In apprenticeships, the gap between popular and less popular professions is widening, especially in smaller companies in industries like construction and catering. These companies are getting creative in finding ways to attract apprentices. For example, Lauber IWISA in Naters, which is facing difficulties in recruiting apprentices, is offering perks like contributing to the cost of driver’s licenses and cell phone subscriptions, as well as ski passes or festival passes to attract potential apprentices.
Companies like Lauber IWISA are constantly looking to improve their training programs and company culture to make themselves more attractive as employers and trainers. They participate in various events at schools in the region and career fairs to attract young people to their apprenticeship programs. Additionally, they reach out to young adults from Italy, near the border, and even help them complete their school training in Ticino due to language barriers.
Matthias Zwyssig, operations manager at Metallraum, emphasizes the importance of company culture in attracting and retaining apprentices. He believes that companies need to show more appreciation and respect for their apprentices, as young people today are more self-confident and have higher expectations. Zwyssig also highlights the importance of offering interesting and meaningful work in attracting apprentices.
Some industries, like IT, education, and social affairs, are more popular among young people seeking apprenticeships due to higher wages and better opportunities for advancement. On the other hand, industries like hospitality, hotel, and construction face challenges in filling apprenticeship positions due to physically demanding work, limited advancement opportunities, and below-average wages.
Despite the challenges, proponents of vocational training praise the Swiss education system for its permeability and opportunities for further education after apprenticeships. Companies that offer good career prospects and a positive working atmosphere are more likely to attract and retain good apprentices, while those with less attractive industry or working conditions may struggle to find young talent.