Mr Martin, why is it so difficult to attract young people to technical apprenticeships?
Young people have fewer and fewer opportunities to develop an enthusiasm for technology. Who still tinkers with broken appliances or mopeds these days? Even changing a tyre on an e-bike is becoming increasingly complex. The number of nerds who are also enthusiastic about technical topics in their private lives is dwindling.
Your employer Endress+Hauser manages to do this quite well. What do you have to do to achieve this?
We invest heavily in career marketing, which is actually my main task. We hold information days at our premises, where we welcome 300 young people over three days. I also visit several school classes each month with apprentices, where we talk about what we do and the opportunities we offer. In addition, we attend career fairs, such as «tun-Basel», and take part in Future Day.
This is the only way we can fill our nearly 30 apprenticeship positions per academic year with good people – despite the fact that there isn't always a large selection. And, of course, we also offer special benefits: six weeks of holiday, public transport passes, computer equipment and more. But the most important things are definitely high-quality training, a dedicated team of vocational trainers and excellent future prospects.
It is even more difficult to motivate young women to pursue a technical career. How and how often do you succeed in doing so?
We invest a lot in this area, but we are not as successful as we would like to be. The proportion of women in technical professions is still low. However, many young women are pleasantly surprised when they attend information days and say that they had imagined things to be very different. Our modern working environments and our unique culture as a family-owned company help us to present ourselves as an attractive employer.
How do you attract young people to technical apprenticeships when grammar school is also an option?
I now see it this way: continuing to go to school is the alternative. Vocational training with a school-leaving certificate and subsequent study at a university is the ideal solution. These people are particularly valuable to us. They have a high level of practical experience, know our products and processes, and are already networked within the company. That is why we enable them to work part-time after their apprenticeship and to study or undertake further training.
Nevertheless, the globally successful Swiss high-tech industry has a problem attracting young talent. Are companies tackling this issue together?
It is not only us who have problems recruiting young talent; there is a shortage of well-trained people in many areas. Some of these roles can be replaced by automation and AI. In our economic environment, we have a strong network that is committed to vocational training. I also sense greater interest and commitment to vocational training on the part of politicians.
Without lifelong learning, nothing works anymore in any field.
What does your company do when apprenticeship positions remain unfilled?
With a few exceptions, we have always been able to fill our apprenticeship positions. However, this is also because we are not looking for the best, but for talented individuals with motivation, potential and personality. We also train career changers and offer catch-up training. At other locations, such as in China, India and the USA, we are establishing a dual vocational training system based on the Swiss model.
Few candidates for professions that involve high technical and therefore intellectual demands – how well does that work?
We do everything we can to be an attractive training company so that high-achieving students choose us. It is important to us that teachers also recommend technical apprenticeships to the best students.
Are there also low-threshold professions that enable less academically gifted pupils to enter the world of technology?
The 14 professions in which we provide training offer something for every level of education. I wouldn't call them low-threshold, as that would be disrespectful to the training. The world of work is modern and complex, but good social and personal skills are also important .
What options are available to young professionals who do not wish to pursue a vocational baccalaureate?
Of course, we don't just need academics, but also specialists in welding or assembly. However, lifelong learning is essential in every field nowadays.
Did you also start your career with an apprenticeship?
Yes. I completed an apprenticeship as a mechanic and then took the master craftsman's examination. I then studied business administration and continued my education in the field of vocational training. Now I have found fulfilment here and am able to lead the training programme in Reinach.
Can you give further examples of careers within your company that began with a technical apprenticeship?
Our Chairman of the Board and former CEO completed an apprenticeship as an industrial mechanic. Now he is the boss of 17,000 employees worldwide. The Director of Supply Chain originally trained as a polymechanic. There are many great examples across all levels of the hierarchy.
