Try new approaches
Rule 14: Optimize access to your target groups
Make disseminating information a high priority and use as many communication channels as possible. Take new paths and make extensive use of the rich pool of direct and indirect channels of communication with people interested in training.
Rule 15: Tailor offers to specific target groups
Create space for individual solutions. Consider the expanded range of potential target groups on the one hand and the qualifications of today’s training candidates on the other, and then offer customized solutions for individuals based on their individual strengths and weaknesses.
Rule 16: Involve parents and teachers
In your trainee recruitment efforts, also include so-called secondary target groups or multipliers. Parents and teachers, in particular, exert great influence on the career choices of young people. You should therefore also direct your training opportunities to these target groups and find ways to convince them of the attractiveness of training in your company.
Rule 17: Rely on your trainees
Nobody is closer to young young training candidates than your current trainees. What better reason to actively involve them in recruitment and other activities aimed at attracting new talent?
Think long term
Rule 18: Bind future trainees to the company at an early stage
Design the recruitment process so that interested applicants are actively integrated into the company, from the moment the contract is signed, at the latest, even before the start of training. Forge a bond between future trainees and the company that goes beyond the contractual, extending to the emotional level. This minimizes the risk that candidates will leave the company before the start of training, during the program, or after the successful completion of training.
Rule 19: Consider persons interested in training as future professionals
Think sustainably with a recruitment strategy that follows long-term goals. Consider candidates as future professionals and the recruitment process as the initial investment in valuable future employees. Actively promote the development of unskilled young employees into esteemed professionals and longtime employees.
Rule 20: Consider the attractiveness of dual training
And finally, Make a contribution to a general upgrade of dual training. Today more young people than ever are giving preference to academic education options. Focus, therefore, on activities that convince young people of the value of in-company training. Explain all of the benefits associated with this approach.
Project “StartApp – Starting with Apprenticeship” supports small and medium sized businesses (SME) in intensifying their commitment to in-company training. To that end, this project provides solutions for the recruitment of young people interested in on the job training. Here the focus is on methods of acquisition, selection and integration of trainees during the first phase of their staff membership in the company.
The handbook “Finding and retaining trainees” is a guide for companies that want to make their trainee recruitment capable of addressing the current challenges in the training market. It guides the reader step by step through the individual phases of recruitment. Numerous tips and instructions ensure successful implemen tation of the recruitment measures in a practical business environment. It reveals new ways to inspire young people for a career and win them over as trainees.
