Image and Talent Management Repository

Within the ESSA project, it became clear time and again that image and talent management are among the most pressing issues in the European steel sector. The poor image of the steel industry as a declining industry that pollutes the environment and offers hard physical work leads to low participation of young people in technical schools and is seen as one of the main causes of recruitment problems. At the same time, it is precisely skilled young personnel which is urgently needed to implement the digital and green transformation in the steel industry. Therefore, coordinated "campaigns" are needed to change the image and to develop and disseminate a new narrative that highlights the sustainability and transformation efforts of the steel industry, while at the same time seeing the steel industry as a solution to climate change and attracting and inviting (especially young) talent to participate in the transformation. Creating new access channels to the sector (e.g. through greater use of social media) and a stronger presence in schools and universities is also a helpful measure to connect young people to the industry in particular and change the public perception in general. However, it is not only young people who are to be recruited: In fact, a higher integration of women, who have so far been underrepresented in the industry, also plays a major role in the steel industry. Attracting female talent can be done by developing a communication strategy to involve current women to encourage other woman to work on steel, by more incentive for their involvement, by valorising the female perspective, and by promoting the application of Industry 4.0 technologies that can help in gender equality. In line with this, Image and Recruitment Materials from different steel companies and other steel organisations that were collected during the ESSA project are collected on this page to serve as best practice examples. Furthermore, this page also shows links to current European Recruitment Events that stand in connection with the steel sector and other energy-intensive industries.

At the same time, it is not only the attraction of talent that plays a major role for the steel industry. After all, skilled workers must also be retained in the company - therefore, the topic of talent retention is no less important. In this respect, it is of great importance that not only promises are made, but that modernisation and change actually become noticeable in the steel companies. Especially with regard to the green and digital transformation, it is of great importance that employees feel they are making a positive contribution to societal challenges and contributing to the decarbonisation of the industry, for example. This goes hand in hand with modernised corporate structures and a new way-of-working, for example in the form of flat hierarchies, less shift work and models that enable a better work-life balance. This page thereby also collects some of the main results of the ESSA project with regard to the retention of skilled personnel under Talent Management.

Based on the findings of the ESSA project and a survey by Schröder/Echterhoff (2015), the table below summarises some of the important demands applicants make on working conditions: