Gastronomy and crafts have to make an effort

Valais is booming, the chemical company Lonza is creating dozens of new jobs despite the recent setbacks, local companies like Lauber IWISA in Naters have to look at how they can find staff. Because it is difficult to recruit apprentices in the Upper Valais, the building technology company has to come up with something.

The company contributes to the costs of the driver’s license and the cell phone subscription. Because the mountains are close, Lauber IWISA offers either ski subscriptions or an annual festival pass for the Open Air Gampel. “As a teaching company, we have to constantly improve,” says human resources manager Flavia Heinzmann. This also includes the fact that the company has introduced a 4.5-day week.

In the end, however, it’s not the goodies that should be decisive, but rather the company culture. Heinzmann finds ideas like that of the meat processor Bell, paying apprentices in their third year of training 4,000 francs in wages and thus keeping them on the job, “a bit exaggerated”. What is particularly important to her is that learners can contribute their own ideas, receive in-depth training in the company and learn from experienced employees.

In order to attract good apprentices, the company takes part in various events at Upper Valais schools, career fairs and campaigns. In addition to young people from the region, Lauber IWISA also appeals to young adults from Italy, which is close to the border. In order to make it easier to start working life in Switzerland, they even complete their school training in Ticino due to the language barrier. According to the human resources manager, Lauber IWISA has had very good experiences with learners from the border region. Apparently, contrary to what some people feared, they do not quickly drop out after the apprenticeship. There are many cross-border commuters and long-time employees from Italy, says Heinzmann.

Apprentices are the best “influencers”

Matthias Zwyssig, operations manager at Metallraum from Lütisburg near Wil, also emphasizes the company culture. “Many companies are trapped in old patterns.” The basic tenor is that the apprentices should be happy to have an apprenticeship. But this approach works less and less. “Today’s apprentices are much further along, have more self-confidence and know that they are wanted people on the job market.”

This leads to young people dropping out if they feel they are being treated badly or if their expectations are disappointed. For Zwyssig, this means that companies must show them more appreciation and respect their opinions. The times are over when you could tell boys: “In your apprenticeship you will first learn how to do things properly.” Instead, the soft factors are also important in hard metal construction. “The activity must be interesting in terms of content, varied and meaningful,” says Zwyssig.

A company Tiktok channel is used exclusively by the apprentices. It also serves to represent the company to the outside world. “The apprentices are our best influencers,” explains Zwyssig. Today’s apprentices are already helping to make the company known to an even younger audience.

Less desire for construction and gastronomy

The two examples show that companies have to come up with something to be attractive as employers and trainers. A good reputation gets around, and so does a bad one.

At the same time, it is clear that the shortage of apprentices varies depending on the industry and company. The hospitality, hotel and construction industries in particular have difficulty filling apprenticeships.

That’s not surprising. The construction industry requires physically hard work and is often exposed to wind and weather. In the catering industry, contact with many people can be fun. But word has also gotten around that there is a rough tone in some kitchens and that people work when others are free.

In addition, wages are below average and opportunities for advancement are limited. Many young people are therefore orienting themselves towards computer science. Apprenticeships there are usually awarded earliest. And the wages are also highest after the vocational apprenticeship. The areas of education and social affairs, planning and construction as well as business and administration are also popular with young people.

Many applications are received primarily from large companies with well-known names and many different departments that promise broad training. Smaller craft companies, on the other hand, have to make more effort to attract good apprentices.

Further training in a part-time job

How attractive the teaching is also depends on the long-term perspective. Advocates of vocational apprenticeships praise the permeability of the Swiss education system. According to the teaching, the end of the road has by no means been reached. Instead, the doors to higher vocational training (HBB) are open to young professionals; With a vocational baccalaureate or passerelle, the path to technical colleges or universities opens up.

For example, anyone who has completed training to become a FAGE (health specialist) can train to become a nursing specialist at a HF (higher technical school) or FH (technical college). However, this is associated with effort and costs. The training lasts two years and you cannot work full-time during this time. “Instead of earning your own money, you may have to go back and live with your parents,” says Pia Albin, who works with a Master of Science in Nursing at the University Hospital of Zurich.

After all, hospitals often cover the costs of training and sometimes also cover the loss of income. If this is the case, the financial situation of young professionals is no worse than that of university students.

The costs of further training were also an issue for Valeria Miggiano. After completing her commercial apprenticeship and further training in business administration at the HFW (Higher Technical School for Economics), she completed a course to become a qualified fiduciary expert in autumn 2021. The training costs 21,900 francs over three semesters. The candidate can claim half of the amount back when he or she registers for the final examination. Employers often even cover the entire cost; In return, the candidates commit to staying with the company for a certain period of time.

In order to free up time for training alongside work, Miggiano temporarily reduced her workload to 80 percent, but the program was still strenuous. In comparison, studying may seem like a more pleasant path to many. The tuition fees are low and people are not yet used to having their own income.

Nevertheless, Miggiano says today: “I think it’s great that you can do this kind of training alongside your job in Switzerland.” She was shocked that a student friend only paid as much tuition fees per semester as she did per month. “But that wouldn’t have been an option for me.” You live differently if you earn money during your further education and don’t have to support yourself as a student.

Voting with your feet is quicker for boys

Thomas Bolli from the Professorship of Educational Systems at ETH Zurich therefore warns against badmouthing vocational apprenticeships and higher vocational education. He does not see a crisis in vocational training. At most, it is the case that some professions are more popular than others. This can also be seen in the application behavior. In the popular professional groups, apprenticeships are filled early on; in less popular professional fields, they are often filled later when the applicants realize that their dream job is not working out.

But what is already clear is that the demographic change is particularly acute among apprentices, because the decline in birth rates is most advanced at the lower end of the age spectrum. When there are fewer young people than apprenticeships, school leavers have more options and vote with their feet.

The winners are those companies that offer interesting work and good career prospects. However, if you don’t have an attractive industry or a good working atmosphere, you will have a hard time finding good young talent.