The modern world of work is characterized by a dynamic interplay of opportunities and challenges. Globalization and rapidly advancing technologies in particular have fueled this dynamic in recent decades. This opens up many opportunities for both employees and employers. However, those who ignore this constant development and change in the world of work run the risk of losing out in the “war for talent.” This war has intensified noticeably among companies in recent years, partly due to the ongoing shortage of skilled workers in a number of industries and regions.
One response to this is often hasty, rushed campaigns by employers with the aim of promoting a corporate brand that unfortunately often does not correspond to the reality of everyday working life. The primary goal is to attract talent and, once acquired, to retain it in the long term – and not to lose it again to the next best offer from the competition. Buzzwords such as “flat hierarchies,” “welcome to the family,” and “flexible working hours” are thrown around. But in very rare cases does this reflect the authentic employer brand. For employees, it is therefore a constant balancing act between trust and skepticism – which promise is reality and which is pure marketing?
We can claim to be a successful company that is growing steadily and continuously despite global crises. One aspect of this success is our employees. We are convinced that an employer brand is not created through empty phrases and marketing campaigns, but through our daily interactions with each other.
The CLP Regulation harmonizes the classification and labeling of chemicals in the EU. It ensures that the hazards of chemical substances are communicated clearly and uniformly. The specific Biocidal Products Regulation governs the marketing of biocidal products and aims to achieve a high level of protection for humans and the environment.
These regulations pose challenges for companies, especially when it comes to sourcing chemicals from non-EU countries. Furthermore, each country has its own additional regulations and standards that must be observed when importing and exporting chemicals. Navigating these regulatory differences requires specialist knowledge and can be time-consuming and risky without the appropriate expertise.
That is why we at the COFERMIN Group have introduced a trial day as a fundamental part of our selection process. This gives applicants the opportunity to immerse themselves in our everyday working life, get a feel for our company culture, experience our team spirit, and get to know the respective team members—in other words, to get a real picture of who we are.
After all, we are aware that this process is a mutual getting-to-know-you and also an application process, in which we too are in the role of applicants and must also convince the other party. Because – in short – economic success is important and professional expertise is indispensable, but so is respectful interaction in the coffee kitchen. The best candidate in terms of professional qualifications is only the best fit for us if they fit into the structure of their future team.
That’s why, for many years now, we have enjoyed spending time together after work, whether it’s at the annual company run, playing board games or PlayStation together, or in our soccer team.
We value individual personality, initiative, independence, creativity, and the contributions of each individual. COFERMIN offers the freedom to develop and grow in your field. We see this as the key to stable relationships, low turnover rates, and well-being, but also to efficiency and productivity.
