If you want to continue realizing all your orders in the future, you always need a sufficient number of suitable employees, even after Corona. It would be good to recruit suitable apprentices every year to prevent a shortage of skilled workers. Do you still have enough good people? And when will the baby boomers retire? Do they still have enough time to pass on their experiences? Perhaps you can use the current situation to consider how you can already organize a skilled workforce advantage for tomorrow.
The future is now
Every year that you don't recruit new apprentices, you lose a whole generation of young skilled workers. This creates gaps in your company's future, especially since the baby boomer generation will soon no longer be there. And doubly bitter is the fact that valuable experiential knowledge will disappear. However, if you consistently train apprentices, the transfer of know-how will happen almost automatically. With the right succession strategy, you can achieve multiple benefits, bringing you not only good revenues but also a respectable image. It's worth looking ahead and placing apprentice recruitment high on the priority list.
Always one step ahead
Admittedly, a crisis like this cannot be overcome solely with a large number of succeeding skilled workers. But neither can it be overcome without them. Especially since it can be assumed that when the economy picks up again, the skilled labor market will be depleted. But you, you will already have the right young people, trained exactly for your requirements, even for the future. Think and act anything but standardized in these times and reassess routines. But what can be done differently?
Fresh ideas in clever minds
Combine resources, both personnel and financial. It is time for HR and marketing professionals to cooperate innovatively in apprentice recruitment. What does that mean? Rethink the approach together and create a program tailored to real desires. Because for the age group of students, the atmosphere and the good feeling play a central role, it is important to start here. By initiating personal contact, a relationship can be built right from the start. Whether the profession is liked and how much one earns is also important for young people but secondary. By organizing a process of getting to know each other in this order with various marketing tools, which also includes job testing, dropouts are reduced.
If not now, then when
Start by building a 'skilled workforce fan base' right away. It does indeed take some time, also because interdisciplinary collaboration needs to be practiced a bit. But the endurance pays off, as the goal is to sustainably secure the skilled workforce, which cannot be achieved in a sprint. By the way, you already have suitable strategies, which you use for acquiring customers.
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 Engage – invite the interested ones to a head+heart+hands experience in the company Test – let them try out the professions at the actual workplace Motivate – keep in touch with those who remain interested and lead them to internships, trial days, etc. Find – conclude many apprenticeship contracts that last
