# HR Inside Summit – summer edition: my key takeaways

- URL: https://hr-passionista.com/en/hr-inside-summit-my-follow-up-report/
- Published: 2026-01-27
- Updated: 2026-01-31
- Author: Marion Eppinger (HR-Passionista)
- Categories: content & influencing

> My follow-up report on the HR Inside Summit: key insights, HR trends, inspiration and highlights for HR professionals and leaders.

This is a fantastic event in a beautiful setting, all about networking. Unlike its counterpart at the Hofburg, this event has a relaxed programme focussing on interaction with industry colleagues. One thing, I can say for sure that it was two really hot days. ![😅](https://hr-passionista.com/assets/emoji/1f605.svg)

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So, what did I take away from it? Read my report on the two-days HR Inside Summit Summer Edition below:**

The first day began with a **keynote speech on the importance of „greeting“** **appropriately for** the **occasion.** Paying attention to body **language** and **choice** of words is key. **T****his is not a new topic**, of course, but it’s good **to be reminded of** it**.**

### Self-organised learning

I found the input on **self-organised** **learning** in teams, with **simple guidelines** and a **moderator**, really interesting. This form of exchange **is motivating** and **automatically** leads to **knowledge transfer.**

This **type of learning** is so **successful** in companies because it is **fun** and offers a **team building opportunities.** If the **content** is **well structured, interactive and relevant**, it can **be implemented immediately** which for me, this is the **perfect combination** for optimal **learning success**. 

> This reminded me of Working Out Loud, which is based on a similar principle. I have already written about this in my article [Upskilling: Further training instead of exchange](about:blank).

### MAC Employee Choice Programme

I briefly mentioned the **Mac Employee Choice Programme**, which is a **good idea** – but one that you have to **be able** to **afford**. I **fully** agree that it **can make** an employer **more attractive** and help them to **retain employees.** However, **that alone is not enough** to be an Employer of Choice.

So, what does it take? Before starting with the topic, first **ask top management** what it actually takes to **be** an **attractive employer**. Then **take steps throughout the entire organisation.** You can only become a **#talent magnet if the ideas are supported from the top down.**

### Benefits

Sticking with the topic of **employee motivation**, I found the discussion on **benefits particularly interesting, given** the sginificant **digitalisation and innovation** taking place in this area. For instance, I believe that providing employees with **subscriptions** to services like Spotify is an excellent new **approach** that will resonate with many within the company. I am convinced of that.

Another important benefit is, of course, **flexible working**. At the HR Inside Summit**,** we we learnt about the **introduction of the 35-hour week**. I personally like this **exciting approach** very much. For it to work, there must be **clear framework** **conditions**. Everything stands or falls with effective **communication** of **expectations and guidelines.** In this context, please do not misunderstand me: the idea is not to be flexible in some areas and  rigid in others due to various guidelines. Rather, **a framework** is needed **in which everyone** can **move freely**. This **model** will have  **a future.** One area that needs to be changed is the **meeting culture**: *when meetings take place, who needs to be there, who should be informed afterwards, and how long they should last?* If you have **less time** available, you also have to **use it more efficiently**. Overall, it can be said that **the impact is significant and productivity increases.**

### Sustainability

From the **panel discussion** on **sustainability** I took away that everyone can **take small steps**. **Companies** can do this too, for *example by switching to green electricity or introducing an emission-free vehicle fleet.* **Sustainability** is **not just about the environment**. To me**,** it also means **leading and acting sustainably** so that **future generations can benefit too.** Shifting the focus from short-term actions to **long-term initiatives will ultimately benefit us all.** In today’s job market, communicating this in **employer branding** is an added **bonus** – it is important **not** to make **empty promises** and **to clearly communicate** but to clearly communicate what employees can expect**.** We all agree that this is **an important issue**. However, some companies have **not yet recognised** the **urgency of the situation**. It is therefore important **to carry out more educational work** and **simplify processes**. **AI** will **play an important role** in reporting **in the future** **relieving companies** so that they can focus on the operational side of things. 

### Positioning

The key message of a **job study** presented at the HR Inside Summit was the importance of positioning yourself well. There are currently **35% more job vacancies** than last year. **Demand** ist strong in all areas, particularly in the **federal states of Vienna and Upper Austria.** The **shortage of personnel** will therefore become **more acute**, **with** a **quarter of the population** expected to be aged **65+ by 2023.** According to forecasts, demographic change will result in **10% fewer workers being available globally** by 2030**.** **Willingness to change jobs** is now **higher** than ever: **one in six people will resign this year, and one in four is considering a job change.** How can I position myself as an employer? **Flexibility, diversity, sustainability and the question of meaning.** **Standard employer branding no longer works**; you have to **present** yourself to potential **employees.**

This requires **new recruitment channels**, such as **Google.** It is important **to know** your **target group**, **use** the **right keywords** and **ensure your information** is kept **up** **to date.** Then you can be **sure** to **be listed,** because **platforms and social media are Google-optimised** – *so check your career page quickly to see if it is too.* Another effective strategy is to leverage your **location** by adding images and videos to generate more visibility. *With this type of recruitment, it is important to reach everyone who fits the target group, including those who are active on other platforms.* Of course*,* **placing ads** also helps, and you will **reach a wider than expected.**

### Conclusion of the first evening

**Humour** and music rounded off **the first evening****. The participants enjoyed** **good food** and **refreshing drinks** in a relaxed atmosphere**.**

### **Day 2 HR Inside summit – Summer Edition**

Despite the heat, there were some easy steps to follow to **maintain focus and concentration** on the second day. It is often the **little things in life** that **make a big difference**. *For example, having the courage to take a break – which does not mean leaning forward to check your Instagram account, but to enjoy life in silence while taking a walk or meditating*.  However, the most important things is **to take a deep breath.** **After that**, the **world** often looks **very different.** Just a **few breaths** are often enough to help you **regain your focus.** 

Digitalisation

**Digitalisation** is also having an impact on **the** **HR sector.** More and more **processes** are being **automated and digitised.** **Strong partners and good software solutions** are required to **implement** this **efficiently and sustainably.** The event provided some valuable **insights** into how **to create** more **transparency and promote communication within companies.**

### Personality

The types of **personalities and working styles** are generally needed in a company were discussed. Participants were able to **playfully develop** their **own working style** in playful way and then **match** it **to the stage of development** of the company. This exercise was enjoyable and demonstrate once again the **importance** of self-awareness and understanding the company in order to be successful.

### Collaboration

Finally, I would like to conclude with the topic **of trust**. Trust is the **basis for good cooperation** in any company. Clearly, there are **differences** between **trust and familiarity** – and I **don’t** think I need **to explain the consequences of** **trust** been **abused.** This **question** was **linked to herbs and aromas** that **trigger** a certain **moods** in us. You might call it **a bit esoteric** – but what I learned from these two days is that the **classic approach no longer works.** In today’ss job market, you **have to stand out** to **be noticed.** The approach you choose doesn’t matter, **as long as it fits the company and its culture.**

> *As Albert Schweitzer once said: Culture does not fall into our laps like ripe fruit. The tree must be carefully tended if it is to bear fruit.*

![](https://hr-passionista.com/media/2025/11/DSC01841-Edit.jpg)

### My conclusion

My conclusion from the last few days: The **ambience, atmosphere and discussions were great.** I **really enjoyed** the **personal exchanges with my colleagues.** Even though the **programme** wasn**'t as high-calibre** as at the summit in the Hofburg, **I'm taking lots of impressions and thoughts, as well as new contacts, with me into the summer.**

And don't forget: **HR Inside Summit** will take place on **12 & 13 October 2022 at the Hofburg**. **I look forward to seeing you all there again.** Until then, have a wonderful summer**!**

Yours, HR Passionista