change, with more master craftsmen retiring than young people coming up through the ranks, but also to a persistent image problem in the skilled trades. For companies, this means that projects are being delayed, waiting times for customers are getting longer and growth is stagnating. The classic job advertisement alone is no longer enough to survive in this competitive environment. Many companies do not have the necessary internal resources for professional, proactive recruiting. This tense market situation is forcing companies to rethink traditional methods and explore new approaches to recruitment.

Traditional headhunter vs. automated job bot: a cost-benefit comparison

Hiring a traditional headhunter is often associated with high costs of between 25% and 35% of the gross annual salary of the person placed. For an annual salary of €50,000, this corresponds to a commission of up to €17,500. In addition, many trade bosses are skeptical as to whether an external consultant really understands the specific requirements of a foreman or plant mechanic. This is where recruiting automation comes in. Instead of a manual search, a job bot uses algorithms to accurately identify suitable candidates on platforms such as Facebook or Instagram - even those who are not actively looking. The process is up to 80 % faster and significantly more cost-efficient than traditional recruitment. By automating routine tasks such as coordinating appointments, recruiters save valuable time. This makes the search for the right technicians and specialists not only cheaper, but also more accurate.

KMLS case study: 76% success rate for niche profiles in the craft sector

The KMLS Group, a building technology service provider with around 300 employees, proves that this modern approach works. The challenge was to fill very specific specialist and management positions, from HVAC service technicians to accountants. KMLS has been relying on inga's recruiting partners for over 5 years. In more than 50 projects for over 15 different profiles, an impressive fill rate of 76% has been achieved. On average, the job bot delivered 21 verified applications for each open vacancy. "The job bot is fast, straightforward ... talent flows directly into our BMS - the icing on the cake," concludes the company. This example shows how automated bots can reliably fill even complex niche roles in the skilled trades and massively reduce the administrative workload for the HR department.

Precision for experts: How SCHRAMM wins passive candidates

It's not always about the sheer volume of applications. Precision is crucial, especially for highly specialized experts who cannot be found on traditional job portals. Recruiting service provider SCHRAMM has been using individually programmed bots since 2022 to recruit precisely these hard-to-reach specialists in the DACH region. Instead of a "one-size-fits-all" approach, the focus here is on digital craftsmanship. The success proves the thesis: customized bots, which are tailored to the specific needs and channels of the target group, attract passive candidates where other methods fail. This approach to professional headhunting prioritizes quality over quantity and ensures tailored suggestions instead of unqualified application spam. In this way, even the "hidden champions" among the experts find their way to the right company.

Scalable social recruiting: the EDEKA success model

The cooperation with the EDEKA Group shows that the method not only works for niches, but also on a broad scale. Since 2020, over 120 projects have been implemented for 20 different profiles - from store managers and truck drivers to HR employees. Despite strong competition, a recruitment rate of 72% was achieved, with an average of 21 pre-qualified applications per position. The solution combines social recruiting campaigns with a job bot that conducts a short, brand-neutral interview. This activates even hard-to-reach target groups efficiently and without additional work for the HR team. The qualified profiles are transferred directly to the applicant management system. In this way, a traditional brand becomes a talent magnet and can also cover the demand for specialists for store and logistics roles in a scalable manner, which serves as a model for any company that needs to find new employees quickly.

Your path to successful recruitment: 4 steps with the job bot

How can you use these successes for your own business? The process is divided into four clear steps to revolutionize recruitment in the skilled trades:

1. Run targeted campaigns: Instead of waiting for applicants, your job ads are actively displayed on social media channels to thousands of potentially suitable candidates in your region.
2. Automated pre-qualification: The inga job bot conducts an initial, short interview with interested candidates and automatically filters out unsuitable applications - 24 hours a day, 7 days a week.
3. Receive qualified candidates: You will only receive screened applications that meet your requirements, delivered directly to your mailbox or applicant management system (BMS).
4. Make quick decisions: Thanks to detailed pre-qualification, you can focus on the best talent and often conduct interviews within 7-10 days.

This streamlined process makes it easier than ever to find the right electronics engineers or other specialists.