Human. Transparent. Sustainable. That’s how ASTRUM IT attracts top talent
Finding good candidates isn’t easy, because recruiting technical professionals is more of a strategic challenge than ever before. But instead of letting shortages discourage us, we at ASTRUM IT rely on a clear, human-centered, and sustainable recruiting approach. We spoke with our Recruiting Manager, Mathias, about his experiences, mindset, and lessons learned.
Mathias, the shortage of skilled workers has been an issue for many years. How is ASTRUM IT addressing this?
Mathias Kirschner, Recruiting Manager: “Recruiting isn’t a sprint; it’s a dialogue between equals.”
Mathias:“We take this seriously, but we won’t let it paralyze us. Our approach is to remain visible, honest, and committed. Especially in a tight job market, how you present yourself as an employer is crucial. We focus on an applicant management process that is transparent, fast, and human. No ‘hire and fire,’ no endless processes, but rather a clear dialogue on equal terms. This is the only way to achieve sustainable recruiting, which is reflected in our very low turnover rate compared to the industry average.”
What sets your recruiting process apart from that of other companies?
Mathias: “Many applicants tell us that they hear nothing from other companies for weeks or receive no feedback at all. That’s a no-go for us. Whenever possible, we respond promptly, are approachable, and provide honest feedback. Our reviews on kununu reflect this. Our communication and the appreciation shown throughout the process are particularly praised.”
How important is the issue of cultural fit in this context?
Mathias:“Extremely important. Professional qualifications are one thing, but whether someone is truly a good fit for us is often decided on a different level. We’re looking for people who share our values, enjoy working together, and want to grow professionally. For us, that’s more sustainable than any short-term hire.”
What lessons have you learned over the past few years?
Mathias: “A few things have proven particularly effective for us:
Clear messaging: Who we are and what we stand for must be evident at first glance, whether on the website, in job postings, or during interviews.
Speed matters: Quick feedback and short decision-making processes make a huge difference.
People-first approach: We don’t view applicants as “resources,” but as individuals with potential.
Feedback culture: Even when things don’t work out. We give honest, constructive feedback. That’s appreciated.”
And your personal takeaway?
Mathias: “Recruiting isn’t a sprint, but a dialogue. Those who listen, communicate honestly, and demonstrate integrity will find the right people even in times of a skills shortage. We’ve seen this firsthand, and we’re staying the course.”
Thank you very much for the interview, Mathias!
