Craftsmen looking for youth: an expert reveals 4 arguments for trainees in 2022…



The shortage of skilled workers causes many problems for the craft business: sometimes applications have to be rejected because there are not enough employees available. This is mainly due to the fact that there is a shortage of young people in trade. Many companies are currently looking for interns again, but the number of good applicants is usually limited.

Justin Botger, a crafts recruitment expert, is sure that craftsmen with a classic approach no longer work well with the target group of young people. “The trainees in 2022 want very different things than they did 10 years ago,” he explains. In the following guest article, the expert reveals 4 arguments that will be especially accepted by interns in 2022.

The first argument: “Digitization is very important in our company”

Many companies in the handicraft sector ignore the aspect of digitization. It’s of great importance, especially to attract trainees, because younger generations in particular want a digital life – and that includes their jobs. Therefore, craft companies must urgently deal with digitization within their companies.

In this way, they can not only impress the trainees, but they can also make the processes more efficient and make the work of their employees more enjoyable. For example, a plethora of paper was supposed to be replaced by digital solutions in all businesses now. “However, it is necessary to convey this argument to the outside world to get the attention of the trainees,” explains Justin Botger. Because if no one finds out about these efforts, no fruit will bear either.

In addition to this important and rapidly developing direction, companies must also deal with other trends and, if necessary, establish them, the expert explains. Because there are benefits already common in other industries that must finally find their way into the trade. These include, for example, four days a week or an offer to rent e-bikes to employees. These can also be crucial arguments for trainees to become familiar with a company and make a decision in its favour.

The second argument: “We will give you all the information you need and clarify your concerns.”

It is very important that the trainees receive detailed information on how their training will be conducted and what exactly they can expect. According to Justin Botger, a lack of information can be a good reason for potential interns to choose another company. Therefore, the craftsmen should be ready to answer their questions. Because there are some prejudices, especially with regard to the traditional industry, which may not apply to the company in question. These need to be eliminated from the start.

Frequently asked questions by trainees include:

  • What will happen to me during training?
  • What will be my area of ​​responsibility?
  • What can I specialize in during training?
  • What are the training hours?

The third argument: “We give you all the necessary support”

Above all, young trainees need support – they are entering a new and unknown world as young professionals. “Nurturing interns is ideal for this type of support,” the recruitment expert explains. They can answer all open questions of trainees, eliminate unfounded fears and fears and actively support them. By sponsoring an apprentice, each apprentice is given a handyman who can help him with both school and work issues. Trainees are challenged and encouraged.

Fourth Argument: “We give our trainees responsibility and provide attractive opportunities for advancement”

“Unfortunately, this argument is rarely conveyed in the industry,” Botger reveals. This can greatly influence the decision of potential trainees. Because many of them are worried that they will not be allowed to take any responsibility during their training and will only have to do side chores or they will not go away after their training because there are no opportunities for advancement. So they decide to study or apprentice in another industry – the trade has a lot to offer. “Communicating this information publicly and making it clear to trainees that their work is being evaluated during and after training can convince some future professionals,” says the expert.

On Justin Butger:

Justin Botger is a recruitment expert in the crafts sector. He gained his family business experience in the field of wastewater, heating and air conditioning technology. There is early learning about the typical problems involved in hiring employees in skilled trades. Craftsmen associated with a variety of industries also experienced a shortage of skilled workers. After successfully completing his training as a system mechanic, Justin developed a solution to a long-standing problem. Thanks to his method, he was able to fill the vacancy in his father’s company in just 5 weeks, and this was not an isolated case. He founded the company EGROMA GmbH, and together with his team helped the fine craftsmanship to hire qualified specialists. More information at:

Media contact:

Agroma Ltd.
Justin Poetger

Media contact:
Robin Schaefer

Original content by: EGROMA, transmitted by aktuell الأخبار news

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