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Persisting Vacancies in Training Opportunities in Hesse
As the new academic and professional year commences, numerous businesses in Hesse continue to have unfillled positions for young recruits. The market for training has been in a state of flux for quite some time now, and the abundance of vacant positions is met with fewer potential candidates, even taking demographic changes into account. These candidates often have the luxury of picking where they want to begin their careers. Certain industries are confronting growing challenges due to the present scarcity of apprentices, which is forecasted to escalate into a skilled labor shortage in the future. What are these challenges, and how might they be addressed?
Apprenticeship Deficit in Various Fields
Brigitte Scheuerle, an expert on vocational training and further education at the Industry and Commerce Chamber (IHK) Frankfurt am Main, reports that there were approximately 13,500 trainee positions still open in Hesse as of late, almost identical to the number at this time last year. The regional office of the Federal Employment Agency is scheduled to release new statistics on this matter on August 30th.
According to Scheuerle, businesses within the hospitality and retail industries are experiencing the most difficulty, while training opportunities in IT professions or as media designers are popular. The regional office also reports significant challenges in the fields of healthcare, metalworking, and various craft professions. The location of the companies plays a role - businesses in rural areas often encounter more difficulties finding apprentices than those in cities such as Frankfurt, Wiesbaden, or Darmstadt.
Companies Lament Lack of Suitable Applicants
The Hassia Packaging Machinery GmbH in Ranstadt, Wetterau district, is also grappling with this issue. Andrea Zink, the company's personnel manager, attributes the significant number of unfit applicants to educational deficits brought about by the COVID-19 pandemic. She had hoped to hire eight apprentices for the new training year but has only managed to recruit two thus far. Some candidates have poor grades, and others struggle with issues such as dyscalculia or attention deficit hyperactivity disorder (ADHD). Zink expresses frustration when applicants refuse to take the company-provided aptitude test, promptly dismissing them with the motto "Not at any cost."
However, Hassia Packaging Machinery has also found success in recruiting exceptional apprentices who have utilized their opportunities to excel, such as a now-skilled technician who started as a shy intern at the company at the age of 14. He completed his training in Ranstadt and now travels the world independently setting up the company's machines. Hassia Packaging Machinery invests heavily in young people, offering individual coaching, potential international internships during training, and further education opportunities to become a technician or master, which the company supports. For the coming year, they plan to bolster these activities and expand their presence at trade fairs to attract more young people to training. If suitable, they would also consider hiring apprentices for the current year. Hassia Packaging Machinery, with over 240 employees, is part of the Italian IMA Group.
The multitude of choices, however, can lead some young people to engage in deceitful job-hunting tactics, applying to multiple employers and then withdrawing at the last minute, a common practice reported by the regional office. This poses difficulties for employers, according to a spokesperson. Furthermore, many young people's lack of mobility hinders apprenticeship opportunities that extend more than 30 kilometers from their home. Additionally, many young people are encouraged to pursue higher qualifications, making it challenging to find talented individuals in the construction industry.
"There is still the prevailing notion in our society that one can only make a career or accrue wealth with an academic education," explains a spokesperson for the association. In career orientation programs at grammar schools, the focus is primarily on preparing students for university life. "Vocational training is seldom mentioned." Furthermore, vocational schools have not received equal attention in terms of promotion for years, which sometimes translates to the condition of the vocational schools themselves, according to the association spokesperson.
Advising on Practical Internships
To aid businesses and apprentices in finding each other this year, the spokesperson for the regional office advises both parties to offer and participate in practical internships. Companies can thus obtain a personal impression of the young people, and young people can gain insights into various businesses and make critical decisions. Employers should also consider the unique skills of young people, suggested the spokesperson: Many possess strong IT proficiencies due to their experiences with smartphones, laptops, and tablets, an essential requirement for many professions.
However, those seeking to initiate an apprenticeship but haven't found the right opportunity yet or have faced rejections should not give up. Recently, the Hessian chambers of industry and commerce have encouraged the undecided to reapply promptly. Many companies and businesses in Hesse are still hiring apprentices even after the deadline of September 1st and "well into the fall."
Despite the abundance of vacant apprenticeship positions in various industries in Hesse, such as healthcare and metalworking, businesses in urban areas like Frankfurt, Wiesbaden, or Darmstadt often have an easier time filling them. Conversely, rural areas often face more challenges in finding suitable apprentices.
The ongoing challenges in finding apprentices in Hessen, including the high number of unfit applicants, have led companies like Hassia Packaging Machinery to invest heavily in coaching, international internships, and further education opportunities for their young employees.
