German Training Institutions Face Shortage of Workers
In a recent survey conducted by the German Chamber of Industry and Commerce (DIHK), it was revealed that language skills among apprentices are a significant concern for many companies, particularly smaller businesses. Approximately 50% of companies surveyed complained about poor language skills, both spoken and written, among their apprentices.
The survey, which polled thousands of companies from all regions and sectors annually, highlighted the issue of a lack of qualified young talent and a lack of applicants, leading to numerous unfilled training positions. In some cases, companies receive no applications at all. Last year, 43% of companies in Mecklenburg-Vorpommern could not fill their training positions due to this issue.
Efforts to address the language problem include companies increasingly training apprentices from third countries, such as refugees and immigrants. Despite the challenges with German language skills, these apprentices are viewed as valuable for securing the future skilled workforce. About one-third of companies have already attempted training such apprentices, with mostly positive reports of success, though 71 percent of employers still cite lack of German language skills as the biggest challenge.
While the survey highlights the problem, specific remedial efforts such as intensified language training initiatives or integration programs are implied by the companies’ willingness to engage with apprentices from diverse backgrounds, but detailed measures are not explicitly described in the available information.
Achim Dercks, DIHK Deputy CEO, stated that continued weaknesses in crucial competencies among many applicants remain a challenge. The results of the DIHK surveys are considered a reliable indicator of the situation on the training market.
The applicant situation is a significant problem for many companies, with deficits in basic competencies not uncommon among applicants. Many school leavers are choosing to study instead of an apprenticeship, contributing to the shortage of skilled labor.
Small and medium-sized enterprises are particularly affected by this language problem. The overall number of young people is decreasing, leading to a further exacerbation of the issue. The survey reveals that many training positions remain unfilled due to a lack of qualified young talent and a lack of applicants.
Despite these challenges, the survey indicates a practical approach by companies to mitigate the skilled labor shortage, with efforts to integrate apprentices from third countries who may face language barriers. Additional support likely occurs at company or training program levels but was not detailed in the search results provided.
In light of the survey, many companies are recognizing the value of diversifying their apprenticeship programs with individuals from third countries, such as refugees and immigrants, as part of their education-and-self-development and personal-growth strategies. However, it's clear that improving language skills remains a significant hurdle for both these apprentices and the companies, indicating a need for intensified learning opportunities and integration efforts.
