Immobilien Zeitung, 07. April 2020
Project developer Consus Real Estate often does not get them on land as quickly as it needs people for its construction projects. The fight against the coronavirus has not exactly made recruiting easier – but it has shifted the weight on the job scale a bit to the side of the employers. “In this situation, we get people who would otherwise be hired by larger companies,” says Aylin Tufan, Consus’ new HR manager.
Face-to-face talks are rather impossible in times of corona lockdown. But why freeze the recruiting? “Absolutely not! We still have the needs,” Tufan clarifies. If anything, she may at best put the word “recruitment waiting loop” in her mouth.
“We are now faced with the challenge of whether we can promise a contract without getting to know each other personally and whether the applicant will accept our offer,” explains the 44-year-old, who herself has only been with Consus since February 2020. If her superiors give the go-ahead, she intends to embark on this “adventure” in the foreseeable future. A new challenge for her too, who has brought 20 years of professional experience as an HR professional to Consus, 13 of which she has spent in the retail sector (Arcandor, Karstadt, KaDeWe Group).
Litmus test for long-distance relationships
The litmus test for long-distance professional relationships is just starting at Consus. These days eight new colleagues are starting in the company, who were hired before the Corona crisis. The onboarding is done by telephone, video conference, e-mails and the like, because practically all colleagues are now working in the home office for the time being.
There is an opportunity in every crisis: Tufan considers this truism to be confirmed for Consus as an employer. “In this situation, we get people who would otherwise be hired by larger companies,” says the HR manager. Tufan is thinking not only of people who are already at home in the real estate industry, but also of real estate specialists from outside the industry who, in view of the distortions currently facing the retail trade or the automotive industry, for example, might be more willing to switch to a medium-sized residential developer.
This is another advantage that Tufan sees: Many real estate professionals would currently have a lot of time to deal with the advances of other companies. Because not all of them are currently working at full capacity. And in the home office, it is also more relaxed to phone a potential future employer than in an open-plan office at the side of (still) colleagues. And because no one expects the other to make a quick decision at the moment, “we can make candidates interested in working for us more appealing”.
The job scale in the real estate industry: For the first time in a long while, it is leaning back on the side of employers. Tufan notes that the employee market is not completely consigned to history. But “I never thought it possible that the War for Talents could turn in another direction so quickly”.
“20% of our positions are unfilled.”
Jobs Tufan has more than enough to offer: “20% of our positions are unfilled. We are nowhere near the resources we would need for our projects.” I wonder if the Corona crisis hasn’t upset her plans. “I don’t know how all this will develop in the next weeks and months, but at the moment there is no standstill for us, neither in our projects nor in recruiting.”
About 200 jobs available
At the former CG Group alone, which is now called Consus RE AG and currently employs around 830 people, around 150 jobs are advertised. And at Consus Swiss Finance with the companies Consus Germany, Consus Development and Consus Project Management a further 50 jobs are available. There are also five or six positions open in the holding company. Construction and project managers, project managers, technicians, business people and controllers – they are all very welcome at Consus.