From classic industrial robots and cobots (collaborative robots) to humanoid robots - digitalisation and automation are shaping modern industry, better known as Industry 4.0. At the heart of this transformation are specialists who manage complex AI, IoT and automation systems. Companies are facing the challenge of finding and retaining these highly qualified talents in the long term, and not just because of the shortage of skilled labour. In this article, we look at current trends and strategies on how companies can attract and retain people for these key positions.
Current trends and challenges
AI in production: Artificial intelligence is not only a key technology for industrial applications. The use of AI in production offers enormous potential in terms of efficiency and flexibility. Classic applications include digital twins and predictive analyses. Our colleagues at PALTRON have dealt with this in detail in their article "The digital transformation of production - Manufacturing 4.0".
However, as the Fraunhofer Institute for Production Systems and Design Technology (Fraunhofer IPK) points out in an interview with Bosch, companies are faced with the challenge of implementing the necessary technical requirements and the corresponding expertise. In addition to a lack of expertise, companies also lack a digital basis for integrating AI into production processes.
Synergies between AI and robotics: The symbiosis of AI and robotics for innovative Industry 4.0 solutions is particularly exciting. According to Automation Practice, robotics requires AI to act more precisely and flexibly, while AI can realise physical actions through robots. This interdependence underlines the need for specialised professionals who are proficient in both technologies.
Challenges of integration: As innovation progresses, challenges such as the complexity of implementation and the need for specialised and interdisciplinary skills are increasing. Companies are buying highly innovative technologies and ideas, for example by acquiring start-ups. However, the critical step is to connect the new "intelligent" technologies and processes to their current system and operations.
Strategies for recruiting AI talent
Ganz gleich ob KI, IoT oder Automatisierung – wenden Sie diese vier strategischen Schritte an, um Spezialist:innen für Ihren Bereich der Industrie 4.0 anzuziehen. Wir nehmen hier als Beispiel die Künstliche Intelligenz (tauschen Sie einfach den Begriff mit der gewünschten Technologie aus, für die Sie Talente suchen).
1. Developing an AI roadmap
Many German companies are experimenting with AI at departmental level, but rarely pursue a standardised, company-wide strategy. A clear AI roadmap that breaks down silos and integrates AI in all departments is essential. In addition to AI and IT expertise, this also requires change management and transformation skills. Talents are looking for meaningful tasks that allow them to fulfil their potential and have a positive impact.
2. Demonstrate authenticity
Companies should clearly explain what has already been achieved in the area of AI and what resources are available. Honesty is crucial to ensure a good fit between talent and team. Managers with technical expertise can not only be role models, but also correctly assess and promote the potential of their AI specialists' solutions.
3. Fostering stable relationships
Establishing emotional ties to the product, company and AI projects is fundamental. When the work of an AI expert directly influences the end product, this strengthens identification with the company. Talents want to ensure that their employer pursues a serious, data-driven AI strategy and supports cultural changes, e.g. through AI-supported recommendations for decisions.
4. Provide development opportunities
Think lifelong learning. AI talents do not work in isolation. They need an environment in which both the department and the individual can continue to develop. The implementation of an AI roadmap should therefore always be viewed as a team approach. New employees should have the freedom to build a functioning ecosystem - because responsibility breeds dedication. Interaction with the AI community, participation in trade fairs, hackathons and collaborations with universities and research institutes are also of great importance and increase employee retention. Employees thus see themselves as part of a larger whole.
Increase attractiveness as an employer
Employer branding is a key factor, especially for Gen Z. Please also read the compact guide "5 steps to successful employer branding" from our partner PALTRON.
Improving working conditions and career opportunities
A stimulating working environment, modern work models and clear career prospects are key to retaining skilled workers in the long term. In the past as well as today, companies must invest in the professional development of their employees and offer further training opportunities in order to continuously improve their skills.
Importance of corporate culture and work-life balance
As we emphasise time and time again, a positive corporate culture that values collaboration, innovation and a good work-life balance significantly increases the attractiveness of a company. Nowadays, companies can no longer avoid this issue. A successful corporate culture has far-reaching effects. Among other things, employees who feel good and are supported are more motivated and loyal.
The influence of corporate culture on employee retention
That's right. A strong and supportive corporate culture also has a lasting effect on employee retention. As previously stated, organisations that create a positive working environment and value their employees will reduce turnover and increase loyalty.
Promoting diversity
And we should never forget diversity. A diverse and inclusive corporate culture helps to attract a wider range of talent. Diversity also encourages innovation through different perspectives, which is the basis for the development of new technologies.
Mentoring programmes
Mentoring programmes help new employees to integrate into the company more quickly. But existing employees also benefit from the experience of highly qualified colleagues. This is also a sign of a strong corporate culture.
Success story: Deutsche Telekom
Thanks to Claudia Pohlink's leadership, Deutsche Telekom has made remarkable progress in the field of artificial intelligence. Her team works in the Telekom Innovation Laboratories (T-Labs) on advanced technologies such as machine learning and quantum computing. One of the central goals is to offer meaningful challenges – i.e. projects that have a positive impact on people and the environment. These include the areas of energy saving/energy efficiency, CO2 reduction/decarbonisation and cyber security. These tasks motivate talented individuals to develop creative solutions and achieve visible improvements together with specialised departments. Again, it's about the bigger picture.
Success factors
Challenging tasks: Talent is attracted by challenging projects that have real positive effects.
Innovative environment: T-Labs offer an environment where experts can work on the application of advanced technologies - while providing room for further development.
Interaction with the community: Interaction within the AI community, including collaborations with universities and research institutions, keeps the work innovative and relevant.
Long-term vision
A central aspect is the long-term vision for AI in the company. T-Labs emphasises a clear strategy and concrete projects that benefit from collaboration between research and business units. This creates a motivating environment for AI experts who want to work on significant and forward-looking projects.
Overall, the Deutsche Telekom case study shows how a company can successfully recruit and retain talent in the field of artificial intelligence through clear visions, challenging tasks and a supportive environment.
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