Manuel Geis – May 10, 2024
For many small and medium‑sized enterprises (SMEs) in Germany, Austria and Switzerland, recruiting apprentices is becoming increasingly challenging. Particularly in rural areas and specialised trades, it is hard to find motivated candidates. Imagine, however, that there are strategies that allow you to overcome these obstacles and attract the right apprentices to your company. The good news is: such solutions exist. Below we present five practical tips for recruiting apprentices who will move your organisation forward.
A strong employer brand is the key to successful apprentice recruitment. Define a clear promise that reflects what makes your organisation unique as an employer.
What makes your workplace special?
Analyse the needs of your ideal candidates and demonstrate how you meet them. Communicate your employer brand authentically via social media and your website. A lived corporate culture creates an emotional bond with potential trainees and sets you apart from the competition. Invest in an employer brand that reflects your identity and you will attract suitable talents.
While a strong employer brand is important, human sensitivity – such as empathy – is crucial when dealing with potential apprentices. Young people look for a work environment where they feel valued and comfortable. It is particularly important to respond to their individual needs. For leaders, it is vital to continually strengthen their interpersonal skills. Empathy, active listening and recognising individual expectations are essential in day‑to‑day interactions. Fostering a culture of trust and recognition creates a work environment that attracts and motivates Generation Z (born 1995–2010) and enables them to reach their full potential.
Social performance recruiting has proven to be an effective method for personnel search. This strategy combines advertising on platforms such as Facebook, Instagram and TikTok with clever software that automatically filters candidates—for example, filtering out applicants without a driving licence. The process is often structured like a game or quiz, which makes it attractive and draws in more applicants. In addition, this method functions like an advertising campaign that increases your company’s visibility and can attract new customers. However, such campaigns require specialised expertise and are not suited for every job profile or company.
Innovative recruitment methods like social performance recruiting are forward‑looking, but the fundamentals of communication remain decisive. Fast responses within 24 hours significantly improve your company’s image with 82 percent of applicants. Your online presence is often the first point of contact for potential apprentices. Ensure that your website and job postings are up‑to‑date and user‑friendly—90 percent of applicants research a company online before applying. An effective recruitment process also requires a clear profile of requirements; this allows you to address suitable candidates and takes both professional and personal skills into account. Provide transparent information about the application process, including the time until a decision is made. This gives applicants clarity and sets realistic expectations regarding next steps and development opportunities.
Recruiting apprentices from emerging countries is an effective response to demographic change. Young people from third countries often show high motivation and dedication, demonstrated by the German language skills they have already acquired. Employing international trainees does involve challenges and can be complex, however. It is advisable to work with experienced agencies that specialise in international recruitment. Such partnerships simplify efficient integration and increase the productivity and reliability of your team. They give companies the opportunity to hire reliable and competent young professionals who can support their business effectively.
Hello, my name is Manuel. From my own experience I know how difficult it can be to find suitable trainees. For this reason, I founded Tab To Talent. We support SMEs in the DACH region in finding committed apprentices whose values and motivation match your organisation. We provide more than mere placement. We offer a community where exchange and cooperation are emphasised so that you and your trainees can grow together. Discover how to unlock the full potential of your apprenticeships and create success together. Are you ready to explore new ways of recruiting apprentices? Contact me for a no‑obligation conversation.
Tell us your challenges and goals; we listen attentively.
Greet motivated talents who fit you well.
Tell us your challenges and goals; we listen attentively.
Together we develop a tailored strategy for your success.
Greet motivated talents who fit you well.
Quick, reliable solutions for your specific needs.
Access to a global network of talents.
Complete solution for recruitment, employee development and retention.
Replacement guarantee within the first three months.
Matching with our Talent Alignment Blueprint (T.A.B.) methodology.
Expertise dealing with different generations and cultures.
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Dig into Our FAQs – No Bones About It!
TabToTalent is reshaping the recruitment landscape in the tech industry with inventive methods and adaptable pricing models. Our strategy goes beyond standard CV evaluations; we’re focused on uncovering global talent potential and facilitating their smooth integration. Through our Talent Alignment Blueprint (TAB), we delve into candidates’ mindset and potential, as well as their skills and experience. We’re dedicated to matching the ideal tech talents with the perfect teams, transforming the recruitment experience.
Choosing TabToTalent means embracing a multitude of benefits:
Our process is swift and efficient. Within the first week after kickoff, we start presenting candidates. While the power to hire remains in your hands and may vary from organization to organization, following our best practice guidelines can expedite the hiring process. Ideally, we can complete the hiring of the optimal candidate within 10 working days, ensuring a seamless candidate experience.
For international candidates, the onboarding date usually ranges between 3 and 6 months, depending on immigration and relocation factors. The onboarding timeline for onshore candidates is subject to notice periods and other considerations
To make your life easy and upgrade the recruiting process. With a specialisation in this field, we align our goals with yours to achieve the desired outcome.
The next match is waiting for you.
