Carola Schneider

The end of the apprentice shortage

Carola Schneider is an expert in recruiting skilled professionals and apprentices in Berlin. With innovation and pioneering spirit, she leads her clients into a new world of apprentice recruitment. Her method "Discovering Vocational Talent" enables businesses to directly fill up to 100% of their apprenticeship positions. As a graduate engineer in pedagogy and long-time entrepreneur, she offers practical experience and successful strategies in seminars, training sessions, and consultations. Working with clients such as STRABAG and Lidl, as well as medium-sized businesses and schools, she impresses with inspiring stories and an authentic personality.

Rates

Category

HR Development, Recruiting & New Work

Languages

de
Carola Schneider

  • Wie kann ich im Shutdown eigentlich Azubis finden? | Carola Schneider

  • Wie kann ich im Shutdown eigentlich Azubis finden? | Carola Schneider

  • Das Ende des Azubi-Mangels! | Carola Schneider beim SpeakerSlam 2022

  • Das Ende des Azubi-Mangels! | Carola Schneider beim SpeakerSlam 2022

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Vita

Carola Schneider is an expert in the recruitment of young skilled workers and trainees from Berlin. With her innovative strength and pioneering spirit, she leads her customers into a new world of trainee recruitment. Anyone who needs suitable young skilled workers can find them with her "Discovering Professional Talent" method. Companies fill up to 100% of their apprenticeships directly. She inspires her customers to take a new perspective, particularly on the 14-16 year old group, in order to avoid the shortage of skilled workers. Carola Schneider is a qualified engineer and educator, has been an entrepreneur with her own communications agency for over 25 years and was chairwoman of a business association. Because she does it herself, she can report authentically on how to successfully recruit young talent in practice. She passes on her experiences in seminars and training courses and as a speaker and consultant. She convinces with stories and background information, but also with charm and her personality, which inspires many. She works with companies such as STRABAG and Lidl, but also with medium-sized companies such as car dealerships and craft businesses, as well as with schools.

Topics

How to find the trainees you want and as many as you need

  • Recruiting trainees always works, really always, if you implement three points in the right order
  • Do advertising correctly - offer your own experiences - make lasting contacts
  • The trainee recruitment formula for all companies

Are you still informing or are you already selling? - How to market your training positions correctly

  • From trainee recruiters who are marketers and successfully "sell" your training positions
  • How you can learn from marketing and sales and thus get the right trainees
  • The customer journey for young skilled workers

If you don't apply to us, you don't want training

  • The self-fulfilling prophecy and its ruinous effect
  • Why trainee recruitment is not an ad hoc business, but a relationship business
  • The new view of companies - The new duty of companies

References & Press

Auto Zellmann, AERticket, BÄR & OLLENROTH, Berliner Stadtreinigung, Berliner Volksbank, Crowne Plaza, Deutsche Post DHL, Domicil Seniorenresidenz, Eiffage, Frisch & Faust, KFZ-Innung Berlin, Klüter Elektromontagen, Lidl, MAN Truck & Bus, Meliá, Pepperl+Fuchs, Robert Lindner, STRABAG, Talgo, Volvo and Renault Trucks, Zalando and others.
 

INSPIRATION

"Finding trainees? That never works. There are simply no suitable ones. Statements like this and similar ones were made more than 15 years ago. New thinking was a long way off.
 

It was clear to me very early on that you can get trainees if you can get students excited. I started organizing CAREER DISCOVERY DAYS, events just for young people directly in the company, where they can experience the real working atmosphere. And I went to the students and got them interested in these events. The successes are now on the table and the same old story about young people not being perfect and that this is why training places remain unfilled can be rewritten.
 

Today I am convinced that HR and marketing must work more closely together to get suitable trainees. And bosses must adopt new perspectives and recognize the opportunities that this collaboration offers. This is how the desired results are created.
 

Everyone involved, including teachers and parents, must understand that young people and companies will only find each other if all sides go to work with joy and together. For me, at every level, I have a great desire to continue working on it.”

Publications

Cover: Das Ende des Azubimangels: So besetzen Sie Ihre Ausbildungsplätze in 6 Schritten

Das Ende des Azubimangels: So besetzen Sie Ihre Ausbildungsplätze in 6 Schritten

ISBN : 3593516918

32.00 €

Amazon: Das Ende des Azubimangels: So besetzen Sie Ihre Ausbildungsplätze in 6 Schritten

Impressions

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Blog

How can I actually find apprentices during the shutdown?
Thumb: Carola Schneider Carola Schneider

How can I actually find apprentices during the shutdown?

Struggling to attract apprentices due to lack of traditional recruitment activities? Consider utilizing applicant portals and developing a strategic recruitment plan during the shutdown for long-term success. A systematic approach is key for sustainable apprentice recruitment.

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Generation Question Mark - What do I want to become when I can do anything?
Thumb: Carola Schneider Carola Schneider

Generation Question Mark - What do I want to become when I can do anything?

Young people struggle to choose a career path due to lack of guidance and real-life experiences. Digital tools like social media and online content can inspire, but personal interactions and hands-on experiences are crucial for decision-making. Building trust and providing support are key in helping youth make informed choices. A mix of digital and real-world experiences is ideal for career exploration. A network connecting students and entrepreneurs can facilitate personal connections and support decision-making.

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Apprentice recruitment belongs in marketing - new perspectives for executives
Thumb: Carola Schneider Carola Schneider

Apprentice recruitment belongs in marketing - new perspectives for executives

The text emphasizes the need to attract new talent to address the impending shortage of skilled workers due to the retiring baby boomer generation and the impact of the current Corona crisis on apprenticeship contracts. It suggests adopting marketing strategies, involving marketing professionals, to attract apprentices like customers, create a strong employer brand, and follow a six-step approach to engaging and securing apprentices.

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Presentation types

Required equipment

Equipment: Projector
Projector
Equipment: Laptop
Laptop
Equipment: Headset
Headset
Equipment: Windows notebook
Windows notebook