Closing the Gap: Innovative Approaches to Apprenticeship Recruitment in Challenging Industries

In recent years, there has been a growing gap between popular and less popular professions in apprenticeships. Smaller companies in the construction and catering industries are facing challenges in attracting apprentices, particularly in the Upper Valais region. To address this issue, companies are getting creative with their recruitment efforts.

Lauber IWISA, a company based in Naters, is one such company that is struggling to find staff due to difficulties recruiting apprentices. However, Lauber IWISA has implemented various strategies to attract talent, including offering financial assistance for driver’s license and cell phone subscriptions, as well as providing perks like ski passes or festival passes. The company has also shifted to a 4.5-day work week and emphasizes a positive company culture to retain apprentices.

According to HR manager Flavia Heinzmann, providing a supportive environment and opportunities for growth are key to keeping apprentices engaged and motivated. Building a positive reputation as an employer and trainer is essential for attracting and retaining talent. To do this, companies participate in events at schools, career fairs, and campaigns in the region and neighboring areas like Italy.

The shortage of apprentices varies across industries, with sectors like hospitality, hotel, and construction facing difficulties filling positions. Factors such as physical demands of the work, limited opportunities for advancement, and lower wages contribute to these challenges. However, proponents of vocational training highlight the opportunities for further education and career advancement after completing an apprenticeship. Companies that offer training and support for higher education pathways can attract motivated apprentices who see long-term value in their training.

While the cost of further education can be a barrier for some apprentices, employers have the opportunity to support their employees in pursuing additional qualifications by providing financial assistance or incentives for further education. This can help retain skilled employees while contributing to a positive company culture where ongoing learning is valued.

In conclusion, companies must adapt to changing expectations by offering meaningful work