What really matters in the application process

It's not the grades or the application portfolio that show whether someone is really suitable for an apprenticeship. Two vocational trainers reveal the role that an authentic personality and genuine interest in the profession play in the application process .

Those responsible for training in a company assess the apprentices and decide
decide who gets the apprenticeship. Two trainers explain what they look out for when young people are interested in signing an apprenticeship contract.
In many cases, one phone call is enough to make a bad impression. For example: «Hello, this is Müller. I wanted to ask if my daughter could do a taster apprenticeship with you.» Or this one: «My teacher says I have to do a taster apprenticeship. That's why I wanted to ask if I could do it with you.» Patricia Summer Rossi, KV, IT and training officer at Eawag, the ETH Domain's aquatic research institute, receives requests like this all the time.

Only those who make an effort and can express their interest are invited to try out the programme.

She explains to the overzealous parents that they would like to hear from their daughter personally why she wants to learn about the profession of a businesswoman in a scientific company. And the boy who only called because it was his homework is also given a second chance. However, only those who make the effort themselves and can explain why they are interested in the profession will be invited to a taster apprenticeship.

What requirements must an apprentice fulfil?

Commercial apprenticeships are no longer as popular as they used to be, explains Summer Rossi, who signed her first apprenticeship contract 28 years ago as a representative of a training company. The requirements still have to be met: good grades at the highest level of secondary school, a love of languages and contact with people, a flair for numbers and an interest in modern means of communication, a high level of willingness to learn and perform, independence and initiative.
Selim Gökbulut, who recruits trainee heating, ventilation and plumbing fitters for the company «Die Klimamacher» in Arbon, is a little less picky: «I would like to be able to choose, but we don't have enough applications for that.» However, even in the building services sector, which is plagued by a shortage of young talent, a company cannot afford to train unmotivated or technically overstretched young people who eventually drop out of their apprenticeship or fail the final exam. «If someone doesn't fulfil the requirements but is motivated, we look for ways in which they can make up the gaps. Many young people develop enormously, especially between the taster apprenticeship in the second sixth form and the start of their apprenticeship after the third,» explains the vocational trainer.

The taster apprenticeship shows aptitude

The best way for Summer Rossi and Gökbulut to recognise whether someone is suitable for the job and fits in with the company as a person is during the trial apprenticeship. The first thing the KV vocational trainer notices is whether the young person has informed themselves well enough to find the company building in good time and whether they are dressed appropriately. Everything else is determined by their behaviour: How do they communicate with other employees and apprentices? Do they ask questions? Does she take notes? How quickly does she understand what is explained to her?

Standing up in front of adults and explaining why you want to be trained by them is one of the hardest parts of looking for an apprenticeship. Nervousness increases, especially if you really want the job and therefore have a lot to lose. More important to Summer Rossi than a confident, eloquent appearance, however, is that the person applying is authentic and not faking it. «Someone can have rough edges if they admit their weaknesses. You might be able to put on an act for two hours. But not for three or four years.»
The experienced vocational trainer knows thatyoung people learn a lot about communication from their parents: «You can tell who regularly has dinner conversations with their parents at home.»

«If a young person is enthusiastic about something, it's easy to light the fire for a career.»

Patricia Summer Rossi, KV, IT and training officer at Eawag, the ETH Domain's aquatic research institute.

An important personality element is the hobby, emphasises Summer Rossi: «If a young person is enthusiastic about something, the fire can also be ignited for the job. I have only had good experiences with scout, blue-ring and youth club leaders. They have learnt to take responsibility.»

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