The company's pool of applicants for the positions of service technicians is limited, and the quality is often poor. Female applicants are almost nonexistent. The company is searching for ways to attract more applicants (incl. more female applicants). The company already tried various recruiting strategies, yet these efforts had limited success. The Employee Referral Program (ERP), is responsible for every fourth position filled. The work aims to support the company by proposing ways to possibly attract more applicants (incl. more female applicants) for the positions of service technicians.

Literature about the shortage of skilled workers, women in STEM, employer branding, and recruitment methods was reviewed. To position the company, the team researched the company's visibility on various platforms, conducted an interview with HR, and interviewed 5 employed service technicians. An external survey of potential candidates was carried out to gain further insights into the perception and expectations of potential applicants. Digitalswitzerland was interviewed about the current situation of women in STEM, so that the company can gather valuable insights about the lack of women.

The analysis reveals that the company is already well-positioned in the topics analyzed, including corporate culture and reputation, gender diversity, work-life balance, employee benefits, and working conditions. This is evidence that the challenge to attract more applicants for the position of service technician at Branch Central is mainly due to the shortage of skilled workers in this industry. Nevertheless, certain improvements can be made. An increase in the usage of Swiss-based social media accounts to attract new regional talents, by including new platforms like Instagram and TikTok, is suggested. Moreover, to enhance the social media presence and to target the younger generation, a collaboration with ZEAM is proposed. Additionally, to increase the visibility on Kununu and Glassdoor, the implementation of a mandatory review part about the on-and-off boarding process is mentioned. Regarding the challenge of attracting more female applicants, early engagement by hiring recent female graduates is emphasized. Furthermore, partnering with digitalswitzerland is suggested.