Platform about design and technology in the kitchen, home, and bathroom industry
Stop looking for resumes. Start building people.
The labor market is tight. That's not news. But for kitchen specialists, there is more at play. The generation entering now thinks differently about work. At the same time, technology is changing rapidly, with AI as a catalyst. So the question is not only how to find people, but especially how to retain them.
According to the World Economic Forum's Future of Jobs Report 2025, 44 percent of employers expect their employees' skills to change dramatically over the next five years. At the same time, a majority say they would rather invest in upskilling than replacement. Several HR surveys for 2026 also show that skills will become more important than degrees, and that job happiness and flexibility will be decisive for young employees.
1. Train on AI, don't dismiss out of fear
AI is entering the showroom. Think smart design tools, quote systems and customer analytics. Employees may see that as a threat. Or as an opportunity. Make an explicit decision to train people in AI use. Organize internal sessions where colleagues learn how to use AI tools for faster designs, better customer communications or more efficient planning. Not as a technical project, but as part of craftsmanship. Those who invest in digital skills win.
2. Select on skills and attitude, not just degrees
A perfect resume is rare. But learning ability, commercial sensitivity and customer focus can be developed. When recruiting, look less at papers and more at concrete skills: can someone listen, structure, advise? Consider practice tests instead of traditional job interviews. Have candidates develop a short sales case or explain a kitchen concept. You immediately see how someone thinks and communicates. This not only increases the influx, but also reduces the chance of a mismatch.
3. Make work happiness measurable and discussable
For young employees, working full-time is no longer a given. Free time, autonomy and personal development weigh heavily. Those who dismiss this as a ‘generation gap’ are missing the point. Plan structural development interviews in which not only targets but also energy and ambition are discussed. What gives someone energy? Which tasks actually take strength? Sometimes a small adjustment in the task package is enough to retain someone. Workplace happiness sounds soft, but turnover is expensive.
4. Build flexibility rather than fixed structures
Think duo jobs for designers, flexible start times or hybrid jobs where some of the drawing work is done at home. Flexibility is not a weakness. It is a strategic tool for attracting talent that would otherwise drop out.
5. Position your kitchen specialty store as a learning environment
New employees choose not just a salary, but growth. In job postings and interviews, show what education, training and advancement opportunities you offer. Make it clear that a position in your kitchen store is not an end station, but a development path. If you present yourself as a learning company, you attract people who want to invest in their profession.
So the question for 2026 is not: how do I survive the crunch? The real question is: how do I become attractive to the professional of tomorrow?
