How do I introduce myself?

Looking for an apprenticeship means getting over yourself, calling, presenting yourself. It also means accepting a negative decision, not being discouraged and continuing to apply. A challenging task for a young person who is just beginning to discover the adult world. It is very tempting for parents to do the work for their child during the application process - many of them are on the phone to other professionals every day and know how to present themselves convincingly.

Application for an apprenticeship should be individual

However, it is not only the parents who can intervene in the application process: There are countless application templates and many possible formulations for letters of motivation on the internet. «Letters of application often don't say much,» Claudia Emmenegger points out. As head of the Kibe childcare centre in Wädenswil, she has been recruiting apprentices for the profession of childcare specialist for years. When she advertises an apprenticeship, a pile of standardised application letters usually ends up in her letterbox.

If someone makes a recognisable effort to personalise the letter, that's a huge plus.

Ashley Stutz, CEO Stutz Medien AG

Ashley Stutz, CEO of Stutz Medien AG, has had similar experiences. Her company regularly trains apprentices. Her experience with application letters is correspondingly extensive. «If someone makes a recognisable effort to personalise the letter, that's a huge plus.» The same applies if the application documents are complete and no document is missing.

Jens Engelhardt, Managing Director of Acqua Verde Hairstyling, appreciates it when a young person emphasises their interest with a phone call. «Hearing the voice makes the person behind the application more tangible,» he says. He therefore conducts a 15-minute Zoom call with all applicants before deciding who to invite for an interview.

The first impression is important

The Swiss company Endress+Hauser Flowtec operates its own online platform through which applications can be submitted. «The young people are technically proficient. However, most of them need help from their parents when writing the texts,» says training manager Ralf Martin. The high-tech company does not accept dossiers on paper. There is no general answer to the question of the form in which training companies would like to receive applications. A phone call provides clarity.

Some apprenticeship seekers are shy, hardly speak, but are suddenly on top of their game when taster sessions start.

Claudia Emmenegger, crèche manager

How someone turns up for the interview, whether the person is punctual and has a few questions in their luggage - all four training specialists interviewed pay attention to this. «If someone has read the website and familiarised themselves with the subject matter, that speaks in their favour,» says nursery manager Claudia Emmenegger. However, you always have to bear in mind that the applicants are still very young. «Some apprenticeship seekers are shy, hardly speak at all, but are suddenly at the top of their game when they get a taster.»

School grades are often not so important in an application

Ashley Stutz also bases her selection process on the impression she gets of the young professionals when she tastes them. «We need open, approachable personalities, as they quickly come into contact with customers,» she says.

Jens Engelhardt also tends to shortlist cheerful, articulate personalities. «If someone doesn't like people, they're in the wrong place in a hairdressing salon,» he explains his attitude. «For me, school grades play absolutely no role, as long as someone is motivated to learn the trade and doesn't have two left hands.»

Ralf Martin wants to get to know young applicants differently first. «We avoid the frontal job interview. We find out what we want to know from the candidates on the side while they are carrying out test work.» This is a dialogue at eye level and not the classic question-and-answer process. The motivation and potential quickly became apparent.

However, even this company cannot do without an interview. «When it starts, we first tell the applicants: forget everything you've prepared, just be yourself!» Martin is convinced that training for job interviews and preparing for a series of questions can make young people feel insecure.

Suitability for the apprenticeship is paramount

Genuine interest and a personality that matches the professional field are the best prerequisites for a successful application. «Depending on the position to be filled, I look for different skills,» says Ashley Stutz. When it comes to a commercial position, German counts more than in other professional fields. In childcare, Emmenegger prioritises practical experience with small children. «Of course, someone should also be motivated to work on their language skills if their German isn't up to scratch. What counts much more, however, is whether the person has a heart for children.»

If someone does not fit into the team, they will not be hired.

Claudia Emmenegger, crèche manager

If several young people are still in the running at the end of an application process, the trainers Stutz, Emmenegger and Engelhardt react in the same way: they listen to their gut feeling - and to their employees. «If someone doesn't fit into the team, even though they have the best qualifications on paper, they won't be hired,» says Claudia Emmenegger. Jens Engelhardt also listens to the voices of the employees: «The teamwork has to be right!»