As of: February 20, 2024, 10:00 a.m
By: Jonas Napiletzki
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Binding communication: This is how managing director Marcel Vogt, in his own words, attracts applicants for his IT company in Waakirchen.
© Thomas Plettenberg
IT boss Marcel Vogt explains in an interview how he fills eight positions despite the shortage of trainees.
Particularly important: fast and direct communication.
District
- While many companies in the district are desperately looking for young talent, a Waakirchner IT service provider is training eight young people at the same time to become IT specialists for system integration.
Marcel Vogt (33) explains in an interview how he finds two to three suitable applicants every year and what has changed in the search in recent years.
The managing director of tbs Computer-Systeme GmbH was himself a trainee at the company 18 years ago, which he finally took over in 2020 together with two colleagues.
Mr. Vogt, how difficult is it for your company to find suitable applicants?
Marcel Vogt:
Frankly, not very difficult.
But we also do a lot for it.
Although we are no longer a garage shed with 50 employees, only a few people know us because we offer IT solutions specifically for doctors and medical care centers.
That's why we're trying to increase our awareness.
We are present in schools, attend events, job fairs and speed dating offers.
Interns, for example, are one of the keys - many actually apply later.
For example, two of the three trainees who will start in September came to us while speed dating in the Waitzinger Keller in Miesbach.
Personal impression instead of CV required
Was it different before?
Vogt:
It used to be easier for us because people simply responded to job advertisements on their own initiative.
Today, in addition to the events, we are more present on social media.
The application process must be as simple as possible.
In my opinion, a CV has always been questionable for trainees - what should it say except that they went to school.
We are now doing away with this completely as a first step.
You just have to be pragmatic.
For us, personal impressions matter more.
Have the applicants themselves also changed?
Vogt:
Communication has changed.
In the past, when we said yes to applicants, they would immediately shout “Hurrah” and accept the offer.
Today you often don't get an answer for days and then you get the message: "Yes, I'll think about it." We have therefore started to very quickly find an appointment to speak with applicants and - if it's suitable - also get the signature quickly.
Short distances and binding, personal communication are extremely important.
The introduction of the you culture in our company, right from the first contact, has contributed greatly to improving personal communication.
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The new situation also has advantages for employers
Are there things that have become easier?
Vogt:
Because of the many internships we offer, we already know many applicants - and it makes it easier for us to hire them later.
We simply know more about what we are getting into.
For example, things like punctuality and reliability can be easily assessed after just one week.
As a result, we have little difficulty with new trainees - I'm definitely positive about that.
But the applicants also know their future employers - and have more choice than before.
Vogt:
The training market is actually significantly larger than the market for available trainees.
Today, however, applicants often arrive much earlier.
A few years ago we always wanted to have found our trainees for the following year by Christmas at the latest.
Today it is often the case that our places are already taken in October.
This creates security for both sides.
Nevertheless, applicants are flexible when it comes to travel, for example.
Although trainees are mostly 16 or 17, they always find creative solutions to get to Waakirchen.
There used to be a lot more problems - today they drive 45 km/h cars.
It's not all bad about development.
nap
Trainee shortage in numbers
The Rosenheim Employment Agency has been informed
of over
3,000
training positions
to be filled in the current careers advice year since October.
In contrast, there are
1,220
registered
applicants
in the agency's area, which includes the districts of Bad Tölz-Wolfratshausen, Miesbach as well as the city and district of Rosenheim.
The numbers cannot be directly related to each other because neither employers nor employees are obliged to report.
But: “
In purely mathematical terms
, there are more than
2.4 training places
for
one applicant
,” the agency states.
A clear shortage of applicants can also be seen from the figures at the end of the past careers advice year.
Accordingly, 122 training positions
in the Miesbach district were
unfilled
last September
- a good
23 percent more
than in the same month last year.
More than
one in ten
unfilled training places in the district are in the
hospitality industry
, explains the Food-Gourmet-Gastronomy Union (NGG) in a press release.
NGG managing director Manuel Halbmeier summarizes: “We have a
shortage of trainees
.” Companies must
actively
work
to
attract young people, he demands.
“It’s about
getting them
excited about
apprenticeships
.”
In addition to the hospitality industry, jobs in the areas of medical
and
practice assistance
,
administration
, insurance and financial services, corporate organization and strategy as well as
precision engineering
and
tool technology
, paper and packaging technology and metal processing have also been particularly affected by
the shortage.
nap
There is also a trainee dilemma in the Freising district: there are fewer and fewer applicants for more and more apprenticeships.
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