Initially, the planning process of HanseWasser Bremen GmbH was accompanied by numerous complex challenges. The central concern being the fact that over 40 percent of the presently employed 440 people will leave the company due to retirement by the year 2025. At the same time, the talent pipeline on the local labor market was scarce in terms of quality and quantity. At the same time, uncertainty about the ongoing digitalization and the shift of skill profiles further aggravated the situation.
The recruiting process at hanseWasser was largely based on internal company data and traditional HR instruments. Following the digital transformation of other business areas, the HR department of hanseWasser does now integrate external data and advanced statistical methods in the talent acquisition process, which leads to a long-term and proactive workforce planning approach.