If you want to become world champion, you have to do good youth work.

In business, it's like in sports: 'If you want to become a world champion, you have to do good youth work.' Of course, based on professional talents for your company. This means finding them and developing them in time. These talents will later become suitable apprentices for you, who will also stay. And that year after year. You've never done it this way before? That's okay, just start now. Let's start with discovering interested parties. **Awakening students' interest in companies and professions** Finding interested parties in time means tracking them down mainly in schools. Where they are every day and are pondering the question of what they want to become through classes and internships. Unlike a short while ago, students today are not quite as clueless on this point, but still far from certain. That's exactly your chance! Spark desire in students by marketing your training positions. Yes, marketing, completely professional. Use individuals, influencers, who can convince, create desire, and advertise, not wanting to educate or be strict. After all, we are only in phase 1 of a whole process that relies on voluntariness. But be careful, everything presented must be accurate, as any exaggerations would be immediately exposed in reality. **The impact of tactile experiences** The next step is essential so that the initial interest does not vanish into thin air. Invite interested students to try out future workplaces. Right where they can feel the working and company atmosphere. Let them have their own head+heart+hands experiences, as only these trigger the necessary emotions for a decision to take. Can't do this at your place? Not even if it helps sustainably strengthen your employer or trainer brand and establish your good reputation? Often, new perspectives open up new horizons. **Fostering interest and talent pays off** A young person who enjoyed their time with you and whom you noticed to be talented is not necessarily ready to make a decision in your favor. You may not be at the top of their priority list yet. This can have many reasons, is quite normal, and doesn't mean much yet. But don't let them slip away! Experience shows that further offers to delve deeper into a company are often and gladly accepted by the interested parties. And these are exactly the ones you want to attract. Nurturing talent strengthens desires. Everything you do for interested parties and talents before training are investments in the future that pay off because apprenticeships are established that last. **Personal contact makes the difference** From the initial interest to a young person's decision to take the opportunity often lies a longer period. Perhaps a year, half of ninth grade, and half of tenth grade. Individuals who see themselves as partners of the students and maintain contact from the beginning through suitable communication channels play a significant role in the success. With the awareness that students are on their way to becoming skilled workers, apprentice recruitment succeeds reliably. **In 6 steps to suitable apprentices** - **Inspire** – truly inspire many young people in the school environment - **Awaken** – awaken their interest in the profession and the company in the first place - **Interest** – invite the interested parties to a head+heart+hands experience in the company - **Try out** – let them try out the professions at the actual workplace - **Motivate** – stay engaged with those who remain interested and lead them to internships, trial days, etc. - **Find** – conclude many training contracts that last