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The challenges of the current shortage of skilled workers in Baden-Württemberg illustrate the difficulties in recruiting trainees in the region. With 12,900 unfilled training positions in 2023 alone, the economy is facing an increasingly complex task of attracting young talent.
In an interview with Karen Engelhard, training coordinator and active trainer for the e-commerce and office management professions of a medium-sized company in the region, we talk about current trends, best practices and necessary changes in order to successfully meet the requirements of the training landscape. Her insider view of the needs of trainees and her experiences from corporate practice offer valuable insights into the design of high-quality training. Essential for a successful strategy in training management is: look, listen, respond sensitively and stick with it patiently.
What does the current shortage of skilled workers look like in Baden-Württemberg and what effects does it have?f the recruitment of trainees in companies?
Southern Germany, along with the New Federal States, is the region most affected by a shortage of skilled workers. In 2023, 73,400 training places remained unfilled nationwide, of which 12,900 places were in Baden-Württemberg alone. The situation on the labor market is comfortable for trainees; trainees in particular with good grades can often fall back on several offers. In order to get trainees excited about your own company, it is not only important to offer benefits and proclaim company values, but also to be truly authentic and engage the trainees. This requires an honest, youthful approach, not just via social media, but from the job advertisement to the interview.
Which central components are crucial for high-quality training in companies?
I have to be prepared to get involved with the trainees and recognize that both sides can learn from each other. This attitude should be practiced everywhere in the company. It is important – and I hear that unfortunately many training companies do not adhere to this – that the training framework plan is adhered to and regularly checked. As an employer, I have an obligation towards my trainees and I should be aware of this.
What makes attractive employers today?
If I pay attention to the points mentioned above, I as a company are already way ahead of many of my competitors. I also had very good experiences with regular trainee meetings on personal and professional topics and an onboarding week. The trainees should feel like they belong and are valued and this includes many aspects. In addition to the soft facts, regularly adjusted, competitive remuneration also plays an important role.
Which Best Practices can be specifically related to Name training advertisements, applications, cover letters and interviews?
My impression is that in all of the areas mentioned above we too often produce mass-produced goods and then also take measurements. My tip is: design individual job advertisements, ask for cover letters in addition to certificates, and don’t check both off like a formula, but generally allow yourself to invite people who are not so polished and/or have top grades everywhere. In the interview itself, my best advice, in addition to professional preparation, is to really listen carefully and keep asking why this particular training should be the right one. I wouldn’t hire someone who was unprepared for this question.
What measures should be taken if difficulties arise during training, so that the trainees are still successful?
Since the possible problems are very individual, it is difficult to answer this quickly. The general rule is: look, listen, address things with empathy and then stick with it patiently. If a lack of motivation jeopardizes the results of the training, it is often helpful if trainees are allowed to work independently and present results. But there are also situations in which honesty, clear words and setting boundaries are required. If there is mutual trust and a good instinct on the part of the trainer, they will recognize how best to accompany the trainees.
What current trends or changes are there in the training landscape?
There are some, including of course more and more companies, that use social media for recruiting. In my opinion, Metro Germany implemented this very well with its social media campaign. The trainees there also receive a very respectable salary right from the start, certainly to cushion the shortage of skilled workers in retail. But I would like the changes to take place primarily in the companies. It is far too little internalized that training is a mission. Not just a professional one, but also a personal one. When companies accept this with commitment and are willing to change themselves, they usually secure great employees who go about their journey with enthusiasm and are an absolute asset to the company.
Qualifying the main target groups of the project in an industry-focused manner – securing the future! are employers, (potential) employees and young talent as well as (potential) young skilled workers and trainees who are recruited from an industry that is affected by particular challenges.