AFC - Personal study 2012
If the food industry fit for the future job market?
The demographic development in Germany will restrict the supply located on the labor market, according to official estimates, the number of employed persons between 2008 and 2035 drops by -22%. The question of how to establish themselves in relation to other sectors as an attractive employer and acquire competent young professionals, is also suitable for medium-sized food industry. The AFC staff study 2012 "If the food industry fit for the future job market" is dedicated to this very subject and interviewed 200 top companies from the agricultural and food sectors.
Anselm Elles (CEO of the AFC Group) cites an important advantage of the industry, because the "increasing permeability along the food value chain (also) offers companies in the food industry a variety of recruitment and employment opportunities". However, not only the purely quantitative shortage of future specialists and executives, but also their high demands on companies and the work-life balance are placing competitive pressure on employers.
Image-building is becoming increasingly important for companies in the food industry. According to the 2012 AFC staff study, 61% of the surveyed companies are focusing on sustainability as a strategic issue. Especially smaller companies, however, lack the resources to be active here in the long term.
The AFC staff study 2012 certifies the companies in the food industry further action in the recruitment and retention measures. Although 86% of the surveyed companies feel that they are well prepared for demographic change, 50% considers their related human resources measures as "satisfactory" to "inadequate".
The most serious effects will be demographic change in the Production (72%) and Engineering (59%) Divisions, followed by Research and Development (44%) and Sales (44%), Administrative Areas and Procurement (25%) and the IT departments (25%). Over 77% of the surveyed companies see the future recruitment recruitment at risk, for academics it is only 22%.
When it comes to self-presentation and direct communication with young talent, companies in the food industry are still holding back. Only good 41% carry out image campaigns, just 35% rate their measures to increase employer attractiveness as "good" or better. There is a need to catch up with company strategies such as "childcare services", "performance management" and "creating succession plans". Similarly, the AFC staff study 2012 warns that the food sector needs to strengthen its employee equality policies.
Source: Bonn [BVE]
