How to Overcome Recruiting Challenges?

Wiebke Rowedda, HR Director DACH and Turkey at Moët Hennessy

As HR Director at Moët Hennessy, Wiebke Rowedda oversees three markets, i.e., Germany, Austria, Switzerland, and Turkey, where she manages all HR-related queries. Wiebke has several years of management experience in the HR field and has been able to prove this in cross-industry international mid-size companies. Her passion is the development of employees and executives in close cooperation with the business. She advises emerging start-ups on a part-time basis and is involved in social projects.

What are the challenges that you face while training, engaging the workforce, retaining the talent and ensuring diversity and inclusion in the office space?

Every HR professional faces specific difficulties while seeking to hire new employees. Sometimes it's difficult to find employees with the correct mindset and abilities who can provide value to the organization. Additionally, establishing a strong employer brand enables you to attract and engage superior candidates. That's where another challenge lies.The transition from conventional methods to newly emerging demands is currently underway. We want employees to recognize that working for our company differs from working for typical German organizations because we will provide fantastic events and benefits.

What are some up-and-coming technologies companies should keep an eye out for and integrate into their processes?

We at Moët Hennessy are just starting to utilize technology. However, we conduct online interviews using Zoom. In addition, I believe we should start paying more attention to the employer rating portal like Glassdoor, which is something we haven't done before. These things enable employees to learn more about the organization and help them make a better decision if they should apply or not. Therefore, applying some of the technologies that can give us a better impression on these portals may be beneficial to attract newbies. 

"it’s important to maintain flexibility, long-term goals, and plans while also making an effort to be precise and keep up with industry developments"

After the pandemic, a lot changed in how companies worked. How exactly are organizations and the HR department trying to cope with this change?

I think many businesses are choosing the hybrid approach in the wake of the pandemic. Even some of our staff members prefer a hybrid approach, while others prefer a full WFH or WFO. Therefore, we must ensure that we provide the appropriate IT solutions for those working from home. It will assist them in being involved in day-to-day operations and make the workplace more attractive so that people will want to return regularly.

'The great resignation' is what grabs everyone's attention and makes it more challenging for organizations to find quality employees. How do you think organizations can meet this challenge and retain talent better?

I think more than employer branding, we need to focus on what we offer our employees. Offer them different leadership passes that last a little longer rather than just training. For example, we recently started a cross-mentoring program where employees can participate in mentoring with an organization other than MH to get more insights into what's happening. This program has a period of one year. There is a possibility that in one year, employees may leave the company or start looking for a new opportunity. Therefore, we are looking for solutions that last a bit longer and have a goal at the end that makes it clear to people why they are doing it and how they will benefit from it. 

In addition, we are doing performance evaluations more than once, which include the training part. Before, we used to do it once a year, i.e., in December. Now that we have changed it throughout the year, the employee has the chance to raise a development need or a training need in the system, and the manager can improve it. So, employees must understand that what they choose must have a long-term perspective and purpose. So, I think it could help employees and employers get a long-term perspective and raise retention.

What would you advise CHROs and HR managers when it comes to adapting to the new trends and challenges in the industry?

It's important to maintain flexibility, long-term goals, and plans while also making an effort to be precise and keep up with industry developments. Keep on testing and learning to see what fits your company. Moreover, hiring people for potential and mindset, not their knowledge or competencies. It would be good to see how flexible a new HR could be in the long run.