Finding and attracting the right trainees

Why it is so difficult to find good applicants

• Ideal candidates draw attention to themselves.
• What good applicants value and what the trainees of the future expect.
• What "application inverse" means for companies.

Target group definition and targeted approach

• New virtual formats such as Digital Career Days and virtual career fairs.
• New target groups and how to reach them.
• How, where and via which media can your target group be reached, e.g. through events and social media.
• Cooperation opportunities with schools.
• How much can be achieved with little capacity.
• The importance of digital networking - design options for trainers - more than Facebook in approaching applicants.
• Opportunities, benefits and limitations of online campaigns.

Select applicants specifically

• Principles in the selection procedure.
• The requirements profile as the basis for the selection process.
• How soft skills become observable/assessable.
• Online assessments and online tests.
• Trends such as dealing with video applications.
• What application documents can (still) say and what alternatives there are.
• What significance do school grades have in the age of comprehensive schools and subject networks?

Which exercises can be used and how?

• What time-saving, advantageous group selection exercises are there?
• What does an observation sheet look like?

The individual interview

• Which questions lead to success?
• See through deceptive manoeuvres and recognize the real potential of applicants .
• Avoid observation errors.
• Standard questions bring standard answers - ask questions beyond the application guides!

Hired - and then bailed out?

• Reduce dropout rates.
• Possibilities of commitment between contract and start of training.